Örgütsel Öğrenmenin İş Tatminine Etkisi: Demir-Çelik Sektöründe Bir Uygulama
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2021-05-06
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info:eu-repo/semantics/openAccess
Özet
İnsanoğlu var olduğu ilk günden beri, hayatta kalabilmek, yaşamını devam ettirebilmek için çevreye uyum sağlayarak değişime ve gelişime adapte olmaya, farklı düzenler oluşturarak kendini yenilemeye çalışmaktadır. Bilginin oldukça hızlı ve yoğun aktığı çağımızda, örgütler için de yaşamlarını sürdürebilmek ve rekabet üstünlüğü elde edebilmek için, bilginin elde edilmesi, bilginin yayılması, bilginin yorumlanması ve örgütsel bir bellek oluşturulması, başka bir deyişle, örgütsel öğrenmenin öneminin kavranarak uygulanması oldukça önemli hale gelmiştir. Dinamik bir yapıya ve hızlı değişen çevre koşullarına sahip olan demir-çelik sektöründe, çevreye hızlı adapte olan, kolay öğrenebilen, esnek, takım çalışmasına yönelik bir yapıya sahip olunmasının örgütlerin başarılarını artıracağı düşünülmektedir. Söz konusu özelliklere sahip olmak, örgütsel öğrenmenin örgüt içerisinde her kademede desteklenmesi ile oluşacaktır. Öğrenen bir örgüt yapısının, hem başarının anahtarı olması hem de bu yapı içerisinde yer alan çalışanların işlerine karşı tutumlarını olumlu yönde etkilemesi beklenmektedir. Bu araştırmanın amacı, örgütsel öğrenmenin sürekli öğrenme, diyalog ve araştırma, takım halinde öğrenme, paylaşımcı sistemler, güçlendirilmiş çalışanlar, sistemler arası bağlantı, destekleyici liderlik boyutları ile değişime ayak uydurmak için dönüşüm ve değişim süreçlerinin bir süreklilik arz ettiği sektörlerden biri olan demir-çelik sektöründe, örgütsel öğrenme seviyesinin araştırılması, örgütsel öğrenmenin iş tatminine etkisi olup olmadığını demografik özellikler çerçevesinde incelemektir. Araştırma kapsamında, öncelikle örgütsel öğrenme ve iş tatminine ilişkin literatür taraması gerçekleştirilmiştir. Akabinde, demir - çelik sektöründe faaliyet gösteren 21 firmada anket çalışması yapılmış olup verilerin yapı geçerlilikleri IBM SPSS AMOS 24, verilerin analizi ise IBM SPSS Istatistics 22 ile gerçekleştirilmiştir. Araştırma doğrultusunda gerçekleştirilen analizler neticesinde, örgütsel öğrenme ile iş tatmini arasında pozitif yönlü güçlü bir ilişki olduğu gözlemlenmiştir. Örgütsel öğrenme ve iş tatmininde katılımcıların cinsiyet, yaş, mesleki pozisyon, eğitim, mesleki deneyim değişkenlerine göre anlamlı farklılaştığı gözlemlenirken, medeni duruma göre anlamlı olarak farklılaşmamaktadır. Örgütsel öğrenme boyutlarından iş tatmini üzerinde en fazla etkisi olan ve iş tatminini açıklamada en etkili olan boyutun paylaşımcı sistemler olduğu gözlemlenmiştir.
In order to survive and maintain their life, human beings have been trying to adapt to change and development by adjusting to the environment and to evolve themselves by creating new orders since the first day of existence. In our age where information flows very rapidly and intensely, it has become absolutely crucial for organizations to gain information, disseminate information, interpret information and create an organizational memory in order to survive and gain competitive advantage; in other words, the significance of organizational learning to be understood and applied has been explicitly acknowledged. In the iron and steel industry, which has a dynamic structure and rapidly changing environmental conditions, it is thought that having a structure that adapts quickly to the environment, learns easily, seems flexible, and is geared towards teamwork will increase the success of organizations. Retaining these features could be possible by supporting organizational learning at every level within the organization. It is expected that a learning organizational structure will both be the key to success and positively affect the attitudes of the employees towards their jobs in this structure. The purpose of the study is to investigate the level of organizational learning and to examine whether organizational learning has an effect on job satisfaction within the framework of demographic characteristics in the iron and steel industry, which is one of the sectors where organizational learning transformation and change processes are continuous to keep up with the change through such dimensions of organisational learning as continuous learning, dialogue and research, team learning, sharing systems, empowered employees, connecting the organization to its environment, and supportive leadership. Within the scope of the research, first of all, a literature review on organizational learning and job satisfaction was carried out. Subsequently, a survey was conducted in 21 companies operating in the iron and steel industry, and the construct validity of the data was carried out with IBM SPSS AMOS 24 and the analysis of the data was carried out with IBM SPSS Statistics 22. As a result of the analyzes carried out in line with the research, it was observed that there was a strong positive relationship between organizational learning and job satisfaction. While it was found that the participants differed significantly in organizational learning and job satisfaction according to the variables of gender, age, professional position, education, professional experience, they did not differ significantly in terms of marital status. It was also discovered that the dimension of organizational learning that had the biggest impact on job satisfaction and played the most effective role in explaining job satisfaction was sharing systems."
In order to survive and maintain their life, human beings have been trying to adapt to change and development by adjusting to the environment and to evolve themselves by creating new orders since the first day of existence. In our age where information flows very rapidly and intensely, it has become absolutely crucial for organizations to gain information, disseminate information, interpret information and create an organizational memory in order to survive and gain competitive advantage; in other words, the significance of organizational learning to be understood and applied has been explicitly acknowledged. In the iron and steel industry, which has a dynamic structure and rapidly changing environmental conditions, it is thought that having a structure that adapts quickly to the environment, learns easily, seems flexible, and is geared towards teamwork will increase the success of organizations. Retaining these features could be possible by supporting organizational learning at every level within the organization. It is expected that a learning organizational structure will both be the key to success and positively affect the attitudes of the employees towards their jobs in this structure. The purpose of the study is to investigate the level of organizational learning and to examine whether organizational learning has an effect on job satisfaction within the framework of demographic characteristics in the iron and steel industry, which is one of the sectors where organizational learning transformation and change processes are continuous to keep up with the change through such dimensions of organisational learning as continuous learning, dialogue and research, team learning, sharing systems, empowered employees, connecting the organization to its environment, and supportive leadership. Within the scope of the research, first of all, a literature review on organizational learning and job satisfaction was carried out. Subsequently, a survey was conducted in 21 companies operating in the iron and steel industry, and the construct validity of the data was carried out with IBM SPSS AMOS 24 and the analysis of the data was carried out with IBM SPSS Statistics 22. As a result of the analyzes carried out in line with the research, it was observed that there was a strong positive relationship between organizational learning and job satisfaction. While it was found that the participants differed significantly in organizational learning and job satisfaction according to the variables of gender, age, professional position, education, professional experience, they did not differ significantly in terms of marital status. It was also discovered that the dimension of organizational learning that had the biggest impact on job satisfaction and played the most effective role in explaining job satisfaction was sharing systems."
Açıklama
Anahtar Kelimeler
Örgütsel Öğrenme, Öğrenen Örgütler, İş Tatmini, Demir-Çelik Sektörü, Organizational Learning, Learning Organizations, Job Satisfaction, Iron and Steel Sector
