AGILE ORGANISATIONS AS PART OF DIGITAL TRANSFORMATION: THE RELATIONSHIP BETWEEN CORPORATE CULTURE AND AGILITY IN TURKISH CONTEXT

Yıl 2022, Sayı: 53, 315 - 324, 28.10.2022

Sevgin Batuk Ünlü , Tuğçe Nur Çalışkan

https://doi.org/10.30794/pausbed.1116689

Öz

In today's business world, digital transformation has become inevitable for companies. In order to meet the demands of digitalization, companies need to act agile. In this context, the aim of this study is to examine the role of organizational culture in supporting organizational agility in order to adapt to digital transformation and to reveal how culture affects organizational agility. Within the scope of the study, the data collected from the employees in managerial positions in private sector organizations operating in Turkey are analysed and the effects of four types of organizational culture - "clan culture", "adhocracy culture", "market culture" and "hierarchy culture" - on agility are investigated. The results show that clan culture has a significant effect on organizational agility in the Turkish context, while other culture types do not contribute significantly to agility.

Anahtar Kelimeler

Agility, culture, digitalisation, change, digital transformation

DİJİTAL DÖNÜŞÜMÜN BİR PARÇASI OLARAK ÇEVİK ORGANİZASYONLAR: TÜRKİYE BAĞLAMINDA KURUM KÜLTÜRÜ İLE ÇEVİKLİK ARASINDAKİ İLİŞKİ

Öz

Günümüz iş dünyasında dijital dönüşüm şirketler için kaçınılmaz hale gelmiştir. Dijitalleşmenin taleplerini karşılayabilmek adına şirketlerin çevik davranabilmeleri gerekmektedir. Bu bağlamda, bu çalışmanın amacı, dijital dönüşüme adapte olabilmek için örgütsel çevikliği desteklemede örgüt kültürünün rolünü incelemek ve kültürün örgütsel çevikliği nasıl etkilediğini ortaya koymaktır. Çalışma kapsamında Türkiye'de faaliyet gösteren özel sektör kuruluşlarında yönetici pozisyonundaki çalışanlardan anket yöntemiyle toplanan veriler incelenmekte ve dört tip örgüt kültürünün- "klan kültürü", "adhokrasi kültürü", "pazar kültürü" ve "hiyerarşi kültürü"- çeviklik üzerindeki etkileri araştırılmaktadır. Sonuçlar, Türkiye bağlamında klan kültürünün örgütsel çeviklik üzerinde anlamlı bir etkisi olduğunu, diğer kültür tiplerinin ise çevikliği anlamlı bir katkı sağlamadığını göstermektedir.

Anahtar Kelimeler

Çeviklik, kültür, dijitalleşme, değişim, dijital dönüşüm

Kaynakça

• Aramina, D., Kaisira, I. and Lapina, I. (2015). “Role of Organisational Culture in the Quality Management of University”, Procedia-Social and Behavioural Sciences, 213, 770-774.
• Araza, A. and Aslan, G. (2016). Yönetimde Yeni Paradigmalar: Kurumsal Çeviklik ve İmprovizasyon. Ankara: Nobel Akademik Yayıncılık Eğitim Danışmanlık Tic. Ltd. Şti.
• Ashrafi, N., Xu, P., Sathasivam, M., Kuilboer, J.P., Koelher, W., Heimann, D. and Waage, F. (2005). “A framework for implementing business agility through knowledge management systems”. Proceedings of the Seventh IEEE International Conference on E-Commerce Technology Workshops, CEC 2005 Workshops, Munich, Germany, 19 July 2005; IEEE: New York, NY, USA, 2005; S. 116–121.
• Banihashemi, S. A. and Dahmardeh, N. (2010). “Organisational Agility and Agile Manufacturing”, European Journal of Economics, Finance and Administrative Sciences, 27, 178-184.
• Basri, S., & Zorlu, K. (2020). “Örgüt Kültürü Algisinin Örgütsel Çeviklik Üzerindeki Etkisinin İncelenmesi”, Sosyal Ekonomik Araştırmalar Dergisi, 20(39), 147-164.
• Becerra-Fernandez, I. and Leidner, D.E. (2008). “Knowledge Management and Organisational Culture”. Knowledge Management: An Evolutionary View. Advances in Management Information System, Becerra-
• Fernandez, I., Leidner, D., Eds.; M.E. Sharpe, Inc.: Amonk, NY, USA; Vol. 12, S. 40–60.
• Boothby, D., Dufour, A. and Tang, J. (2010). “Technology adoption, training and productivity performance”. Research Policy, 39, S. 650–661. https://doi.org/10.1016/j.respol.2010.02.011
• Büyükuslu, A. R. (1998). Globalizasyon Boyutunda İnsan Kaynakları Yönetimi, Der Yayınları, İstanbul.
• Cameron, K. S. and Quinn, R. E. (1999&2006&2011). Diagnosing and changing organisational culture: based on the competing values framework. San Francisco: Jossey-Bass.
• Cameron K. S. and Quinn, R.E. (1983). “Organisational life cycles and shifting criteria of effectiveness”, Management Science, 29: 33-51.
• Cameron K. S. and Whetten D. A. (1981). “Perceptions of organisational effectiveness across organisational life cycles”, Administrative Science Quarterly, 27: 524-544.
• Carnall, C. A. (1999). Managing Change in Organisations. Europe: Prentice Hall.
• Crocitto, M. and Youssef, M. (2003). “The human side of organisational agility”, Industrial Management & Data Systems, Vol. 103 No. 6, S 388–397. https://doi.org/10.1108/02635570310479963
• Deal, T. E. and Kennedy, A. A. (1982). Corporate Cultures: The Rites and Rituals of Corporate Life. Addison-Wesley Pub. Co.
• Felipe, C. M., Rold án, J. L. and Leal- Rodríguez, A. L. (2017). “Impact of Organisational Culture Values on Organisational Agility”, Sustainability, 9, no. 12: 2354. https://doi.org/10.3390/su9122354
• George, D. and Mallery, M. (2010). SPSS for Windows Step by Step: A Simple Guide and Reference, 17.0 update (10a ed.) Boston: Pearson.
• Goran, J., LaBerge, L. and Srinivasan, R. (2017). “Culture for a digital age”, McKinsey Quarterly. https://www.mckinsey.com/business-functions/mckinsey-digital/our-insights/culture-for-a-digital-age [Retrieved on 09.05.2021]
• Gregar, A., Saha, N. and Sáha, P. (2017). “Organisational agility and HRM strategy: Do they really enhance firms’ competitiveness?”, International Journal of Organisational Leadership, 6, 323-334.
• Hasenbein, M. (2020). Digitaler Wandel in Organisationen. Der Mensch Im Fokus der Digitalen Arbeitswelt. p. 11–39. Springer Verlag GmbH Deutschland. doi:10.1007/978-3-662-61661-1_3
• Jaworski, B.J., & Kohli, A.K. (1993). “Market Orientation: Antecedents and Consequences”, Journal of Marketing, 57, 53 - 70.
• Kabasakal, H. and Bodur, M. (1998, June). “Leadership, values and institutions: The case of Turkey”, Western Academy of Management Conference, Istanbul, June.
• Karakılıç, N. Y. (2019). “Cameron ve Quinn örgüt kültürü ölçeğinin güvenirlik ve geçerliğinin test edilmesi”, Afyon Kocatepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 21(1), 19-30.
• Kozlu, C. (2014). Kurumsal Kültür. 5. Ed. İstanbul: Remzi Kitabevi
• Laubengaier, D., Hahn, G. J. and Wagner, H. T. (2019). “Organisational Culture and Knowledge Exchange and Combination: A Systematic Literature Review”. Proceedings of the 52nd Hawaii International Conference on System Sciences, (s. 5498-5507).
• Lin, C., Chiu, H. and Chu, P. (2006). “Agility index in the supply chain”, International Journal of Production Economics, 100, 285–299.
• Matzler, K., Abfalter, D.E., Mooradian, T.A. and Bailom, F. (2013). “Corporate Culture as an Antecedent of Successful Exploration and Exploitation”, International Journal of Innovation Management, 17, 1350025. https://doi.org/10.1142/S1363919613500254
• Maximini, D. (2015). The Scrum Culture. Springer International Publishing. doi: 10.1007/978-3-319-11827-7_2 Molla, A., Peszynski, K. and Trinh, T. P. (2012). “Enterprise Systems and Organisational Agility: A Review of the Literature and Conceptual Framework”, Communications of the Association for Information Systems, 31, 167-193.
• Nafei, W. A. (2016). “Organizational agility: The key to organizational success”, International Journal of Business and Management, 11(5), 296-309.
• Nejatian, M., Nejati, M., Zarei, M. H. and Zanjirchi, S. M. (2018). “A Hybrid Approach to Achieve Organisational Agility: An Empirical Study of a Food Company”, Benchmarking: An International Journal, Vol. 25 Issue: 1, pp. 201-234. https://doi.org/10.1108/BIJ-09-2016-0147 .
• Nijssen, M. and Paauwe, J. (2012). “HRM in turbulent times: how to achieve organisational agility?”, The International Journal of Human Resource Management, 23:16, 3315-3335, DOI: 10.1080/09585192.2012.689160
• Overby, E., Bharadwaj, A. and Sambamurthy, V. (2006). “Enterprise agility and the enabling role of information technology”, European Journal of Information Systems, 15(2), 120–131.
• Rick, T. (2018). Why Focus on an Agile Organisational Culture, https://www.torbenrick.eu/blog/culture/agile-organisational-culture/ [Retrieved on 28.04.2021]
• Sanz-Valle, R., Naranjo-Valencia, J.C., Jiménez-Jiménez, D. and Perez-Caballero, L. (2011). “Linking organizational learning with technical innovation and organizational culture”, Journal of Knowledge Management, 15(6), 997-1015.
• Sharifi, H., Colquhoun, G., Barclay, I. and Dann, Z. (2001). “Agile manufacturing: A management and operational framework”, Proceedings of the Institution of Mechanical Engineers, Part B: Journal of Engineering Manufacture, 215(6), 857–869.
• Schein, E. H. (1992&2004). Organisational Culture and Leadership. Jossey-Bass, San Francisco.
• Stekelenburg, J. (2012). Exploring organisational agility and the added value of human resources: Creating organisational agility by using individual competencies and organisational practices. (Master thesis) Human Resource Studies School of Social and Behavioural Sciences, Tilburg University, Tilburg, The Netherlands.
• Terzi, A. R. (2000). Örgüt Kültürü, Nobel Yayın Dağıtım, Ankara.
• Van Oosterhout, M., Waarts, E., and Van Hillegersberg, J. (2006). “Change factors requiring agility and implications for IT”, European Journal of Information Systems, 15(2), 132-145.