Author :
Abstract
Rekabetin küresel bir nitelik kazanmasıyla birlikte, örgütlerin sürdürülebilir rekabet avantajı elde etmede kullanabilecekleri temel yeteneklerin önemi son derece artmıştır. Temel yeteneklerin oluşturulmasında ve korunmasında anahtar işlev hiç kuşkusuz çalışanların örgütü ve örgütün faaliyetlerini sahiplenmeleri yani örgütle özdeşleşmeleridir. Bu çalışmanın amacı, akademik personel örneğinde, örgütsel kimlik ve güven algılamalarının örgütsel özdeşleşme üzerindeki etkisini analiz etmektir. Araştırma bulguları, örgütsel kimlik ve örgütsel güven algılamalarının örgütsel özdeşleşme üzerinde pozitif yönlü bir etkiye sahip olduğunu ortaya koymuştur. Yapılan Kruskal-Wallis farklılık analizleri sonucunda ise yaş bağımsız değişkeni itibariyle örgütsel aidiyet algısında farklılıkların olduğu, ayrıca akademik unvan bakımında da örgütsel güven ve özdeşleşme düzeyleri arasında anlamlı farklılıklar olduğu tespit edilmiştir. Bu bulgulara dayanarak, örgütsel güven ve örgütsel kimlik algılamalarında meydana gelen olumlu bir gelişmenin örgütsel özdeşleşmeyi de arttırabileceği söylenebilir.
Keywords
Abstract
In today’s world, core competence of afirm is an important tool to achieve sustainable strategic advantage in the market. In order to establish the core competence of a firm, organizational identification comes to the front as an important topic. Thus, in this study we aimed to examine the influence of organizational identity and trust on organizational identification. The data were collected through a survey from academic staff working at a public university. Regression analyses demonstrate that organizational trust and organizational identity perceptions have increased the level of employee’s identification. In the analysis of Kruskal-Wallis, it was determined that there is a difference in organizational identity perceptions within the context of independent variable age and that there is a significant difference between organizational trust and identification levels of the participants, considering their academic titles. In accordance with these findings, we can assert that the positive outcomes on organizational trust and organizational identiy will be heighten the levels of organizational identification.
Keywords
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