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Rekabet Eden Değerler Modeliyle Örgüt Kültürü İncelemesi: Kamu Kurumunda Görgül Bir Araştırma

Year 2015, Volume: 17 Issue: 1, 26 - 53, 01.03.2015

Yard. Doç. Dr. Aytül Ayşe Özdemir

Abstract

Bu çalışmada, örgütlerde birbirinden farklı kültürlerin de var olabileceği görüşünden hareketle Türkiye’de faaliyette bulunan ve köklü bir geçmişe sahip olan Türkiye İş Kurumu’nda (İŞKUR) örgüt kültürü profili araştırılmaktadır. Özellikle son dönemde kamu yönetimi anlayışının değişmesi gerektiği söylemi ve buna dönük eylemlerin çalışanların örgüt kültürü algısını nasıl etkilediği Rekabet Eden Değerler Modeliyle anket yöntemi kullanılarak analiz edilmiştir. Ölçeğin öngörülen kuramsal modele uyumu doğrulayıcı faktör analiziyle tespit edilmiş ve modelin örgüt kültürünü incelemek için kullanılabileceğini göstermiştir. Girişimci kültür, pazar kültürü, bürokrasi ve klan kültürü olmak üzere dört farklı boyutun toplam faktör skorları hesaplanmış; kutu grafikleri incelendikten sonra İŞKUR’da baskın bir kültür boyutuna rastlanmamıştır.

Keywords

Örgüt Kültürü Rekabet Eden Değerler Modeli Yeni Kamu Yönetimi Anlayışı

References

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Year 2015, Volume: 17 Issue: 1, 26 - 53, 01.03.2015

Yard. Doç. Dr. Aytül Ayşe Özdemir

Abstract

Following the view that organizations may have different cultures, this study examines the profile of organizational culture in Turkish Labor Agency (ISKUR); a fundamental public organization operating in Turkey. Based on the recent debates that indicate the need of change on the public management understanding and the effects of these activities on the employees’ perception of organizational culture are analyzed by questionnaire method with Competing Values Model. The fitness of the scale to the theoretical model is determined by using confirmatory factor analysis and the empirical findings of this analysis specifies that the model can be used to describe organizational culture. Sum of factor loadings of each culture, respectively adhocracy, market, hierarchical and clan culture, is calculated. Examining box graphics and factor loadings point out that there is no dominant type of culture in İŞKUR.

Keywords

Organizational Culture Competing Values Framework New Public Management Understanding

References

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  • Al-khalifa, N.K. ve Aspinwall, E. (2001). “Using the competing values framework to investigate the culture of Qatar industries”. Total Quality Management, 12 (4): 417-428.
  • Allaire, Y. ve Firsirotu, M. (1984). “Theories of organizational culture”, Organization Studies, 5 (3): 193-226.
  • Alkipay, S. ve Ayar, Ö.C. (2013). “Kurumsal imaj yönetimi: Türkiye İş Kurumu örneği”. Amme İdaresi Dergisi, 46 (1): 29-55.
  • Akdoğan, A.A.(2004). “Uygulama açısından Türkiye’de kamu yönetimi reformu”. Amme İdaresi Dergisi, 37 (4): 11-30.
  • Arbak, Y. (2005). “Dominant values of Turkish organizations: a contradictory phenomenon”. Review of Social, Economic & Business Studies, 5 (6): 69-88.
  • Ateş, H. (2004). “Management as an agent of cultural change in the Turkish public sector”. Journal of Public Administration Research & Theory, 14 (1): 33-58.
  • Aycan, Z., Kanungo, R.N., Mendonca, M., Yu, K., Deller, J., Stahl, G. ve Khursid, A. (2000). “Impact of culture on human resource management practices: a ten-country comparison”. Applied Psychology: an International Review, 49 (1): 192-220.
  • Aykaç, B., Yayman, H. ve Özer, M.A. (2003). “Türkiye’de idari reform hareketlerinin eleştirel bir tahlili”. Gazi Üniversitesi İ.İ.B.F. Dergisi, 2: 153-179.
  • Barca, M. ve Balcı, A. (2006). “Kamu politikalarına nasıl stratejik yaklaşılabilir?”. Amme İdaresi Dergisi, 39 (2): 29-50.
  • Barney, J. (1986). “Organizational culture: can it be a source of sustained competitive advantage?”. Academy of Management Review, 11 (3): 656-635.
  • Bayazıt, M. ve Koçaş, C. (2011). “Örgütsel kültür ve pazar odaklılık performansı: kültür tipi ve güçlü kültür önermelerinin Türkiye’de testi”. http://research.sabanciuniv.edu/16762/, (04.05.2013).
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  • Boisnier, A. ve Chatman, J.A. (2002). “The role of subcultures in agile organizations”. Harvard B u s i n e s s S c h o o l W o r k i n g P a p e r , http://faculty.haas.berkeley.edu/chatman/papers/20_culturessubculturesdynamic.pdf , (30.06.2013).
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  • Buenger, V., Daft, R.L., Conlon, E.J. ve Austin, J. (1996). “Competing values in organizations: contextual influences and structural consequences”. Organization Science, 7 (5): 557-576.
  • Byrne, B.M ve Campbell, T.L. (1999). “Cross-cultural comparisons and the presumption of equivalent measurement and theoretical structure: a look beneath the surface”. Journal of Cross-Cultural Psychology, 30 (5): 555-574.
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  • Danışman, A. ve Özgen, H. (2008). “Örgütsel alt kültürler ve kaynakları: bir sanayi firmasında görgül bir araştırma”. ODTÜ Gelişme Dergisi, 35, Aralık: 277-304.
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  • Denison, D. (2001), Managing Organizational Change in Transition Economies, Mahway, NJ: Lawrence Erlbaum Associate.
  • Denison, D.R. ve Mishra, K.A. (1995). “Toward a theory of organizational culture and effectiveness”. Organization Science, 6 (2): 204-223.
  • Denison, D.R. ve Spreitzer, G. (1991). “Organizational culture and organizational development: a competing values approach”. Research in Organizational Change and Development, 5: 1-21.
  • Detert, J., Schroeder, R. ve Mauriel, J. (2000). “A framework for linking culture and improvement initiatives in organizations. Academy of Management Review, 25 (4): 850-863.
  • Duncan, W.J. (1989). “Organizational culture: 'getting a fix' on an elusive concept”. The academy of Management Executive, 3 (3): 229-236.
  • Erdoğan, B., Lidan R.C. ve Kraimer, M. (2006). “Justice and leader-member exchange: the moderating role of organizational culture”. Academy of Management Journal, 49 (2): 395-406.
  • Ergin, C. ve Kozan, M.K. (2004). “Çalışanların temel değerleri, dönüşümsel ve etkileşimsel liderlerin çekiciliği”. Türk Psikoloji Dergisi, 19 (54): 37-51.
  • Ergün, E. (2007). Kurum kültürünü analiz etmede quinn ve cameron’un rekabetçi değerler analizi”. 15. Ulusal Yönetim ve Organizasyon Kongresi, Sakarya Üniversitesi, Sakarya.
  • Eryılmaz, B. ve Biricikoğlu, H. (2011). “Kamu Yönetiminde Hesap Verebilirlik ve Eti”k. İş Ahlakı Dergisi, 4 (7), 19-45.
  • Hair, J.F., Black, C., Babin, J. ve Anderson, R.E. (2010). Multivariate data analysis, a global perspective. New Jersey: Pearson Publications.
  • Harris, G. S. ve Mossholder, K. (1996). “The affective implications of perceived congruence between culture dimensions during organizational transformations”. Journal of Management, 22 (4): 527-547.
  • Hart, S.L. ve Quinn, R.(1993). “Role executives play: CEOs, behavioral complexity and firm performance”. Human Relations, 46 (5): 543-574.
  • Hartnell, C. Ou, A. ve Kinicki, A. (2011). “Organizational culture and organizational effectiveness: a meta-analytic investigation of the competing values framework's theoretical suppositions”. Journal of Applied Psychology, 96 (4): 677-694.
  • Hofstede, G., Neuijen, B., Ohavy, D. ve Sanders, G. (1990). “Measuring organizational cultures: a qualitative and quantitative study across twenty cases”. Administrative Science Quarterly, 35: 286-316.
  • Howard, L.W. (1998). “Validating the competing values model as a representation of organizational cultures”. The International Journal of Organizational Analysis, 6 (3): 231-250.
  • İpek, C. ve Saklı, A.R. (2012). “Çay sektöründeki kamu çalışanlarının örgütsel kültür ve örgütsel vatandaşlık davranışı algıları”. Ege Akademik Bakış, 12 (2): 251-266.
  • Giritli, H., Öney-yazıcı, E., Topçu-Oraz, G. ve Acar, E. (2013). “The interplay between leadership and organizational culture in the Turkish construction sector”. International Journal of Project Management, 31: 228-238.
  • Glisson, C. ve James, L.R. (2002). “The cross-level effects of culture and climate in human service teams”. Journal of Organizational Behavior, 23 (6): 767-794.
  • Goodman, S. A., ve Svyantek, D. J. (1999). “Person–organization fit and contextual performance: Do shared values matter”. Journal of Vocational Behavior, 55 (2):254-275.
  • Gürer, H. (2006). “Stratejik planlamanın temelleri ve Türk kamu yönetiminde uygulanmasına yönelik öneriler”. Sayıştay Dergisi, 63: 91-105.
  • Gregory, B.T., Harris, S.G., Armenakis, A. ve Shook, C.L. (2009). “Organizational culture and effectiveness: a study of values, attitudes, and organizational outcomes”. Journal of Business Research, 62 (7): 673-679.
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Other ID JA22UF54PV
Journal Section Articles
Authors

Yard. Doç. Dr. Aytül Ayşe Özdemir This is me

Publication Date March 1, 2015
Published in Issue Year 2015 Volume: 17 Issue: 1

Cite

APA Özdemir, Y. D. D. A. A. (2015). Rekabet Eden Değerler Modeliyle Örgüt Kültürü İncelemesi: Kamu Kurumunda Görgül Bir Araştırma. ISGUC The Journal of Industrial Relations and Human Resources, 17(1), 26-53.
AMA Özdemir YDDAA. Rekabet Eden Değerler Modeliyle Örgüt Kültürü İncelemesi: Kamu Kurumunda Görgül Bir Araştırma. isguc. March 2015;17(1):26-53.
Chicago Özdemir, Yard. Doç. Dr. Aytül Ayşe. “Rekabet Eden Değerler Modeliyle Örgüt Kültürü İncelemesi: Kamu Kurumunda Görgül Bir Araştırma”. ISGUC The Journal of Industrial Relations and Human Resources 17, no. 1 (March 2015): 26-53.
EndNote Özdemir YDDAA (March 1, 2015) Rekabet Eden Değerler Modeliyle Örgüt Kültürü İncelemesi: Kamu Kurumunda Görgül Bir Araştırma. ISGUC The Journal of Industrial Relations and Human Resources 17 1 26–53.
IEEE Y. D. D. A. A. Özdemir, “Rekabet Eden Değerler Modeliyle Örgüt Kültürü İncelemesi: Kamu Kurumunda Görgül Bir Araştırma”, isguc, vol. 17, no. 1, pp. 26–53, 2015.
ISNAD Özdemir, Yard. Doç. Dr. Aytül Ayşe. “Rekabet Eden Değerler Modeliyle Örgüt Kültürü İncelemesi: Kamu Kurumunda Görgül Bir Araştırma”. ISGUC The Journal of Industrial Relations and Human Resources 17/1 (March 2015), 26-53.
JAMA Özdemir YDDAA. Rekabet Eden Değerler Modeliyle Örgüt Kültürü İncelemesi: Kamu Kurumunda Görgül Bir Araştırma. isguc. 2015;17:26–53.
MLA Özdemir, Yard. Doç. Dr. Aytül Ayşe. “Rekabet Eden Değerler Modeliyle Örgüt Kültürü İncelemesi: Kamu Kurumunda Görgül Bir Araştırma”. ISGUC The Journal of Industrial Relations and Human Resources, vol. 17, no. 1, 2015, pp. 26-53.
Vancouver Özdemir YDDAA. Rekabet Eden Değerler Modeliyle Örgüt Kültürü İncelemesi: Kamu Kurumunda Görgül Bir Araştırma. isguc. 2015;17(1):26-53.