Örgütsel Öğrenmenin Örgütsel Vatandaşlık Davranışı Üzerindeki Etkisini Belirlemeye Yönelik Görgül Bir Araştırma

Örgütsel öğrenmenin örgütsel vatandaşlık davranışına etkisini incelemek için, bir firmanın satış departmanında bulunan 44 beyaz yakalı çalışan yoluyla toplanan veriler kullanılmıştır. Çalışma esnasında öncelikle örgütsel öğrenme ve örgütsel vatandaşlık davranışının tanımları yapılmıştır. Örgütsel vatandaşlık davranışı işletme ile özdeşleşme, meslektaşlarına yönelik özgecilik, vicdan sahibi olma, çalışanlar arası uyum ve işletme kaynaklarını koruma olmak üzere beş boyuttan oluşmaktadır. Örgütsel öğrenmenin yapısal ve kültürel olmak üzere iki tarafı bulunmaktadır. Yapısal tarafı, bilginin toplanmasına, analiz edilmesine, belgelenip saklanmasına ve yayılmasına imkan tanıyan örgütsel öğrenme mekanizmasına odaklanır. Kültürel tarafı ise soruna odaklanma, şeffaflık, geçerli bilgi ve sorumluluktan oluşan öğrenme değerlerini içerir. Oluşturulan araştırma metodolojisi ışığında korelasyon ve regresyon analizleri uygulanmıştır. İlk olarak, örgütsel öğrenme mekanizması, örgütsel öğrenme değerleri ve örgütsel vatandaşlık davranışı arasında pozitif ilişkiler bulunmuştur. Ayrıca, öğrenme değerlerinden soruna odaklanma boyutunun örgütsel vatandaşlık davranışlarından meslektaşlarına yönelik özgecilik boyutunu anlamlı bir şekilde etkilediği görülmüştür. Son olarak, öğrenme değerlerinden geçerli bilgi ve sorumluluk boyutlarının örgütsel vatandaşlık davranışlarından işletme ile özdeşleşme, meslektaşlarına yönelik özgecilik, vicdan sahibi olma ve çalışanlar arası uyum boyutlarını anlamlı bir şekilde etkilediği görülmüştür.

An Emprical Study on the Effects of Organizational Learning on Organizational Citizenship Behavior

To examine the direct effect of organizational learning on organizational citizenship behavior, data obtained from 44 white-collar employees working in sale department at a firm were used. Initially, organizational learning and organizational citizenship behavior were defined. Organizational citizenship behavior consists of five dimensions: identification with the company, altruism toward colleagues, conscientiousness, interpersonal harmony, and protecting company resources. Organizational learning has both structural and cultural facets. The structural facet focuses on organizational learning mechanisms, which are allowing organizations to systematically collect, analyze, store, disseminate. The cultural facet consists of learning values such as issue orientation, transparency, valid information and accountability. Correlation and regression analyses were performed according to the methodology of the research. First, the positive correlation found between organizational learning mechanism, organizational learning values and organizational citizenship behavior. Furthermore, issue orientation dimension of learning values was found to significantly affect altruism toward colleagues dimension of organizational citizenship behavior. Last, valid information and accountability dimensions of learning values were found significantly affect identification with the company, altruism toward colleagues, conscientiousness, and interpersonal harmony dimensions of organizational citizenship behavior.

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