KURUM KÜLTÜRÜ: BİR KAMU KURULUŞUNDA MEVCUT VE ARZULANAN KURUM KÜLTÜRÜ ÜZERİNE BİR ARAŞTIRMA

Öz

Türkiye’deki büyük bir kamu kuruluşunda yürütülen bu çalışmada; anket ve sayısal olmayan veri toplama yöntemleri kullanılarak; mevcut kurum kültürü, arzulanan kurum kültürü ve ikisi arasındaki farklılıklar araştırılmıştır. Sayısal verilerin analizi sonucunda; “orta seviye lider” konumunda görev yapmış olan kurum personelinin görüşlerine göre; kurum kültürünün mevcut ve arzulanan hâli ile ikisi arasındaki farklılıklar ortaya konulmuştur. Araştırma sonuçları, güç mesafesi ve belirsizlikten kaçınmanın yüksek olduğu kamu kurumunda genel olarak, liderlerin; kurum/grup odaklı toplumculuk ve toplum odaklı toplumculuk boyutlarına ilişkin uygulamalarda negatif değişiklikler yapılmasını; gelecek odaklılık, insan odaklılık ve performans odaklılık boyutlarına ilişkin mevcut uygulamalarda ise pozitif yönde değişiklikler yapılmasını istediğini ortaya koymuştur. Elde edilen bulgulara göre; araştırmaya konu kamu kuruluşundaki mevcut kurum kültürünün -güç mesafesi ve girişkenlik boyutları hariç- diğer boyutları arasında pozitif ve anlamlı ilişkiler görülmüştür. Araştırma sonucunda; “kurumsal uygulamalarda değişiklik yapılmasına ihtiyaç duyulduğu düşünülen alanlar” ortaya konulmuştur.

Anahtar Kelimeler: Kurum kültürü, liderlik, GLOBE, kamu kuruluşu.

ORGANIZATIONAL CULTURE: A STUDY OF INVESTIGATING CURRENT AND DESIRED CULTURE OF A PUBLIC ORGANIZATION

ABSTRACT

Considering the difference between “as is” and “should be” culture in an organization, and using quantitative and qualitative methods of analysis, the study investigates current and desired organizational culture and the relationships between the dimensions of this culture in a big Turkish public organization. The analysis of quantitative data reveals the opinions’ of middle level leaders about organizational “as is” and “should be” cultures, and the differences between them. In general, the results indicate that power distance, uncertainty avoidance, group-based collectivism (Collectivism-I) and society-based collectivism (Collectivism-II) are high, but future orientation, performance orientation and humane orientation are low in this particular organization. The results also show that the leaders of this public organization expect that changes about applications resulting from cultural dimensions concerning Collectivism-I and Collectivism-II should be reduced, and that changes in applications about future orientation, performance orientation and humane orientation should be enhanced. It has been found that there is a positive and significant correlation between all cultural dimensions of this organization except power distance and assertiveness. This study also reveals “the areas in which modifications are thought to be required in organizational applications” that must be integrated into the organizational development programs.

Keywords: Organizational culture, leadership, GLOBE, public organization.

Kaynakça

1. Kitaplar
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8. Makaleler

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11. House, Robert J. And The Others, (Summer 1999), Culture-Specificand Cross-Culturally Genarilazible Implicit Leadership Theories: Are Attributes of Charismatic/Transformational Leadership Universally Endorsed?, Ledarship Quarterly, Vol.10, Issue 2, USA
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13. Bildiriler
14. Hanges, P. J., (1998), "Highlights of the GLOBE world-wide study". Convention of the Academy of Management All Conference Symposium entitled "Leadership That Matters Most: GLOBE - A 60 Nation Study," Symposium Chair: R J House
15. Hanges, P.J., (1998), "Global leadership and organizational behavior effectiveness research program: A preliminary report of findings". European Group and Organization Colloquia (EGOS) in Maastrict, Culture and Leadership Track. Chairs: R.J. House and Michael Segalla
16. Hanges, P.J.&Gupta, V., (1998), "Methodological considerations in the development and validation of measures of culture". European Group and Organization Colloquia (EGOS) in Maastrict, Culture and Leadership Track. Chairs: R.J. House and Michael Segalla
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