Author :
DOI : 10.26449/sssj.642
Year-Number: 2018-20
Language : null
Konu :
Abstract
Değişim; bir nesne, birey veya varlığın bulunduğu durumdan başka bir duruma geçmesidir. Örgütsel değişim ise, örgütlerin dış çevrelerine adapte olabilmeleri için değişimle birlikte verdikleri yanıtlardır. Değişim günümüzde küresel özellikler taşıyan, bireyleri, toplumları ve toplumların alt sistemleri olan örgütleri önemli ölçülerde etkilemektedir. Değişimin hızı ve miktarı her geçen gün artış gösterirken, örgütlerin değişimin hızını yakalayarak kendi bünyelerinde gerekli değişimleri uygulamaları zorunlu olmaktadır. Değişime, örgüt çevrelerine ve beklentilere karşılık verebilen örgütlerin hayatta kalması ve amaçlarına ulaşması daha mümkün görülmektedir. Örgütlerin değişim sürecinde başarılı olması ve hedeflerine ulaşması için kendi amaçlarını benimsemiş ve içselleştirmiş, örgütsel bağlılığı yüksek çalışanlara ihtiyacı bulunmaktadır. Bu çalışma, örgütsel değişim sürecinde çalışan bağlılığının kolaylaştırıcı rolüne değinerek, örgüt yöneticileri açısından bağlılığın olumlu örgütsel sonuçlarının dikkatle ele alınması gerekliliğini açıklamayı amaçlamıştır.
Keywords
Abstract
Change is the concept of an object, individual or an entity’s transfer to a different condition from its current condition. However, organizational change is the response of the organizations to their external environments in order to adapt. Nowadays change affects the organizations, which have global qualities and are the sub-system of individuals and communities, in a considerable extent. While the momentum and the quantity of change increases day by day, it has become mandatory that the organizations grasp these changes and put them into practice. It is more likely that the organizations, which corresponds to the change, organization surroundings and expectations, to survive to operate and achieve their goals. In order the state hospitals to be successful and achieve their goals at this process of change, they need workers who adopt and internalize their own goals and have high levels of organizational commitment. The aim of this research is to shine light upon the facilitative role of worker commitment and making the authorities acknowledge the necessity of the positive results obtained by organizational commitment.
Keywords
- Allen, N.J. & Meyer, J.P. (1990). “The Measurement and Antecedents of Affective, Continuance
- Allen, N.J. & Meyer, J.P. (1990). “The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization”, Journal of Occupational Psychology, 63(1):1-18.
- Allen, N.J. & Meyer, J.P. (1996). “Affective, Continuance, and Normative Commitment to the Organization: An Examination of Construct Validity”, Journal of Vocational Behavior, 49(3):252–276.
- Amstrong, M. (2006). A Handbook of Human Resource Management Practice, 10th edition, Kogan Page.
- Antonovsky, A. (1979). Health, Stress, and Coping, San Francisco: Jossey- Bass.
- Aytürk, N. (2010). Örgütsel ve Yönetsel Davranış: Örgütlerde İnsan İlişkileri ve Yönetsel Davranış Yöntemleri, Detay Yayıncılık, Ankara.
- Barnett, W.P. & Carroll, G.R. (1995). “Modeling Internal Organizational Change”, Annual Review of Sociology, 21(1):217-236.
- Basım, H. N., Şeşen, H. & Çetin, F. (2009). “Değişim ve Örgütler”. (Ed: A. Kadir Varoğlu-H. Nejat Basım), Örgütlerde Değişim ve Öğrenme, Siyasal Yayınları, Ankara.
- Becker, H.S. (1960). “Notes on the Concept of Commitment”, American Journal of Sociology, 66(1):32-40. Beer, M. & Nohria, N. (2010). “Cracking the Code of Change”, Harward Business Review, pp. 1-10.
- Begley, T.M. & Czajka, J.M. (1993). “Panel Analysis of the Moderating Effects of Commitment on JobSatisfaction, Intent to Quit, and Health Following Organizational Change”, Journal of Applied Psychology, 78(4):552-556.
- Bejinariu, A.C.; Jitarel, A., Sarca, I. & Mocan, A. (2017). “Organizational Change Management ConceptsDefinitions and Approaches Inventory”, Management, Knowledge and Learning International Conference2017 Technology, Innovation and Industrial Management; Management Challenges in a Network Economy, 17–19 May 2017 Lublin – Poland, pp. 321-330.
- Blanca, G. & Ramona, T. (2016). “Change, Resistance to Change and Organizational Cynicism”, Studies in Business and Economics, 11(3):47-54.
- Bouckenooghe, D. (2010). “Positioning Change Recipients’ Attitudes Toward Change in the
- Organizational Change Literature”, The Journal of Applied Behavioral Science, 46(4):500–531.Brisson-Banks, C.V. (2010). “Managing Change and Transitions:a Comparison of Different Models and Their Commonalities”, Library Management, 31(4/5): 241-252.
- Can, H.; Aşan., Ö. & Aydın, E.M.. (2006). Örgütsel Davranış, Arıkan Basım Yayıncılık, İstanbul.
- Chinyerem, A.; Oluwole O. I., Mayowa G., A., Mosunmola, A. & Samuel O., E. (2016). “Employees’Attitudes towards Organizational Change and Its Effects on Employee Commitment”, InnovationManagement and Education Excellence Vision 2020: Regional Development to Global Economic Growth, pp. 4569-4576.
- Chow, I.H. (1994). “Organizational Commitment and Career Development of Chinese Managers in Hong Kong and Taiwan”, International Journal of Career Management, 6(4):3 - 9.
- Coopey, J. & Hartley, J. (1991). “Reconsidering The Case for Organisational Commitment”, Human Resource Management Journal, pp. 18-32.
- Cordery, J.; Sevastos, P., Mueller, W. & Parker, S. (1993). “Correlates of Employee Attitude Toward Functional Flexibility”, Human Relitions, 46(6):705-23.
- Dainty, P. & Kakabadse, A. (1990). “Organizational Change: A Strategy for Successful Implementation”, Journal of Business and Psychology, 4(4): 463-481.
- Davis, W.D. & Gardner, W.L. (2004). Perceptions of Politics and Organizational Cynicism: An Attributional and Leader–Member Exchange Perspective”, The Leadership Quarterly, 15:439–465.
- DeCotiis, T.A. & Summers, T.P. (1987). “Organizational Commitment”, Human Relations, 40(7):445-470.
- Duman, Ş.A. (2012). “Kuramsal Kurum Yaklaşımı ile Örgütsel Değişimi Anlamaya Yönelik Bir İnceleme”, Journal of Business Economics and Political Science, 1(1):9-23.
- Elias, S. M. (2007). “Employee Commitment in Times of Change: Assessing the Importance of Attitudes Toward Organizational Change”, Journal of Management, XX(X):1-19.
- Elizur,D. & Guttman, L. (1976). “The Structure of Attitudes toward Work and Technological Change within an Organization”, Administrative Science Quarterly, 21(4):611-622.
- Francesco, M.A. & Gold, B.A. (1998) International OrganizationalBehavior: Yext, Readings, Cases, and Skills, Prentice Hall, New Jersey.
- Fugate, M.; Prussia, G.E. & Kinicki, A.J. (2012). “Managing Employee Withdrawal During Organizational Change: The Role of Threat Appraisal”, Journal of Management, 38(3):890-914.
- Genç, N. (2007). Yönetim ve Organizasyon: Çağdaş Sistemler ve Yaklaşımlar, Seçkin Yayınları, Ankara.
- Guest, D. (1987). “Human Resource Management and Industrial Relations”, Journal of Management Studies, 24(5):503-521.
- Guest, D. (1992). “Employee Commitment and Control”. (Ed: Hartley, J. F. and Stephenson, G.M. Employment Relations, Blackwell, Oxford.
- Guest, D. (2002). “Human Resource Management, Corporate Performance and Employee Well- Being: Building the Worker into Hrm'”, The Journal of Industrial Relations, 44(3): 335–58.
- Iverson, R. D. (1996). “Employee Acceptance of Organizational Change: The Role of Organizational Commitment”, The International Journal of Human Resource Management, 7(1):122-49.
- İraz, R. & Şimşek, G. (2004). “Örgütsel Değişimin Gerçekleştirilmesinde Liderliğin Rolü: TransformasyonelLiderlik İncelemesi”, Selçuk Üniversitesi İktisadi ve İdari Bilimler Fakültesi Sosyal ve Ekonomik Araştırmalar Dergisi, 7:99-117.
- Judge, T.A.; Thoresen, C.J., Pucik, V. & Welbourne, T.M. (1999). “Managerial Coping with Organizational Change: A Dispositional Perspective”, Journal of Applied Psychology, 84(1):107-122.
- Kanter, R.M. (1968). “Commitment and Social Organization: A Study of Commitment Mechanisms in Utopian Communities”, American Sociological Review, 33(4):499-517.
- Kobasa, S. C. (1982). “Commitment and Coping in Stress Resistance among Lawyers”, Journal of Personality and Social Psychology, 42(4):707-717.
- Lau, Chung-Ming & Woodman, R W. (1995). “Understanding Organizational Change: A Schematic Perspective”, The Academy of Management Journal, 38(2):537-554.
- Lee, G. & Teo, A. (2005). “Organizational Restructuring: Impact on Trust and Work Satisfaction”, Asia Pacific Journal of Management, 22(1):23–39.
- Lok, P. & Crawford, J. (1999). “The Relationship between Commitment and Organizational Culture,Subculture, Leadership Style and Job Satisfaction in Organizational Change and Development”, Leadership & Organization Development Journal, 20(7):365-377.
- Madsen, S.R.; Miller, D. & John, C.R. (2005). “Readiness for Organizational Change: Do OrganizationalCommitment and Social Relationships in the Workplace Make a Difference?”, Human Resource Development Quarterly, 16(2):213-233.
- Meyer, J. P. & Allen, N. J. (1987). “A Longitudinal Analysis of the Early Development and Consequences of Organizational Commitment”, Canadian Journal of Behavioural Science, 19(2):199-215.
- Meyer, J.P. & Allen, N.J.. (1991). “A Three-Component Conceptualization of Organizational Commitment”, Human Resource Management Review, 1(1):61-89.
- Meyer, J.P.; Becker, T.E. & Vandenberghe, C. (2004). “Employee Commitment and Motivation: A Conceptual Analysis and Integrative Model”, Journal Of Applied Psychology, 89(6):991–1007.
- Mottaz, C.J. (1989). “An Analysis of the Relationship between Attitudinal Commitment and Behavioral Commitment”, The Sociological Quarterly, 30(1):143-158.
- Mowday, R.T.; Steers, R.M. & Porter, L.W. (1979). “The Measurement of Organizational Commitment”, Journal of Vocational Behavior 14(2):224-247.
- Mowday, R.T.; Porter, L.W. & Steers, R.M. (1982). Employee-Organization Linkages The Psychology OfCommitment, Absenteeism, and Turnover, Academic Press 1982, New York, A Subsidiary of Harcourt Brace Jovanovich.
- Nelissen, P. & Van Selm, M. (2008). Surviving Organizational Change: How Management Communication Helps Balance Mixed Feelings, Corporate Communications: An International Journal, 13(3):306 – 318.
- O'Reilly, C. A. & Chatman, J. A. (1986). “Organizational Commitment and Psychologic Attachment: TheEffects of Compliance, Identification and Internalization on Prosocial Behavior”, Journal Of Applied Psychology, 71(3):492-499.
- Özkara, B. (1999). Evrimci ve Devrimci Örgütsel Değişim, Afyon Kocatepe Üniversitesi Yayınları, Afyonkarahisar.
- Paksoy, H.M. & Özbezek, B.D. (2013). “Örgütsel Değişimde Beşeri Sermayenin Rolü”, Akademik Bakış Dergisi, 6(1):293-331.
- Peker, Ö. (1995). Yönetimi Geliştirmenin Sürekliliği, Türkiye ve Ortadoğu Amme İdaresi Enstitüsü Yayınları, Ankara.
- Piderit, S. K. (2000). “Rethinking Resistance and Recognizing Ambivalence: A Multidimensional view of Attitudes Toward an Organizational Change”, Academy of Management Review, 25(4): 783-794.
- Randall, D. M. (1987). “Commitment and the Organization: The Organization Man Revisited”, The Academy of Management Review, 12(3):460-471.
- Reichers, A. E.; Wanous, J.I, & Austin, J. T. (1997). “Understanding and Managing Cynicism About Organizational Change”, Academy of Management Executive, 11(1):48-59.
- Rhydderch, M.; Elwyn, G., Marshall, M. & Grol, R. (2004). “Organisational Change Theory and the Use of Indicators in General Practice”, Qual Saf Health Care, 13:213–217.
- Sağlam, M. (1979). Örgütsel Değişme, TODAİE Yayınları Yayın No: 185, Ankara.
- Salancik, G.R. (1977). “Commitment is too Easy”, Organizational Dynamics, Summer, 62-82.
- Saylı, H. & Tüfekçi, A. (2008). “Başarılı Bir Örgütsel Değişimin Gerçekleştirilmesinde Dönüştürücü Liderliğin Rolü”, Erciyes Üniversitesi İ.İ.B.F Dergisi, Ocak-Haziran 2008, 30:193-210.
- Serinkan, C. & Arat, G. (2013). İşletmelerde Örgütsel Değişim ve İç Girişimcilik, Beta Basım Dağıtım Yayıncılık, 1. Baskı, İstanbul.
- Sheldon, M.E. (1971). “Investments and Involvements as Mechanisms Producing Commitment to the Organization”, Administrative Science Quarterly, 16(2):143-150.
- Schweiger, D. M., & Denisi, A. S. (1991). “Communication with Employees Following a Merger: A Longitudinal Field Experiment”, Academy of Management Journal, 34(1):110-135.
- Steers, R.M. (1977). “Antecedents and Outcomes of Organizational Commitment, Administrative Science Quarterly”, 22(1):46-56.
- Sucu, Y., (2000), Örgütsel Değişim, http://www.yasarsucu.net/word/OD.doc, (20.03.2017).
- Suliman, Abubakr, M.T. (2002). “Is It Really a Mediating Construct?: The Mediating Role of OrganizationalCommitment in Work Climate-Performance Relationship”, Journal of Management Development, 21(3):170 - 183.
- Tidd, J.; Bessant, J. & Pavitt, K. (2005). Managing Innovation: Integrating Technological, Market andOrganizational Change, Third Edition, John Wiley & Sons Ltd, The Atrium, Southern Gate, Chichester, West Sussex PO19 8SQ, England.
- Tunçer, P. (2013). “Değişim Yönetimi Sürecinde Değişime Direnme”, Ondokuz Mayıs Üniversitesi Eğitim Fakültesi Dergisi, 32(1):373-406.
- Vakola, M. & Nikolaou, I. (2005). “Attitudes Towards Organizational Change, Employee Relations, 27(2):160 - 174.
- van de Ven, A.H. & Poole, M.S. (1995). “Explaining Development and Change in Organizations”, The Academy of Management Review, 20(3):510-540.
- Walinga, J. (2008). “Toward a Theory of Change Readiness The Roles of Appraisal, Focus, and Perceived Control”, The Journal of Applied Behavioral Science, Xx(X):1-33.
- Wang, Yu-Lin & Ellinger, A.D. (2009). “Applying Lewin’s Change Model in the Development of a Learning Organization, ANZAM, pp.1-20.
- Wiener, Y. (1982). “Commitment in Organizations: A Normative View, The Academy of Management Review, 7(3):418-428.
- Yousef, D. A. (2000). “Organizational Commitment and Job Satisfaction as Predictors of Attitudes Toward Organizational Change In A Non-Western Setting”, Personnel Review, 29(5):567-592.
- Zaccaro, S.J. & Dobbins, G.H. (1989). “Contrasting Group and Organizational Commitment: Evidence for Differences Among Multilevel Attachments”, Journal of Organizational Behavior, 10(3):267-273.
- Zafar, F. & Naveed, K. (2014). “Organizational Change and Dealing with Employees Resistance”, International Journal of Management Excellence, 2(3):237-246.
