Hatice Şehime ÖZÜTLER, M. Moneer SHAGHASY

Örgütsel Öğrenme Kültürünün Organizasyonel Performans Üzerindeki Etkisi: Afganistan Örneği

Örgütsel öğrenme kültürü, kurumların bir kaynak olarak bilgiyi ne derece etkin kullandığı, yarattığı, aktarabildiği ve dönüştürebildiğini yansıtır. Bu nedenle, bir kaynak olarak bilgiden elde ettiği fayda fonksiyonunu optimize eden bir organizasyon, öğrenen bir organizasyondur ve örgütsel performans ile örgütsel öğrenme doğrusal ilişkilidir. Öğrenen organizasyonlar değişikliklere hızla adapte olabilmelerini sağlayan dinamik bir kültür geliştirdikleri için organizasyonel performansın tüm seviyelerinde başarılı olmaktadırlar. Artan organizasyonel performans, hem finansal performansın ötesindedir hem de örgütsel öğrenme ile yakın ilişkilidir. Bu nedenle, çalışmada örgütsel öğrenme kültürü'nün yedi boyutunun örgütsel performans üzerindeki etkileri incelenmiştir. Son yıllarda Afganistan, ülke kalkınması amacıyla uluslararası ortaklarla beraber çok sayıda proje üstlenmiş; ülkeye barış, güvenlik, kapasite artırımı ve yeniden yapılanma amacıyla önemli miktarda yatırım yapılmıştır. Örgütsel öğrenme kültürü, organizasyonel performansa katkıda bulunan önemli bir değişkendir. Bu nedenle çalışma, Afganistan’da kamu önülüğünde yürütülen projeler için örgütsel öğrenme kültürünün, örgütsel performans üstündeki etkisini incelemektedir. Anket çalışmasından elde edilen ampirik sonuçlar, örgütsel öğrenme kültürü'nün yedi boyutu ile organizasyonel performans arasındaki güçlü ilişkiyi onaylamıştır. Tüm performans düzeyleri ile ters ilişkili olan sistem bağlantıları ve gömülü sistemler dışındaki tüm parametrelerin organizasyonel performans ile pozitif yönlü güçlü bir ilişkiye sahip olduğu gözlemlenmiştir.

Anahtar Kelimeler:

örgütsel öğrenme kültürü, organizasyonel performans, iktisadi kalkınma

The Impact of Organizational Learning Culture on Organizational Performance: Case Study for Afghanistan

Organizational learning culture (OLC) reflects how much an organization is capable of accumulating, creating, transferring, and transforming knowledge as a resource within an organization. An organization optimizing its utility from knowledge can be defined as a learning organization. Therefore, organizational performance and organizational learning hold a direct link. Learning organizations develop a dynamic culture which allows them to rapidly adapt themselves to changes, and it results in success in all levels of organizational performance. An increased organizational performance goes beyond financial performance. In this study, seven dimensions of OLC are investigated in terms of their impact on organizational performance. Over the last decades in Afghanistan, multiple development projects have been undertaken, and substantial amounts of investment have been made for accelerated development, peace, security, capacity building, and reconstruction in collaboration with international partners. Because OLC is a constructive contributor to performance outcomes, the study conducts a survey analysis to examine the contribution of OLC to the organizational performance in Afghanistan for publicly and donor-funded projects. Empirical results revealed that there is a strong relationship between OLC and organizational performance with respect to the seven dimensions of OLC. Except for the system connections and embedded systems which hold an inverse relationship with different performance outcomes, it is observed that all OLC parameters hold a strong positive relationship with performance outcomes.

Keywords:

organizational learning culture, organizational performance, economic development,

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