Örgüt kültürü ile örgütsel bağlılık arasındaki ilişkinin incelenmesi ; İstanbul Ticaret Üniversitesi personeli örneği
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Dosyalar
Tarih
2017
Yazarlar
Dergi Başlığı
Dergi ISSN
Cilt Başlığı
Yayıncı
İstanbul Ticaret Üniversitesi
Erişim Hakkı
info:eu-repo/semantics/openAccess
Özet
İnsan faktörü, bir örgütün gelişebilmesi ve devamlılığını sağlayabilmesi adına en önemli unsurlardan biridir. İnsan gücünün örgüt içinde bağlılığını arttırmak amacıyla, örgütün işgörene uygun ortam, koşullar ve tatmin duygusu meydana getirmesi gerekliliği bulunmaktadır. Bu unsurlar ise örgüt kültürünü oluşturur. Bu çalışma, örgüt kültürü ile örgütsel bağlılık arasındaki ilişkinin belirlenmesi amacıyla yapılmıştır. Bu kapsamda İstanbul Ticaret Üniversitesi akademik ve idari kadrosuna anket çalışması yapılmıştır. Anket sonuçları SPSS 22.0 istatistik paket programı kullanılarak analiz edilmiştir. Örgüt kültürü algısı ile örgütsel bağlılık arasında orta düzeyde pozitif yönlü ve anlamlı bir ilişki ortaya çıkmıştır. Personelin örgüt kültürü algısı ve örgütsel bağlılığı orta düzeyde bulunmuştur. Demografik incelemede medeni durum ve mesleki deneyim faktörlerinin örgüt kültürü algıları benzer düzeydeyken, cinsiyet, yaş, eğitim, kadro türü ve çalışma süresi faktörleri incelendiğinde örgüt kültürü algıları anlamlı farklılık göstermektedir. Örgütsel bağlılık düzeylerine bakıldığında, cinsiyet, yaş, medeni durum ve mesleki deneyim faktörlerinin örgütsel bağlılıkları benzerken, eğitim, kadro türü ve mesleki deneyim faktörlerinde anlamlı farklılıklar bulunmuştur.
Human factor is one of the most significant element of an organization in terms of development and sustainability. Healthy work environment, suitable working conditions and feeling of fulfillment are very important sources of influence in organizational commitment. Similarly, those three concepts are also the fundamental components of organizational culture. The purpose of this paper is to identify the impact of organizational culture on organizational commitment. Data for this study were collected by conducting a survey among academic and administrative staff in Istanbul Commerce University. SPSS 22.0 statistical analysis software program was performed in order to examine the responses. The findings indicate that there is a moderate positive significant relationship between organizational culture and organizational commitment. Employees perception of organizational culture are found to be moderately influential on organizational commitment. In terms of demographics, marital status and job experience were found to be statistically insignificant with the employee perception of organizational culture. On the other hand, factors such as gender, age, educational background, position and length of employment were found to be statistically significant with the perception of organizational culture. From the point of organizational commitment, gender, age, marital status and job experience were found to be statistically insignificant whereas educational background, position and length of employment were found to be statistically significant.
Human factor is one of the most significant element of an organization in terms of development and sustainability. Healthy work environment, suitable working conditions and feeling of fulfillment are very important sources of influence in organizational commitment. Similarly, those three concepts are also the fundamental components of organizational culture. The purpose of this paper is to identify the impact of organizational culture on organizational commitment. Data for this study were collected by conducting a survey among academic and administrative staff in Istanbul Commerce University. SPSS 22.0 statistical analysis software program was performed in order to examine the responses. The findings indicate that there is a moderate positive significant relationship between organizational culture and organizational commitment. Employees perception of organizational culture are found to be moderately influential on organizational commitment. In terms of demographics, marital status and job experience were found to be statistically insignificant with the employee perception of organizational culture. On the other hand, factors such as gender, age, educational background, position and length of employment were found to be statistically significant with the perception of organizational culture. From the point of organizational commitment, gender, age, marital status and job experience were found to be statistically insignificant whereas educational background, position and length of employment were found to be statistically significant.
Açıklama
Tez (Yüksek Lisans) -- İstanbul Ticaret Üniversitesi -- Kaynakça var.
Anahtar Kelimeler
Örgütsel davranış, Şirket kültürü, Organizational behavior, Corporate culture
Kaynak
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Scopus Q Değeri
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Sayı
Künye
Türkkan, Eda. (2017). Örgüt kültürü ile örgütsel bağlılık arasındaki ilişkinin incelenmesi ; İstanbul Ticaret Üniversitesi personeli örneği . (Yayımlanmamış yüksek lisans tezi). İstanbul Ticaret Üniversitesi, Sosyal Bilimler Enstitüsü, İşletme, İstanbul
