The Mediating Role of Organizational Agility on the Relationship Between Organizational Culture and Innovative Work Behavior: The Case of Research Universities

Abstract

This study examines the relationships between innovative culture, supportive culture, organizational agility, and innovative work behavior in research universities. Data were collected from academic staff working at research universities in November 2025, and 410 valid questionnaires were included in the analysis. The proposed research model was tested using structural equation modeling (SEM) with the Mplus 9 statistical package. In line with the findings, it was observed that the direct effect of innovative organizational culture on innovative work behavior was not significant (β = .146, p > .05). However, innovative organizational culture has a significant indirect effect on innovative work behavior through organizational agility, indicating a full mediation effect (β = .230, p < .001). Supportive organizational culture, on the other hand, has both a significant direct effect on innovative work behavior (β = .274, p = .05) and a significant indirect effect via organizational agility (β = .195, p < .001), demonstrating partial mediation. The results show that innovative work behavior is made possible not only by cultural factors but also by an organizational context that can adapt quickly and structurally support this adaptability.

Keywords

• Innovative Culture
• Supportive Culture
• Organizational Agility
• Innovative Work Behavior
• Research Universities

Örgüt Kültürü ile Yenilikçi İş Davranışı Arasındaki İlişkide Örgütsel Çevikliğin Aracı Rolü: Araştırma Üniversiteleri Örneği

Öz

Bu çalışma, araştırma üniversitelerinde yenilikçi kültür, destekleyici kültür, örgütsel çeviklik ve yenilikçi iş davranışı arasındaki ilişkileri incelemektedir. Veriler, Kasım 2025 içerisinde araştırma üniversitelerinde görev yapan akademik personelden toplanmış ve 410 geçerli anket analize dâhil edilmiştir. Önerilen araştırma modeli, Mplus 9 programı kullanılarak yapısal eşitlik modellemesi (YEM) ile test edilmiştir. Bulgular doğrultusunda, yenilikçi örgüt kültürünün yenilikçi iş davranışı üzerindeki doğrudan etkisinin anlamlı olmadığı gözlemlenmiştir (β = 0,146; p > 0,05). Buna karşılık, yenilikçi örgüt kültürünün yenilikçi iş davranışı üzerinde örgütsel çeviklik aracılığıyla anlamlı dolaylı bir etkiye sahip olduğu belirlenmiş ve tam aracılık etkisi tespit edilmiştir (β = 0,230; p < 0,001). Destekleyici örgüt kültürünün ise yenilikçi iş davranışı üzerinde hem doğrudan (β = 0,274; p = 0,05) hem de örgütsel çeviklik aracılığıyla dolaylı (β = 0,195, p < 0,001) etkisi tespit edilmiştir (kısmi aracılık). Sonuçlar, yenilikçi iş davranışının yalnızca kültürel unsurlarla değil, aynı zamanda hızlı uyum sağlayabilen ve yapısal açıdan bunu destekleyen örgütsel bağlamla mümkün olduğunu göstermektedir.

Anahtar Kelimeler

• Yenilikçi Kültür
• Destekleyici Kültür
• Örgütsel Çeviklik
• Araştırma Üniversiteleri
• Yenilikçi İş Davranışı

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