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Year 2015, Volume: 16 Issue: 1, 81 - 101, 24.04.2015

Türkmen Akbaş , Aysun Çetin

Abstract

Today one of the most important issues in organizational life is how employee identification with organization is to be ensured and what factors there are affecting this identification. In this study, influence of job-satisfaction level of employees and personorganization fit level upon their organizational identification have been searched by quantitative methods at an industrial sector that had been rarely studied. Therefore, the data have been obtained from 401 employees belonging to nine large-scale companies in furniture production sector in Kayseri by means of a questionnaire form. T-test, variance analysis, correlation and regression analyses have been employed in data analysis. It has been found out that employee job satisfaction and person-organization fit positively and significantly affect organizational identification levels. It has also been found out that as long as the work durations of the employees in the sector or the firm increase the organizational identification increases in parallel, and that the level of organizational identification of middle-level managers is higher than the level of organizational identification of administrative office personnel and all other blue collars

Keywords

Organizational Identification JobSatisfaction Person-Organization Fit

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İŞ TATMİNİ VE KİŞİ-ÖRGÜT UYUMUNUN ÖRGÜTSEL ÖZDEŞLEŞMEYE ETKİSİ

Year 2015, Volume: 16 Issue: 1, 81 - 101, 24.04.2015

Türkmen Akbaş , Aysun Çetin

Abstract

Günümüzde örgütsel yaşamdaki en önemli sorulardan birisi, çalışanların örgütle özdeşleşmesinin nasıl sağlanacağı ve bunu etkileyen faktörlerin neler olduğudur. Bu araştırmada, çalışanların iş tatmini ve kişi-örgüt uyumu düzeylerinin örgütsel özdeşleşmeleri üzerindeki etkisi, daha önce çalışılmamış olan mobilya sanayi sektöründe nicel yöntemlerle araştırılmıştır. Bunun için, Kayseri'de mobilya sanayi sektöründeki 9 büyük ölçekli işletmenin 401 çalışanından anket yöntemi ile veriler elde edilmiştir. Verilerin değerlendirilmesinde, tek yönlü t-testi, varyans analizi, korelasyon ve regresyon analizlerinden yararlanılmıştır.  Araştırmanın sonucuna göre, çalışanların iş tatmini ve kişi-örgüt uyumu düzeylerinin, örgütsel özdeşleşme düzeylerini pozitif ve anlamlı olarak etkilediği bulunmuştur. Ayrıca çalışanların sektördeki ve işletmedeki çalışma süreleri arttıkça örgütsel özdeşlemelerinin arttığı ve orta kademe yöneticilerin örgütsel özdeşleşme düzeylerinin işçi ve idari personele göre daha yüksek olduğu bulunmuştu

Keywords

Örgütsel Özdeşleşme İş Tatmini Kişi-Örgüt Uyumu

References

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  • DE CLERCQ, S., FONTAINE, J.R.J., ANSEEL, F. (2008), “InSearch of a Comprehensive Value Model forAssessingSupplementaryPerson-Organization Fit”, TheJournal of Psychology, Vol. 142, No. 3,277-302. DUTTON, J., DUKERICH, J., HARQUAIL, C.V. (1994), “OrganizationalImagesandMembershipCommitment”, AdministrativeScienceQuarterly,Vol. 34,239-263.
  • EDWARDS, J.R., CABLE, D.M. (2009), “The Value of Value Congruence”, Journal of AppliedPsychology, Vol. 94, No. 3,654-677. EFRATY, D., SIRGY, M.J., CLAIBORNE, C.B. (1991), “TheEffects of
  • PersonalAlienation on OrganizationalIdentification: A Quality-of-Work-Life
  • Model”, Journal of Business andPsychology, Vol. 6, No. 1,57-78.
  • ELÇİ, M., ALPKAN L., ÇEKMECELİOĞLU, G. H. (2008), “TheInfluence of Person Organization Fit On theEmployee‟sPerception of OrganizationalPerformance”, 4th International Strategic Management Conference, Sarajevo, Bosnia-Herzegovnia, June, 19-21,587-593.
  • ERDİL, O., KESKİN, H., İMAMOĞLU, S.Z., ERAT, S. (2004), “Yönetim Tarzı ve Çalışma Koşulları, Arkadaşlık Ortamı ve Takdir Edilme Duygusu İle İş Tatmini Arasındaki İlişkiler: Tekstil Sektöründe Bir Uygulama”, Doğuş Üniversitesi Dergisi, Vol. 5, No. 1,17-26.
  • FROESE, F.J., XIAO, S. (2012), “Work Values, Job Satisfaction, and Organizational Commitment in China”, The International Journal of Human Resources Management, Vol. 23, No.10, 2144-2162.
  • GEORGE, J.M., JONES, G.R. (2005),UnderstandingandManagingOrganizationalBehavior, Fourthedition, PearsonPrenticeHall, New Jersey. HACKMAN J.R., OLDHAM, G.R.
  • (1980),WorkRedesign, (Addison
  • Wesley‟sOrganizationDevelopmentseries, Ed. Edgar H. Schein, Richard Beckhard),
  • Addison-Wesley Publishing CompanyInc, Copywright, USA.
  • HAİR, J. F.; BUSH, R.P. ve ORTİNAU, D.J. (2000),Marketing Research A PracticalApproachforthe New Millenium, 5th Edition, PrenticeHall.
  • HALL, D.T., SCHNEIDER, B., NYGREN, H.T. (1970), “PersonalFactors in OrganizationalIdentification”, AdministrativeScienceQuarterly, Vol. 15, No. 2,176- 190.
  • İPLİK, F.N., KILIÇ, K.C., YALÇIN, A. (2011), “The Simulatneous Effects of Person- organization and Person-Job Fit on Turkish Hotel Managers”, International Journal of Contemporary Hospitality Management, Vol.23, No.5, 644-661.
  • İŞCAN, Ö.F., KARABEY, C.N. (2009),Örgütsel Özdeşleşme, Ed. Keser, A., Yılmaz, G., Yürür S., Çalışma Yaşamında Davranış, Umuttepe Yayınları, Kocaeli.
  • İŞCAN, Ö.F. (2006), “Dönüştürücü/Etkileşimci Liderlik Algısı ve Örgütsel Özdeşleşme İlişkisinde Bireysel Farklılıkların Rolü”Akdeniz Üniversitesi İ.İ.B.F. Dergisi, Vol. 11,160-177.
  • JUNG, H.S., YOON, H.H. (2013), “The Effects of Organizational Service Orientation on Person-organization Fit and Turnover Intent”, The Service Industries Journal, Vol. 33, No.1, 7-29.
  • KIM, T., ARYEE, S., LOI, R., KIM, S. (2013), “Person-organization Fit and Employee Outcomes: Test of a Social Exchange Model”, The International Human Resource Management, Vol. 24, No.19, 3719-3737.
  • KÖK B.S. (2006), “İş Tatmini ve Örgütsel Bağlılığın İncelenmesine Yönelik Bir Araştırma”, Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, Vol. 20, No. 1,291-317.
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Details

Primary Language Turkish
Journal Section Makaleler
Authors

Türkmen Akbaş

Aysun Çetin

Publication Date April 24, 2015
Submission Date September 29, 2014
Published in Issue Year 2015 Volume: 16 Issue: 1

Cite

APA Akbaş, T., & Çetin, A. (2015). İŞ TATMİNİ VE KİŞİ-ÖRGÜT UYUMUNUN ÖRGÜTSEL ÖZDEŞLEŞMEYE ETKİSİ. Cumhuriyet Üniversitesi İktisadi Ve İdari Bilimler Dergisi, 16(1), 81-101.
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