Akademisyenlerin Örgütsel Yapı, Bireysel Performans ve İşten Ayrılma Niyeti Algılarına Yönelik Bir Model

Bu çalışmanın amacı; bir eğitim örgütü olan üniversitelerdeki mevcut örgüt yapısıyla birlikte bazı değişkenlerin akademisyenlerin bireysel performansı ve işten ayrılma niyeti algıları arasındaki ilişkiye yönelik bir model geliştirmektir. Araştırmanın evrenini, Türkiye’de eğitim öğretim faaliyetlerini yürüten tüm üniversiteler, örneklemini ise belirli kriterlerin dikkate alındığı kota örnekleme yöntemi ile seçilen toplamda 37 üniversite oluşturmaktadır. Bu üniversitelerde görev yapan toplam 1242 akademisyenden elde edilen veriler üzerinde analizler yapılmıştır. Yapılan analizler sonucunda; kolaylaştırıcı örgüt yapısı ile akademisyenlerin bireysel performans ve diğer olumlu değişkenlere dair algıları arasında pozitif yönlü bir etkileşim olduğu, engelleyici örgüt yapısı ile akademisyenlerin işten ayrılma niyeti ve diğer olumsuz değişkenlere dair algıları arasında pozitif yönlü bir etkileşim olduğu tespit edilmiştir. Ayrıca engelleyici örgüt yapısının işten ayrılma niyeti ve diğer olumsuz değişkenler ile pozitif yönlü ilişkisinin, kolaylaştırıcı örgüt yapısının negatif yönlü ilişkisinden daha güçlü olduğu belirlenmiştir. Bu sonuçlara dayalı olarak, akademisyenlerin olumlu duygu, tutum ve davranışlarının artırılabilmesi için örgüt yapısının kolaylaştırıcı olmasının gerekli olduğu ama yeterli olmadığı sonucuna ulaşılmıştır.

Anahtar Kelimeler:

Akademisyen, Örgüt Yapısı, Bireysel Performans, İşten Ayrılma Niyeti, Model

A Model for Academics' Perceptions of Organizational Structure, Individual Performance and Turnover Intention

The study aims to develop a model for the relationship between the current organizational structure, along with some variables, in universities, which are an educational organization, and the perceptions of academics' individual performance and turnover intention. While the population of research is composed of all universities carrying out educational activities in Turkey, the sample of research consists of a total of 37 universities selected by quota sampling method by taking into account certain criteria. Analyses were performed on the data obtained from a total of 1242 academics working at these universities. Following the analyses, it was determined that there was a positive interaction between the enabling organizational structure and the academics' perceptions of individual performance and other positive variables, and that a positive interaction existed between the coercive organizational structure and the academics' perceptions of the turnover intention and other negative variables. Moreover, it was found that the positive relationship of the coercive organizational structure with the turnover intention and other negative variables was stronger than the negative relationship of the enabling organizational structure. Based on these results, it was concluded that it is necessary, but not sufficient, to have an enabling organizational structure in order to increase the positive feelings, attitudes and behaviours of academics.

Keywords:

Academician, Organizational Structure, Individual Performance, Turnover Intention, model,

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