Örgüt Kültürünün Girişimciliğe Etkisinde Özyeterliliğin Düzenleyici Rolü

Öz

Örgüt kültürü pek çok örgütsel değişkeni etkilediği gibi çalışanların girişimcilik davranışını da etkilemektedir. Ancak bu etkide çeşitli değişkenlerin farklı etkilerinin olabileceği de düşünülmektedir. Bu araştırma ile çalışanların girişimci davranışlarında örgüt kültürünün rolü ve bu etkide öz yeterliliğin düzenleyici etkileri belirlenmeye çalışılmıştır. Savunma sektöründe yapılan bir araştırma ile 583 çalışanın tutumları ölçülerek açıklayıcı bulgulara ulaşılmaya çalışılmıştır. Araştırma sonucunda, dışa dönük örgüt kültürü türleri olan gelişimsel ve rasyonel kültürün çalışanların girişimci davranışı olumlu yönde etkilediği ve bu etkilerde öz yeterliliğin düzenleyici etkisinin olduğu belirlenmiştir. Ayrıca, düzenleyici etki analizleri regresyon eğrileri ile sınanmış ve düşük ve yüksek öz yeterliliğin örgüt kültürleri- girişimci davranış ilişkisindeki düzenleyici rolü irdelenmiştir. Bu kapsamda gelişimsel örgüt kültürü-girişimci davranış ilişkisinde düşük seviyede öz yeterliliğin pozitif düzenleyici etkisinin olduğu, rasyonel kültür -girişimci davranış ilişkisinde ise düşük seviyede öz yeterliliğin pozitif yönde yüksek seviyede öz yeterliliğinde negatif yönde düzenleyici etkisinin olduğu belirlenmiştir.

Anahtar Kelimeler

• Gelişim Kültürü, Rasyonel Kültür, Girişimcilik, Öz Yeterlilik, Düzenleyici Etki

The Role Of Self Efficacy In The Relationship Between Organizational Culture And Enterpreunal Behaviors As A Moderator

Abstract

Organizational culture affects many organizational variables including employees' entrepreneurial behavior. However, it is also believed that there are different impacts of various variables on this effect. The aim of this study is to determine the moderating role of self efficacy in the relationship between organizational culture and entrepreneurial behaviors. The sample of the research is comprised of the employees of small scale defense industry enterprises and the workers of the outsourcing companies working for defense industry. In order to obtain descriptive findings, the research hypotheses are tested using data collected from 583 employees with a questionnaire survey. The results of the research demonstrate that external focused organizational culture types-developmental culture and rational culture-increase the entrepreneurial behavior of the employees. In addition, the results also prove that the self efficacy has a moderator effect on the relationship between both the developmental culture-entrepreneurial behavior and the rational culture-entrepreneurial behavior. Additionally the analyses of moderating effect were examined by drawing regression curves in case of low and high level of self-efficacy. In this context, it is determined that low level of self-efficacy has positive moderating effect in the relationship between development culture and entrepreneurial behaviors, while high level of self-efficacy has negative moderating effect and low level of self-efficacy has positive moderating effect in the relationship between rational culture and entrepreneurial behaviors. Finally, the findings are compared with the literature and some recommendations are suggested for executives and researchers.

Keywords

• Development Culture, Rational Culture, Entrepreneurship, Self Efficacy, Moderator Effect

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