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İŞ TATMİNİ, ÖRGÜT KÜLTÜRÜ ve KURUMA BAĞLILIK ARASINDAKİ İLİŞKİLERİN İNCELENMESİNE YÖNELİK TEKSTİL SEKTÖRÜNDE BİR ARAŞTIRMA

ASSESSING THE RELATIONSHIPS BETWEEN JOB SATISFACTION, ORGANIZATIONAL CULTURE and ORGANIZATIONAL COMMITMENT A RESEARCH FOR THE TEXTILE INDUSTRY

Journal Name:

  • Yönetim-İstanbul Üniversitesi İşletme Fakültesi İşletme İktisadı Enstitüsü Dergisi

Publication Year:

  • 2012

Key Words:

Keywords (Original Language):

Author NameUniversity of AuthorFaculty of Author
Abstract (2. Language): 
Job satisfaction can be described as a comparison between the percieved benefits and percieved costs of the job. An each side of the comparison there are objectif elements like salary and time also subjective elements as status and effort. Organizational commitment is described as willingness to stay as member of the organization in the future. Meyer &Allen defined three types of commitment as affective, continuous and normative. But modern theories of commitment argues that it is a rational choice. The employee whether thinks that staying would be much benefical for him/her than leaving or find another job. Organizational culture is defined human made, objective and subjective elements that in the past increased the probability of survival and resulted in satisfaction for the participants in an ecological niche and thus become shared among those who could comminicate with each other because they had a common language and they lived in the same time and place. Simply Schein defined organizational culture as the "rules of the game" or "the way we live around here". Harrison defined four different types of culture as power, role, task and person. The purpose of this study is to analyze the main relations between the main determinants of job satisfaction, organizational commitment and the type of organizational culture.
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Abstract (Original Language): 
İş Tatmini, işe ilişkin fayda ve maliyetlerin karşılaştırılması olarak tanımlanabilir. Karşılaştırma ücret ve zaman gibi objektif kriterlere göre yapılabileceği gibi statü veya çaba gibi sübjektif kriterlere göre de yapılabilir. Kuruma Bağlılık, çalışılan kurumun gelecekte de bir üyesi olarak bulunmaya hazır olmak şeklinde tanımlanmaktadır. Meyer ve Ailen, kuruma bağlılığı; duygusal, devam ve normatif olmak üzere üç tip olarak tanımlamışlardır. Ancak modern kuruma bağlılık teorileri, bağlılığın rasyonel bir tercih olup olmadığını tartışmaktadır. Çalışanlar, bulundukları işletmede mi kalmanın yoksa ayrılarak, başka bir iş bulmanın mı kendileri için faydalı olduğunu düşünmektedirler. Örgüt Kültürü, belirli bir ekolojik çevrede geçmiş deneyimlere bağlı olarak, örgütün hayatta kalma olasılığını artıran ve çalışanların iş tatmini duymaları ile sonuçlanan, insan yapımı objektif ve subjektif tüm unsurlar olarak tanımlanmaktadır. Bu nedenle, ortak bir dil belirlemiş ve aynı zaman ve mekanda birlikte çalışan üyeler tarafından iletişim yoluyla paylaşılır. Schein, örgüt kültürünü basit bir şekilde; "oyunun kuralları" veya "belirli bir çevrede yaşama biçimi" olarak tanımlar. Harrison, örgüt kültürünü güç kültürü, rol kültürü, görev kültürü ve kişi kültürü olarak üzere dörte ayırmıştır. Bu çalışmanın amacı, iş tatmini, örgüt kültürü ve kuruma bağlılık kavramlarının temel belirleyicileri arasındaki ilişkileri incelemektir.
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  • 1
100-117
  • Turkish

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