Örgütsel öğrenme ile bireysel iş performansı ilişkisinde örgütsel zekâ ve yenilikçi iş davranışının rolleri
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Date
2021
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İstanbul Beykent Üniversitesi
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info:eu-repo/semantics/openAccess
Abstract
Örgütlerin rekabetin dinamik doğasına adapte olabilmeleri için stratejik yeteneklerini ön plana çıkarabilecek bütüncül bir anlayışa sahip olmaları gerekmektedir. Diğer taraftan örgütlerin bütünsel anlayışını etkileyen teknolojik, kitlesel ve bireysel faktörlerin hızlı değişimi ve gelişimi de örgütlerin ve üyelerinin çalışma biçimlerinde güncellemeye sebep olmaktadır. Bilgi çağının yansımasıyla bireyle örgüt arasındaki ilişki farklı bir boyut kazanmış, bireyden örgüte evrilen kazanımlar organizasyonel çıktılara dönüşmüştür. Özellikle, bireylerin örgüt çıktılarına olumlu etkisi, bireysel iş performansı üzerine daha derin odaklanmayı sağlamış, örgütlerin iş performanslarını güçlendirmek için içsel kaynaklarını titizlikle ele almalarını gerekli kılmıştır. Buradan hareketle bu çalışmada, örgütsel yapılarda en temel odak noktası haline gelen bilgi ve insan kaynağını yönetsel süreçlerde etkin kılacağı öngörülen örgütsel öğrenmenin, bireysel iş performansı üzerindeki doğrudan ve dolaylı etkilerinin araştırılması hedeflenmiştir. Aynı zamanda, örgütsel öğrenme ile bireysel iş performansı ilişkisinde bu yapıya katkı sağlayacağı düşünülen örgütsel zekâ ve yenilikçi iş davranışının aracı etkisinin test edilmesi amaçlanmaktadır. Bu çalışmada bireysel iş performansını iyileştirmeye yön verebilecek değişkenlerin seçimine özen gösterilmiştir. Ele alınan kavramsal modeli test etmek için nicel bir çalışma yapılmıştır. Anket yöntemi uygulanarak 760 hizmet sektörü çalışanından elde edilen veriler, nicel analiz yöntemleri ile analiz edilmiştir. Araştırma bulgusu, örgütsel öğrenmenin bireysel iş performansı üzerindeki anlamlı dolaylı etkisini ve bu kavramsal modelde örgütsel zekânın ve yenilikçi iş davranışının aracı rolü olduğunu göstermektedir. Bu çalışma ile bireysel iş performansı konusunda yöneticilerin ve uygulayıcıların kapsamlı bir bakış açısı kazanmaları ve çıkarım sağlayabilmeleri hedeflenmiştir.
In order for organizations to adapt to the dynamic nature of competition, they must have a holistic understanding, both organizational and individual, that can bring their strategic capabilities to the fore. On the other hand, the rapid change and development of technological, mass and individual factors that affect the holistic understanding of the organizations cause an update in the working styles of the organizations and their members. Moreover, with the reflection of the information age, the relationship between the individual and the organization has gained a different dimension and even the gains that have evolved from individual to organization have turned into organizational outputs. Particularly, the positive impact of individuals on organizational outcomes has enabled a deeper focus on individual work performance, and in particular, it has made it necessary for organizations to carefully consider their internal resources in order to strengthen their work performance. Hence, in this study, it is aimed to investigate the direct and indirect effects of organizational learning, which is predicted to make the knowledge and human resources, which have become the most fundamental focus in organizational structures, in managerial processes, on individual work performance. At the same time, it is aimed to test the mediating effect of organizational intelligence and innovative work behavior, which are thought to contribute to this structure in the relationship between organizational learning and individual job performance. In this study, attention was paid to the selection of variables that can guide the improvement of individual work performance. A quantitative study has been conducted to test the conceptual model under consideration. By applying the survey method, the data obtained from 760 service sector employees were analyzed by quantitative analysis methods. As a result, this study demonstrates the significant indirect effect of organizational learning on individual job performance and the mediating role of organizational intelligence and innovative work behavior in this conceptual model. With this study, it is aimed that managers and practitioners gain a comprehensive perspective and make inferences about individual job performance.
In order for organizations to adapt to the dynamic nature of competition, they must have a holistic understanding, both organizational and individual, that can bring their strategic capabilities to the fore. On the other hand, the rapid change and development of technological, mass and individual factors that affect the holistic understanding of the organizations cause an update in the working styles of the organizations and their members. Moreover, with the reflection of the information age, the relationship between the individual and the organization has gained a different dimension and even the gains that have evolved from individual to organization have turned into organizational outputs. Particularly, the positive impact of individuals on organizational outcomes has enabled a deeper focus on individual work performance, and in particular, it has made it necessary for organizations to carefully consider their internal resources in order to strengthen their work performance. Hence, in this study, it is aimed to investigate the direct and indirect effects of organizational learning, which is predicted to make the knowledge and human resources, which have become the most fundamental focus in organizational structures, in managerial processes, on individual work performance. At the same time, it is aimed to test the mediating effect of organizational intelligence and innovative work behavior, which are thought to contribute to this structure in the relationship between organizational learning and individual job performance. In this study, attention was paid to the selection of variables that can guide the improvement of individual work performance. A quantitative study has been conducted to test the conceptual model under consideration. By applying the survey method, the data obtained from 760 service sector employees were analyzed by quantitative analysis methods. As a result, this study demonstrates the significant indirect effect of organizational learning on individual job performance and the mediating role of organizational intelligence and innovative work behavior in this conceptual model. With this study, it is aimed that managers and practitioners gain a comprehensive perspective and make inferences about individual job performance.
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Keywords
İşletme, Business Administration
