Organizasyonel yeniliğin ve personel güçlendirmenin iş performansına etkisi: bir sanayi firması uygulaması
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Dosyalar
Tarih
2021
Yazarlar
Dergi Başlığı
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Yayıncı
İşletme Araştırmaları Dergisi
Erişim Hakkı
info:eu-repo/semantics/openAccess
Özet
ÖZET: Amaç - Günümüzde işletmelerin yenilik performanslarını arttırabilmeleri yeteneklerine güvenilen iş görenlerin yaratıcı düşüncelerini açığa çıkarmaları ile mümkün olabilmektedir. Çalışanlarda yaratıcı fikirlerin açığa çıkmasını sağlayan örgütler rekabet ortamında ayakta kalmayı başaracaklardır. Personel güçlendirme ile hem iş performansı hem de organizasyonel yenilik performansı değişim gösterecektir. Bu araştırmanın amacı, personel güçlendirme ve organizasyonel yeniliğin çalışan performansı üzerindeki etkilerini incelemektir. Yöntem - Kocaeli ilinde faaliyet gösteren Arçelik A.Ş.’nin yan sanayi ürünlerini oluşturan Tekkan A.Ş.’nin 300 çalışanına anket uygulaması yapılmıştır. Eksiksiz gelen 175 anket değerlemeye alınmıştır. Çalışanların organizasyonel yenilik performansı Wang ve Ahmet’in 2004 yılında geliştirdiği 17 soruluk Organizasyonel Yenilik Ölçeği ile ölçülmüştür. Çalışanlarda personel güçlendirme ölçümünde Spreitzer’in (1995) anlam, yeterlilik, seçim ve etki boyutlarından oluşan 12 soruluk Psikolojik Güçlendirme Ölçeği kullanılmıştır. İş performansı ise 4 sorudan oluşan Kirkman ve Rosen (1999) ölçeği ile ölçülmüştür. Verilerin analiz edilmesinde SPSS programı kullanılmış, tüm ölçekler için geçerlik ve güvenilirlik analizleri yapılmıştır. Çalışmada değişkenler arası ilişki ve etki düzeyini ölçmek amaçlı faktör analizi, korelasyon ve regresyon analizleri yapılmıştır. Bulgular - Araştırma sonucunda, personel güçlendirmenin organizasyonel yenilik performansı ve iş performansı üzerinde etkisinin olduğu görülmüştür. Tartışma - Organizasyonel yenilik faktörleri olan süreç ve ürün yeniliği, davranışsal yenilik ve stratejik yenilik ile iş performansı arasında ilişki tespit edilmeye çalışılmış ve Personel güçlendirme faktörleri olan anlam faktörü, seçim faktörü, etki faktörü ve yeterlilik faktörü ile iş performansı arasındaki ilişki irdelenmiştir.
ABSTRACT: Purpose - Today it can be possible for the firms to increase their innovation performance when the employees whose talents are needed reveal their creative thoughts and ideas. Organizations that enable employees to reveal their creative ideas will be able to survive in the competitive environment. Both job performance and organizational innovation performance will change with employee empowerment. The purpose of this study is to examine the effects of employee empowerment and organizational innovation on job performance. Design/methodology/approach – In this study, a questionnaire was administered to 300 employees of Tekkan Inc, which is operated in Kocaeli and produces byproducts of Arçelik Inc. 175 complete questionnaires were included in the study. Organizational innovation performance of the employees was measured by using the 17-item organizational innovation scale developed by Wang and Ahmet (2004). To measure employee empowerment, Spreitzer’s (1995) Psychological Empowerment Scale – a 12-item questionnaire with the dimensions of meaning, competence, self-determination and impact- was used. Job performance was measured by using the 4-item job performance scale developed by Kirkman and Rosen (1999). SPSS program was used to analyze the data, and validity and reliability analyses were carried out for all scales. In the study, factor analysis, correlation and regression analyses were performed to measure the relationship and impact level of the variables. Findings - As a result of the research, employee empowerment and organizational innovation performance were found to have an effect on job performance. Discussion - The relationship between organizational innovation factors such as process and product innovation, behavioral innovation and strategic innovation and job performance has been tried to be determined, and the relationship between employee empowerment factors such as meaning factor, selection factor, impact factor and competence factor and job performance has been investigated.
ABSTRACT: Purpose - Today it can be possible for the firms to increase their innovation performance when the employees whose talents are needed reveal their creative thoughts and ideas. Organizations that enable employees to reveal their creative ideas will be able to survive in the competitive environment. Both job performance and organizational innovation performance will change with employee empowerment. The purpose of this study is to examine the effects of employee empowerment and organizational innovation on job performance. Design/methodology/approach – In this study, a questionnaire was administered to 300 employees of Tekkan Inc, which is operated in Kocaeli and produces byproducts of Arçelik Inc. 175 complete questionnaires were included in the study. Organizational innovation performance of the employees was measured by using the 17-item organizational innovation scale developed by Wang and Ahmet (2004). To measure employee empowerment, Spreitzer’s (1995) Psychological Empowerment Scale – a 12-item questionnaire with the dimensions of meaning, competence, self-determination and impact- was used. Job performance was measured by using the 4-item job performance scale developed by Kirkman and Rosen (1999). SPSS program was used to analyze the data, and validity and reliability analyses were carried out for all scales. In the study, factor analysis, correlation and regression analyses were performed to measure the relationship and impact level of the variables. Findings - As a result of the research, employee empowerment and organizational innovation performance were found to have an effect on job performance. Discussion - The relationship between organizational innovation factors such as process and product innovation, behavioral innovation and strategic innovation and job performance has been tried to be determined, and the relationship between employee empowerment factors such as meaning factor, selection factor, impact factor and competence factor and job performance has been investigated.
Açıklama
Anahtar Kelimeler
İnovasyon, Personel Güçlendirme, İş performansı, Innovation, Employee empowerment, Job performance
Kaynak
İşletme Araştırmaları Dergisi
