ŞİRKET SATIN ALMA SONRASINDA ÖRGÜTSEL KÜLTÜRÜN İŞ TATMİNİNE ETKİSİ: BİREY-ÖRGÜT UYUMUNUN ARA DEĞİŞKEN ROLÜ

Year 2018, Volume: 5 Issue: 2, 170 - 183, 14.07.2018

Murside Ozgeldi M. Tugce Orki

https://doi.org/10.17261/Pressacademia.2018.835

Abstract

Amaç- Çalışmamızın amacı, satın alma süreci sonrasında örgüt kültürünün iş tatminine etkisinde birey-örgüt uyumunun aracı rolünü incelemektir.

Yöntem- Çalışmada Denison (1995) tarafından geliştirilen, Yahyagil (2004) tarafından geçerlik ve güvenirliği test edilen örgüt kültürü ölçeği, Cable & Judge (1996) tarafından geliştirilen birey-örgüt uyumu ölçeği ve Paul. E. Spector, (1994) tarafından geliştirilen ve Yelboğa tarafından geçerlik ve güvenirliği yapılan, Türkçe’ye adapte edilen İş tatmini ölçeği kullanılmıştır (Yelboğa, 2009). Ölçekler ve demografik özellikleri içeren soru formu satın alma sonrasında şirket çalışanlarına uygulanmıştır. Elde edilen veriler analiz edilerek örgüt kültürünün iş tatminine etkisinde birey-örgüt uyumunun aracı rolünü ortaya koymak üzere oluşturulan model, yapısal eşitlik modellemesiyle incelenmiştir.

Bulgular- Elde edilen bulgulara göre, tüm örgüt kültürü değişkenleri, anlamlı olarak birey-örgüt uyumunu etkilemekte, birey- örgüt uyumu da anlamlı olarak iş tatminine etki etmektedir (β=0.481;p<0.05). Birey-örgüt uyumu, örgüt kültürü boyutlarından uyum yeteneği ve misyon üzerinde tam, katılım ve tutarlılık üzerinde kısmi aracı değişken rolüne sahiptir.

Sonuç- Satın alma sonrasında örgüt kültürünün iş tatmini üzerindeki etkisinde birey-örgüt uyumunun aracı rolü bulunmaktadır.

Keywords

Örgüt kültürü, iş tatmini, birey-örgüt uyumu, birleşme ve satın alma

THE EFFECTS OF ORGANIZATIONAL CULTURE ON JOB SATISFACTION: THE MEDIATING ROLE OF PERSON-ORGANIZATION FIT IN A POST-MERGER

Abstract

Purpose- This study sought to contribute to business by examining the effects of Organizational Culture on Job Satisfaction with the mediating the role of Person-Organization Fit.

Methodology- Using data from a company who has been experienced an acquisition, The Denison Organizational Culture questionnaire developed by Daniel Denison (1995) and tested for validity and reliability by Yahyagil was utilized to measure organizational culture (Yahyagil,2004). Job Satisfaction Survey that have been used to measure Job Satisfaction was developed by Paul E. Spector (1994) and adapted to Turkish language and tested for validity and reliability by Yelboğa. (Yelboğa, 2009) Person-Organization Fit Questionnaire developed by Cable & Judge (1996) have been used. The developed model was investigated by structural equation modeling.

Findings- The results of the analysis show that 4 areas of organizational culture (adaptability, involvement, mission and consistency) have a significant effect on person-organization fit and person-organization fit has a significant effect on job satisfaction. (β=0.481; p<0.05). As introducing the person-organization fit as the mediator to the model, adaptability and mission dimensions of the organizational culture have lost their effects on job satisfaction and the effects of dimensions of involvement and consistency have decreased on job satisfaction.

Conslusion- In the effect of organizational culture on job satisfaction, there is a mediating role for person-organization fit.

Keywords

Organizational culture, job satisfaction, person-organization fit, merger and acquisitions

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