ÖRGÜTSEL ÖĞRENME İKLİMİ VE BİLGİ İŞÇİLERİNİN ÖRGÜTE BAĞLILIĞI ÜZERİNE BİR ARAŞTIRMA

Günümüzün yoğun rekabet ortamında işletmelerin varlığını sürdürebilmesi ve büyüyebilmesinin kaynağıişletmelerin entelektüel sermayesidir. Bu nedenle işletmeler için entelektüel sermayesine katkı sağlayacakbilgi işçilerini kendilerine çekmeleri ve onları tutmaları çok önemlidir. Bu çalışmanın amacı, işletmelerdevar olan örgütsel öğrenme iklimi ile bilgi işçilerinin örgüte bağlılık değişkenleri arasındaki ilişkiyiincelemektir. Otomotiv, otomotiv yedek parçaları, elektrik, makine ve elektronik cihazlar sektörlerindefaaliyet gösteren şirketlerde çalışan mühendis ve teknisyenlerden toplanan verilerle analizlergeçekleştirilmiştir. Çalışmada elde edilen sonuçlar, örgütsel öğrenme ikliminin örgüte bağlılığın duygusalve normatif boyutlarıyla anlamlı bir ilişkisi olduğunu göstermektedir. Eğitim ve meslek özellikleridikkate alındığında, mühendislerde öğrenme iklimi ile zorunlu bağlılık arasında ilişki olmadığıgörülmüştür. Bu sonuçların bilgi işçileriyle çalışan tüm sektörler için yönetim ve insan kaynaklarıuygulamaları açısından önemli çağrışımları vardır.

A FIELD RESEARCH ON ORGANISATIONAL LEARNING CLIMATE AND ORGANISATIONAL COMMITMENT OF KNOWLEDGE WORKERS

In today’s competitive environment, intellectual capital is the main source of businesses’ survival and growth. Therefore, it is of vital importance for companies to recruit and retain knowledge-workers who are capable of contributing to their intellectual capital. The purpose of this article is to examine the relationship between organisational learning climate and organizational commitment of knowledgeworkers. The data were collected from engineers and technicians working at automotive, automotive spare parts, electricity, machinery and electronical devices sectors. The results indicate that there is a significant relationship between organisational learning climate and affective and normative dimensions of organisational commitment. No significant relationship between learning climate and continuance commitment relationship was found. For companies employing knowledge-workers these results have very important implications regarding their management and human resources practices.

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