ÖRGÜTSEL BAĞLILIK VE ÖRGÜTSEL DEĞİŞİME AÇIKLIĞIN ÖRGÜT SAĞLIĞI ÜZERİNDEKİ ETKİSİ: AFYONKARAHİSAR’DAKİ SAĞLIK ÇALIŞANLARI ÜZERİNDE BİR ARAŞTIRMA

Günümüzde küresel ölçekte hızlı ve çok farklı alanda değişimler yaşanırken; teknolojik, sosyolojik, ekonomik, politik, hukuksal ve bilimsel alanda yaşanan değişimler özellikle örgütler yerelinde birçok değişime neden olabilmektedir. Bu koşullar altında örgütlerin tek çıkar yolu, değişime ve örgüt çevresine hızlı bir şekilde adapte olmaktan geçmektedir. Bu nedenle tüm örgütlerin değişime hazır, çabuk uyum sağlayabilen ve proaktif bir anlayışla yönetilmeleri gereklidir. Örgütsel değişime hızlı adapte olabilen, kendini ve çalışanlarını değiştirebilen (eğitimsel, davranışsal vb.) örgütler ise, sağlıklı olarak nitelendirilmektedir. Örgütlerin sağlıklı olması, örgütsel süreçlerin ve uygulamaların ideal düzeyde olmasını gerekli kılmaktadır. Bunun yanında sağlıklı örgütlerde çalışanların örgüte olan bağlılık düzeyleri yüksektir. Ayrıca çalışan bağlılığının yüksek olması da değişime karşı olumlu tutum benimseme ve davranış göstermede önemli bir etkiye sahip olduğu söylenebilir. Bu çalışma Afyonkarahisar İl Merkezinde çalışan sağlık personelinin örgüt sağlığı, örgütsel bağlılık ve örgütsel değişime açıklık algıları arasındaki ilişkilerin tespit edilmesi amacıyla yapılmıştır. Araştırma Afyonkarahisar İl Merkezinde bulunan Afyonkarahisar Devlet Hastanesi, Afyon Kocatepe Üniversitesi Hastanesi ve Özel Park Hayat Hastanesi’nde çalışan 739 sağlık personeli ile gerçekleştirilmiştir. Hastane çalışanlarının örgüt sağlığı, örgütsel bağlılık ve değişime açıklık algılarını ölçmek amacıyla LISREL kullanılarak yapısal eşitlik modellemesi (YEM) uygulanmıştır. YEM sonuçlarına göre; örgütsel bağlılık üzerindeki bir birimlik artışın, örgüt sağlığı üzerinde 0.75 birimlik bir artışa ve örgütsel değişime açıklık üzerinde 0.29 birimlik bir artışa sebep olduğu, örgütsel değişime açıklık üzerinde bir birimlik artışın ise örgüt sağlığı üzerinde 0.08 birimlik bir artışa sebep olduğu bulunmuştur.

THE IMPACT OF ORGANIZATIONAL COMMITMENT AND ORGANIZATIONAL OPENNESS TO CHANGE ON ORGANIZATIONAL HEALTH: A SURVEY ON HEALTH CARE WORKERS IN AFYONKARAHİSAR

While today are rapid and very diverse changes in the global scale, changes in technological, sociological, economic, political, legal, and scientific contexts can cause many changes, especially in the localities of organizations. Under these circumstances, the only way for organizations is to adapt quickly to change and the environment around the organization. For this reason, it is necessary for all organizations to be managed with a proactive approach that is ready to change quickly. The organizations that can adapt quickly to organizational change and change themselves and their employees (educational, behavioural etc.) are defined as healthy organizations. Organizational health requires organizational processes and practices to be at an ideal level. In addition, the level of commitment of employees working in healthy organizations is high. In addition, it can be said that that the employee commitment is high has an important influence on adopting a positive attitude and showing positive behaviour toward change. This study was carried out in order to determine the relationships between organizational health, organizational commitment and organizational change perceptions of health personnel working in Afyonkarahisar city centre. The study was conducted with 739 health personnel working in Afyonkarahisar State Hospital, Afyon Kocatepe University Hospital and Private Park Hayat Hospital in Afyonkarahisar Province. Moreover, structural equality modelling was applied to measure employees’ organizational health, organizational commitment and their perceptions of openness to change by using LISREL. In regard to the structural equality modelling analysis results; one volume of increase in organizational commitment results with the 0.75 increase of organizational health and 0.29 increase of palpability of change and one volume increase in palpability of change has enabled the 0.08 increase of organizational health.

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