TEAM COHESION: A MULTI METHOD STUDY OF BANK EMPLOYEES IN TURKEY

Yıl 2017, Cilt: 35 Sayı: 2, 1 - 22, 30.06.2017

Seçil Bayraktar

https://doi.org/10.17065/huniibf.324688

Öz

Team
cohesion is one of the most crucial drivers of team effectiveness. However,
despite its importance, cohesion research fails to reach an agreement on
conceptualization and dimensionality of the construct. Furthermore, previous
studies of team cohesion have mostly focused on sports context, necessitating
further research in work context. This paper aims to address these gaps in the
literature by investigating team cohesion in a work context in Turkey. A
qualitative study has been conducted to explore the construct and build a
model, followed by a quantitative study that has empirically tested the
specified model. The results showed that while the four- dimensionality in the
literature (social-task-individual-group) is confirmed, social-task cohesion
distinction is more apparent than individual-group distinction. Furthermore sub
dimensions have been found to have differential effects on the outcome
variables of work effort and team collaboration. Finally, team cohesion is
found to vary over time, confirming the dynamic nature of the construct.

Anahtar Kelimeler

Team cohesion, teamwork, social cohesion, task cohesion

TAKIM SARGINLIĞI: TÜRKİYE’DEKİ BANKA ÇALIŞANLARI ÜZERİNE ÇOK YÖNTEMLİ BİR ÇALIŞMA

Öz

Takım
sargınlığı, takım etkinliğini belirleyen en önemli unsurlar arasında yer
almaktadır. Ancak, bu derece önemli bir unsur olmasına rağmen, sargınlık
üzerine günümüze dek yapılan araştırmalar, kavramın tanımı ve boyutları
hakkında ortak bir sonuca ulaşamamıştır. Bunun yanı sıra, takım sargınlığı
araştırmaları genel olarak spor takımları bağlamında gerçekleştirilip iş
ortamında daha fazla araştırmaya ihtiyaç duyulmaktadır. Bu makale, yazındaki
mevcut eksikliklere değinerek takım sargınlığı kavramını Türkiye’de iş ortamı
bağlamında incelemeyi hedeflemektedir. Kavramın anlam ve boyutsallığını
araştırmak ve bir model oluşturmak amacıyla düzenlenen bir kalitatif çalışma
ardından, kantitatif bir araştırma ile oluşturulan model test edilmiştir.
Sonuçlar, yazındaki dört boyutlu modeli (sosyal-görev-birey-takım) doğrulamakla
birlikte, sosyal-görev sargınlığı ayrımının, birey-grup ayrımından daha
belirgin ortaya çıktığını göstermektedir. Ayrıca, bu boyutların iş gayreti ve
takım işbirliği üzerinde değişken etkileri bulunmuştur. Son olarak, takım
sargınlığının, takımda geçirilen zamana göre arttığı bulgusu ile, sargınlık
kavramının dinamik doğası onaylanmıştır. 

Anahtar Kelimeler

Takım sargınlığı, takım çalışması, sosyal sargınlık, görev sargınlığı

Kaynakça

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