ÖRGÜTSEL İKLİMİN ÖRGÜTSEL BAĞLILIĞA ETKİSİ: ÖZEL HASTANE ÖRNEĞİ
Journal Title: Mehmet Akif Ersoy Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi - Year 2018, Vol 5, Issue 3
Abstract
Sağlık kurumları emek yoğun hizmet veren kuruluşlardır. Bu kurumların amaçlarının arasında örgüte değer katan, nitelikli ve tecrübeli çalışanları örgüte dâhil edilmesi, örgütte kalmalarını sağlanması ve örgüte olan bağlılıklarını arttırılması gösterilebilir. Örgütsel İklim çalışanların örgütteki mevcut psikolojik durumu algılama biçimleri olarak tanımlanabilir. Çalışmanın amacı sağlık çalışanlarının örgütsel iklimin örgütsel bağlılığa etkisini tespit etmektir. Araştırma İstanbul ilinde faaliyet gösteren 501 çalışanlı bir özel hastanede gerçekleştirilmiştir. Çalışma kapsamında tüm çalışanlara ulaşılmak hedeflenmiş fakat 179 (%35) çalışandan geri dönüş alınabilmiştir. Örgütsel bağlılık ile örgütsel iklim arasında pozitif yönlü güçlü ilişki(r=0,626) bulunmuştur. Örgütsel iklimin örgütsel bağlılığa etkisini ortaya koymak amacıyla oluşturulan regresyon modeli istatistiksel olarak anlamlıdır. Çalışmanın sonuçları örgütsel iklimin örgütsel bağlılığı pozitif yönde etkilediğini (R2=0,392) ortaya koymaktadır. Sağlık kuruluşlarının yoğun rekabet ortamında ayakta kalabilmesi için mevcut çalışanlarının örgütte kalmasını sağlaması ve örgütün çalışanlar tarafından tercih edilen bir kurum haline getirmesine bağlıdır. Bu neden ile örgüt içinde var olan örgütsel iklimi pozitif hale getirmek için çalışmalar yapılması örgütün uzun vadeli hedeflerine ulaşması için önemli görülmektedir. EXTENDED SUMMARY Research Problem: Employers have to try to create a suitable climate in the organization and understand every employee’s thoughts and feelings (the ways they perceive the organizational climate). It is thought that organizational climate will play an effective role in enhancing employers’ commitment and drawing qualified employees to the organization. The more the employees consider the organizational climate close to their own value and norms, the more they will be able to integrate themselves with the organization and the more they will be committed to the organization. Hence, organizational climate is considered to be an important factor influential on organizational commitment (Yüceler, 2009). In this regard, the purpose of this study is to determine the relationship between private hospital employees’ organizational climate perceptions and organizational commitment levels and to identify how organizational climate perception affects organizational commitment. Literature Review: Organizational climate and organizational commitment have quite a wide coverage in the organizational behavior literature. The literature contains information and findings concerning the factors influencing both concepts and the influences of these concepts. For example, organizational climate has influences on motivation, satisfaction, productivity, and performance, and organizational commitment has influences turnover intention, participation, stress, and performance (Çetin, 2006; Akbolat, Işık and Tengilimoğlu, 2015; Avcı, 2016; Çamcı, 2013; Deniz and Çoban, 2016; Gök, 2009; Litwin and Stringer, 1968). Therefore, both concepts should be taken into consideration for the success of a business. The literature contains studies dealing with these concepts together or separately, but, to the best of our knowledge, there are no findings concerning the effect of organizational climate on organizational commitment in the health sector. This study’s covering the health sector makes it different from other studies in the literature. Data and Methodology: The population of this study is a private hospital with 501 employees and with a capacity of 350 beds providing service in Istanbul. The sample of the study consists of 170 employees. For data collection, the Organizational Commitment Scale, which was developed by Allen and Mayer and whose adaptation into Turkish, validity, and reliability studies were carried out by Yıldırım in 2002, was used in the first part; the Organizational Climate Scale, developed by Çağlar in 2008, was employed in the second part; and a survey form composed of questions for determining the participants’ socio-demographic characteristics was utilized in the last part. The data were analyzed through descriptive statistical methods, correlation and regression analyses, independent samples t-test, and one-way analysis of variance. The data were analyzed at the 95% confidence interval (p=0.05). The reliability coefficients of the scales used in the study were found to be in the range of 0.703 to 0.866. The scales employed in the study were seen to fulfill the reliability conditions. Results and Conclusions: The study found strong, positive relationships between organizational commitment and organizational climate and its sub-dimensions (degree of participation in management, supportive leadership, control, institutional trust). The literature contains studies supporting this result (Çağlar, 2008; Mcmurray et al., 2004). Organizational climate positively affects organizational commitment. According to these analysis results, it can be stated that positive changes in organizational climate will enhance employees’ organizational commitment. These results may help hospital managers and human resources experts to minimize absenteeism, quitting, and other negative attitudes towards job. Another finding of the study is that gender and marital status did not lead to a statistically significant difference in organizational climate perception and organizational commitment, and educational background did not lead to a statistically significant difference in organizational commitment. However, educational background brought about a statistically significant difference in the employees’ organizational climate perceptions. The difference was between the employees graduating from an undergraduate program and the employees graduating from a high school or an associate degree program. Those with an undergraduate degree were determined to have higher organizational climate perceptions than those with a high school degree or an associate degree. The study found out that the health employees findings organizational climate positive also had high organizational commitment levels. The difficulties in working conditions for health employees, the distinctive characteristics of health services, and perceived atmosphere in the organization may influence employees’ commitment. Hospital managements are recommended to take actions that will enhance organizational climate to improve employees’ commitment and enable them to work in accordance with the organizational goals for a long time. Otherwise, it is possible that disrupted organizational climate perception will reduce health employees’ organizational commitment and lead to negative results for the organization such as absenteeism among employees.
Authors and Affiliations
Türker BAŞ, Mustafa AMARAT, Özgün ÜNAL, Ayhan DURMUŞ, Şeyma BOZ
Keywords
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- EP ID EP445421
- DOI 10.30798/makuiibf.431157
- Views 126
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