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Journals / İşletme Araştırmaları Dergisi / 2020 / Cilt: 12 - Sayı: 4

The Impact of Organizational Culture on Employee Empowerment and Intention to Leave

Örgüt Kültürünün Personel Güçlendirme ve İşten Ayrılma Niyeti Üzerine Etkisi

RAHMAN TEMİZKAN
Mustafa YILDIRIM
Pages
4151–4165
DOI
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AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

Findings – According to the results, it has been determined that hierarchy culture, which is one of the organizational culture dimensions, has a negative relationship with strengthening practices.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:Purpose – The aim of this study is to identified the relationship patterns between organizational culture, employee empowerment and intention to leave.
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Key Findings & Data:Design/methodology/approach – For this purpose, a field study was carried out in Istanbul.
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Conclusion & Impact:Findings – According to the results, it has been determined that hierarchy culture, which is one of the organizational culture dimensions, has a negative relationship with strengthening practices.
🔬Design:Research Article
📍Scope:Comprehensive Sample
⚙️Variables:Domain Parameters

Abstract

Purpose – The aim of this study is to identified the relationship patterns between organizational culture, employee empowerment and intention to leave. Design/methodology/approach – For this purpose, a field study was carried out in Istanbul. The research was carried out on individuals working in the hotel establishments. In the context of the research’s purpose and hypotheses, the correlation and regression analyzes were performed. Findings – According to the results, it has been determined that hierarchy culture, which is one of the organizational culture dimensions, has a negative relationship with strengthening practices. In addition, it was observed that prescriptivism, entrepreneurship, openness and development dimensions had a positive effect on employee empowerment. Discussion – No relation was found between clan culture and employee empowerment. On the other hand, it was concluded that prescriptivism, entrepreneurship, openness, clan and development cultures have a negative effect on the intention to leave, while hierarchy culture has a positive effect on the intention to leave. The results are thought to contribute to the related literature and practitioners.

Özet

Amaç – Bu çalışmanın amacı, örgüt kültürü, personel güçlendirme ve işten ayrılma niyeti arasındaki ilişki örüntülerini belirlemektir. Yöntem – Bu amaçla, İstanbul’da bir saha çalışması yürütülmüştür. Araştırma otel işletmesinde çalışan bireyler üzerinde gerçekleştirilmiştir. Araştırmanın amacı ve hipotezleri bağlamında, korelasyon ve regresyon analizleri yapılmıştır. Bulgular – Sonuçlara göre, hiyerarşi kültürünün güçlendirme ile negatif bir ilişkiye sahip olduğu; kuralcılık, girişimcilik, açıklık ve gelişim boyutlarının ise personel güçlendirme üzerinde pozitif bir etkiye sahip olduğu belirlenmiştir. Tartışma – Klan kültürü ile personel güçlendirme arasında herhangi bir ilişki tespit edilememiştir. Diğer yandan, kuralcılık, girişimcilik, açıklık, klan ve gelişim kültürlerinin işten ayrılma niyeti üzerinde negatif bir etkiye, hiyerarşi kültürünün ise işten ayrılma niyeti üzerinde pozitif bir etkiye sahip olduğu sonucuna ulaşılmıştır. Sonuçların ilgili literatüre ve uygulayıcılara katkı sağlayacağı düşünülmektedir.

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Cite This Article

TEMİZKAN, R., YILDIRIM, M. (2020). The Impact of Organizational Culture on Employee Empowerment and Intention to Leave. İşletme Araştırmaları Dergisi, Cilt: 12 - Sayı: 4, 4151–4165. https://ajindex.com/articles/217574

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