Kamu ve Özel Sektör Örgütlerinde Kültürel Bileşenlerin Etkileri: Nicel Bir Araştırma

Kamu sektörü, özel sektör ya da herhangi bir bölge ve birimin örgüt kültürü arasında farklılıklar bulunur. Özellikle kuramsal büyüklük, yönetim biçimi, resmi ya da resmi olmayan iletişim, kaynak dağılımı, çalışma koşulları, adaptasyon, görev ve sorumluluklar, örgütsel hedefler, ekonomik faaliyetler vb. faktörler bir örgütün yapısı ve örgütsel kültürü üzerinde belirleyicidir. Farklılıklar büyük ölçüde örgütlerin kuruluş amacına, beklentilerine, kaynakların kullanımına, dışsal ve içsel çevreye gösterilen tepkiye (uyum sağlama cabasına) bağlıdır. Özel sektörde örgütsel kültür; başarı, performans, rekabet, işbirliği, risk alma, detaylara dikkat etme, uyum sağlama, düzensizlik, fırsatçı olma, sorumluluk alma ve çalışma isteği gibi eğilim ve davranışlardan daha çok etkilenir. Öte yandan, kamu sektöründeki örgütsel kültür ile bu kavramlar arasında sınırlı bir ilişki vardır. Bu araştırma, kültürel öğelerin kamu ve özel sektör örgütleri üzerindeki etkisini karşılaştırmalı olarak analiz etmeyi amaçlamaktadır. Bu amaç doğrultusunda, kamu ve özel örgütlerde örgüt kültürü farklılıkları araştırılmıştır. Çalışmada, basit rastgele örnekleme yöntemi ile seçilen 172 örneklem üzerinde anket uygulaması yapılmıştır. Faktör analizi sonucunda öz değeri 1’den büyük olan 10 faktör belirlenmiştir. Verilerin karşılaştırılmasında bağımsız örneklemli t-testi ve Anova (tek yönlü varyans) analizi kullanılmıştır. Araştırma sonucuna göre (i) kamu ve özel örgütlerin örgüt kültürü algısı; kuruluşun amacına, yapısına ve demografik-sosyal özeliklerine göre farklılıklar göstermiştir (ii) küresel değişim süreciyle birlikte kamu örgütlerinin, bürokratik değerlerden uzaklaşarak esnekleştiği ve kamu ve özel sektör örgüt kültürünün birbirine yakınlaştığı söylenebilir. Araştırma için, Artvin Çoruh Üniversitesi’nden 28/10/2020-E.11581 tarih ve sayı ile etik kurul izni alınmıştır.

The Effects of Cultural Components in Public and Private Sector Organizations: A Quantitative Research

There are differences between the organizational cultures of the public and private sectors and between any region or unit. Factors such as theoretical size, management style, formal or informal communication, resource allocation, working conditions, adaptation, tasks and responsibilities, organizational goals, and economic activities are determinants of the structure and organizational culture of an organization. Differences are largely due to reactions shown to the organization's purpose of establishment, expectations, use of resources, and external and internal environments (including adaptation). In the private sector, organizational culture is more influenced by success, performance, competition, cooperation, risk-taking, attention to detail, adaptation, being irregular, being opportunistic, taking responsibility, and having desire. On the other hand, there is a limited relationship between organizational culture in the public sector and these concepts. This research aims to analyse the influences of cultural elements comparatively on the public and private sector organizations. For this purpose, organizational culture differences were investigated in public and private organizations. A survey was applied on 172 samples selected by simple random sampling method. According to the factor analysis, 4 factors were identified as having eigenvalues greater than one. Independent sample t-test and Anova analysis were used to compare the data. According to the research result (i) the public and private organizations’ perceptions of the organizational culture showed differences in terms of the purpose, the structure and the demographic-social characteristics of the organization (ii) It can well be said that public organizations have become more flexible by distancing away from the bureaucratic values; and, hence, the public and private organization cultures have converged.

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