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

Yıl 2015, Cilt: 17 Sayı: 1, 26 - 53, 01.03.2015

Yard. Doç. Dr. Aytül Ayşe Özdemir

Öz

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.

Anahtar Kelimeler

Örgüt Kültürü Rekabet Eden Değerler Modeli Yeni Kamu Yönetimi Anlayışı

Kaynakça

  • Al, H. (2004). “Türk kamu yönetiminde liberal ve postmodern esintiler: kamu yönetimi temel kanunu tasarısı”. Amme İdaresi Dergisi, 37 (4): 1-10.
  • 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).
  • Bayraktar, S. ve Kutanış, Ö. R. (2002). “Öğrenen kamu örgütlerine doğru”. Kocaeli Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 3 (1): 51-65.
  • Bentler, P.M. ve Bonett, D.G. (1980). “Significance tests and goodness of fit in the analysis of covariance structures”. Psychological Bulletin, 88 (3): 588-606.
  • 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).
  • Browne, M.W. ve Cudeck, R. (1993). “Alternative ways of assessing model fit”:İçinde K.A. Bollen ve j. s. Long (ed.). Testing Structural Equation Models, Newbury park, CA: Sage Publications.
  • 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.
  • C a m e r o n , K . ( 2 0 0 4 ) . “ A p r o c e s s f o r c h a n g i n g o r g a n i z a t i o n a l c u l t u r e ” . http://competingvalues.com/competingvalues.com/wp-content/uploads/2009/07/a-process-for-cha nging-organizational-culture.pdf, (08.08.2013).
  • Cameron, K. ve Quinn, R. (2006). Diagnosing and changing organizational culture: based on the competing values framework. USA: Addison Wesley Longman,
  • Danışman, A. ve Özgen, H. (2008). “Örgütsel alt kültürler ve kaynakları: bir sanayi firmasında görgül bir araştırma”. ODTÜ Gelişme Dergisi, 35, Aralık: 277-304.
  • Deal, T. ve Kennedy, A. (1982). Corporate cultures: the rites and rituals of corporate life. Addison-Wesley publication, USA.
  • 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.
  • Jermier, J.M., Slocum, J.W., Fry, L. W. ve Gaines, J. (1991). “Organizational subcultures in a soft bureaucracy: resistance behind the myth and facade of an official culture”. Organization science, 2 (2): 170-194.
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Yıl 2015, Cilt: 17 Sayı: 1, 26 - 53, 01.03.2015

Yard. Doç. Dr. Aytül Ayşe Özdemir

Öz

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.

Anahtar Kelimeler

Organizational Culture Competing Values Framework New Public Management Understanding

Kaynakça

  • Al, H. (2004). “Türk kamu yönetiminde liberal ve postmodern esintiler: kamu yönetimi temel kanunu tasarısı”. Amme İdaresi Dergisi, 37 (4): 1-10.
  • 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).
  • Bayraktar, S. ve Kutanış, Ö. R. (2002). “Öğrenen kamu örgütlerine doğru”. Kocaeli Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 3 (1): 51-65.
  • Bentler, P.M. ve Bonett, D.G. (1980). “Significance tests and goodness of fit in the analysis of covariance structures”. Psychological Bulletin, 88 (3): 588-606.
  • 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).
  • Browne, M.W. ve Cudeck, R. (1993). “Alternative ways of assessing model fit”:İçinde K.A. Bollen ve j. s. Long (ed.). Testing Structural Equation Models, Newbury park, CA: Sage Publications.
  • 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.
  • C a m e r o n , K . ( 2 0 0 4 ) . “ A p r o c e s s f o r c h a n g i n g o r g a n i z a t i o n a l c u l t u r e ” . http://competingvalues.com/competingvalues.com/wp-content/uploads/2009/07/a-process-for-cha nging-organizational-culture.pdf, (08.08.2013).
  • Cameron, K. ve Quinn, R. (2006). Diagnosing and changing organizational culture: based on the competing values framework. USA: Addison Wesley Longman,
  • Danışman, A. ve Özgen, H. (2008). “Örgütsel alt kültürler ve kaynakları: bir sanayi firmasında görgül bir araştırma”. ODTÜ Gelişme Dergisi, 35, Aralık: 277-304.
  • Deal, T. ve Kennedy, A. (1982). Corporate cultures: the rites and rituals of corporate life. Addison-Wesley publication, USA.
  • 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.
  • Jermier, J.M., Slocum, J.W., Fry, L. W. ve Gaines, J. (1991). “Organizational subcultures in a soft bureaucracy: resistance behind the myth and facade of an official culture”. Organization science, 2 (2): 170-194.
  • Kabasakal, H. ve Bodur, M. (1998). “Leadership, values, and institutions: the case of Turkey”. Research Papers, İstanbul: Boğaziçi Üniversitesi.
  • Kağıtçıbaşı, Ç. (1970). “Social norms and authoritarianism: a Turkish-American comparison”. Journal of Personality and Social Psychology, 16: 444-451.
  • Kalliath, T.J., Bluedorn, A.C. ve Gillespie, D.F. (1999). “A confirmatory factor analysis of the competing values instrument”. Educational and Psychological Measurement, 59 (1): 143-158.
  • Kaya, H. (2008). “Kamu ve özel sektör kuruluşlarının örgütsel kültürünün analizi ve kurum kültürünün çalışanların örgütsel bağlılığına etkisi: görgül bir araştırma”. Maliye Dergisi, 155, Temmuz: 119-143.
  • Kwan, P. ve Walker, A. (2004). “Validating the competing values model as a representation of organizational culture through inter-institutional comparisons”. International Journal of Organizational Analysis, 12 (1): 21-37.
  • Lamond, D. (2003). “The value of Quinn’s competing values model in an Australian context”. Journal of Managerial Psychology, 18: 46-59.
  • Martin, J. (2004). “Organizational culture”. Stanford Graduate School of Business, Research paper no: 1847.
  • Moon, M. J. (2000). “Organizational commitment revisited in new public management: Motivation, organizational culture, sector, and managerial level”. Public Performance & Management Review, 177-194.
  • Öcal, H. ve Ağca, V. (2010). “Teknolojik değişim hızına bağlı olarak farklılaşan endüstri yapılarının örgüt kültürü ve işletme performansı üzerine etkileri”. Ege Üniversitesi Akademik Bakış Dergisi, 10 (1): 157–182.
  • Öney-Yazıcı, E., Giritli, H., Topçu-Oraz, G. ve Acar, E. (2007). “Organizational culture: the case of Turkish construction industry”. Engineering, Construction and Architectural Management, 14 (6): 519-531.
  • O’reilly, C. (1989). “Corporations, culture and commitment: motivation and social organization in organizations”. California Management Review, 31: 9-18.
  • Quinn, R.E. ve Rohrbaugh, J. (1983). “A spatial model of effectiveness criteria: towards a competing values approach to organizational analysis”. Management Science, 29 (3): 363-377.
  • Quinn, R.E. (1988). Beyond rational management: mastering the paradoxes and competing demands of high performance. Jossey-Bass, USA.
  • Quinn, R.E. ve Spreitzer, G. (1991). “The psychometrics of the competing values culture instrument and an analysis of the impact of organizational culture on the quality of life”. İçinde R.W. Woodman ve R.A. Passmore (ed.), Research in Organizational Change and Development, Greenwich: JAI press.
  • Pakdil, F. (2007). “Yarışan değerler modeline göre liderlik ve örgüt kültürüni inceleyen bir alan araştırması”, 15. Ulusal Yönetim ve Organizasyon Kongresi, Sakarya Üniversitesi, Sakarya.
  • Parker, R. ve Bradley, L. (2000). “Organizational culture in the public sector: evidence from six organizations”. The International Journal of Public Sector Management, 13 (2): 125-141.
  • Paşa, S. F. (2000). “Leadership influence in a high power distance and collectivist culture”. Leadership and Organization Development Journal, 21 (8): 414-426.
  • Pettigrew, A. M. (1987). “Context and action in the transformation of the firm”. Journal of Management Studies, 24 (6), 649-670.
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  • Robert, C. ve Wasti, S.A. (2002). “Organizational individualism and collectivism: theoretical development and an empirical test of a measure”. Journal of Management, 28 (4): 544-566.
  • Romanelli, E. ve Tushman, M. L. (1994). “Organizational transformation as punctuated equilibrium: An empirical test”. Academy of Management Journal, 37( 5), 1141-1166.
  • Schein, E.H. (1984). “Coming to a new awareness of organizational culture”. Sloan Management Review, 25 (2): 3-17.
  • Schwartz, H. S. (2004). Beyond individualism/collectivism: new cultural dimensions of values. M. Kim, H. C. Triandis, Ç. Kağıtçıbaşı, S. C. Choi ve G. Yoon (Der.) Individualism and collectivism: theory, method, and applications. London:Sage Publications.
  • Silverthorne, C. (2004). “The impact of organizational culture and person-organization fit on organizational commitment and job satisfaction in Taiwan”. Leadership & Organization Development Journal, 25 (7): 592-599.
  • Sorensen, J.B. (2002). “The strength of corporate culture and the reliability of firm performance”. Administrative Science Quarterly, 47 (1): 70-91.
  • Souza-Posa, A. ve Nystrom, H. ve Wiebe, H. (2001). “A cross-cultural study of the differing effects of corporate culture on tqm in three countries”. International Journal of Quality & Reliability Management, 18 (7): 744-761.
  • Smircich, L (1983). “Concepts of culture and organizational analysis”. Administrative Science Quarterly, 28: 339-358.
  • Tabachnick, G. B. ve Fidell, S. L. (2007). Using multivariate statistics. New Jersey: Pearson Publications.
  • T ü r k i y e İ ş K u r u m u G e n e l M ü d ü r l ü ğ ü , 2 0 1 1 - 2 0 1 5 S t r a t e j i k P l a n ı , http://www.iskur.gov.tr/portals/0/baglantilar/2011_2015_stratejik_plan.pdf, (04.08.2013).
  • Türkiye İş Kurumu Genel Müdürlüğü, 2013-2017 Stratejik Planı, http://www.iskur.gov.tr/portals/0/dokumanlar/kurumsal%20bilgi/raporlar/stratejik%20planlar/ 2013%20-2017%20d%c3%b6nemi%20stratejik%20plan%c4%b1.pdf, (04.08.2013).
  • Vandenberghe, C. (1999). “Organizational culture, person-culture fit, and turnover: a replication in the health care industry”. Journal of Organizational Behavior, 20 (2): 175-184.
  • Van den steen, eric (2005). “On the origins of shared beliefs (and corporate culture)”, MIT Sloan of M a n a g e m e n t W o r k i n g P a p e r , 4 5 5 3 - 0 5 , http://18.7.29.232/bitstream/handle/1721.1/27855/4553-05.pdf?sequence=1, (12.8.2013).
  • Yılmaz, A (2007). “AB’ye uyum sürecinde Türk kamu yönetiminin dönüşümü üzerine notlar”. Dumlupınar Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 17: 215-240.
  • Zammuto, R. F., Gifford, B. ve Goodman, E (1999). Managerial ideologies, organization culture and the outcomes of innovation: a competing values perspective.N. Ashkanasy, C. Wilderom and M. Peterson (Der.) The Handbook of Organizational Culture and Climate, Thousand
Toplam 78 adet kaynakça vardır.

Ayrıntılar

Diğer ID JA22UF54PV
Bölüm Makaleler
Yazarlar

Yard. Doç. Dr. Aytül Ayşe Özdemir Bu kişi benim

Yayımlanma Tarihi 1 Mart 2015
Yayımlandığı Sayı Yıl 2015 Cilt: 17 Sayı: 1

Kaynak Göster

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. Mart 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, sy. 1 (Mart 2015): 26-53.
EndNote Özdemir YDDAA (01 Mart 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, c. 17, sy. 1, ss. 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 (Mart 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, c. 17, sy. 1, 2015, ss. 26-53.
Vancouver Özdemir YDDAA. Rekabet Eden Değerler Modeliyle Örgüt Kültürü İncelemesi: Kamu Kurumunda Görgül Bir Araştırma. isguc. 2015;17(1):26-53.