Örgütsel Değişime Açıklık: Bir Ölçek Geliştirme Çalışması

Abdullah Çalışkan

doi:10.52791/aksarayiibd.1069524

EN TR

Openness Toward Organizational Change: A Scale Development Study

Abstract

In this study, it is aimed to develop an "Openness Toward Organizational Change Scale" that can measure the phenomenon of openness to change, which is one of the employee attitudes that provide positive impact and support for change and its results in organizations, with valid, reliable and the most appropriate number of expressions. Three different working groups consisting of industry, education and health sector workers were used in the research. The validity of the scale was made by exploratory factor analysis and confirmatory factor analysis, respectively. According to the results of the analysis, it was determined that the “Openness Toward Organizational Change Scale” has a single dimension and a structure consisting of 6 items. In addition, the criterion-dependent validity of the scale was ensured by making use of the leader support scale. Then, reliability analyzes were performed and it was proved that the scale was highly reliable. The results obtained show that the developed scale is a valid and reliable scale for measuring the tendency of individuals working in all enterprises and institutions in Turkey to be openness toward organizational change.

Keywords

Örgütsel Değişime Açıklık: Bir Ölçek Geliştirme Çalışması

Öz

Bu çalışmada, örgütlerde değişim ve sonuçları için olumlu etki ve destek sağlayan çalışan tutumlarından biri olan değişime açıklık olgusunu geçerli, güvenilir ve en uygun sayıda ifade ile ölçebilecek bir “Örgütsel Değişime Açıklık Ölçeği” geliştirmek amaçlanmıştır. Araştırmada sanayi, eğitim ve sağlık sektörü çalışanlarından oluşan üç faklı çalışma grubu kullanılmıştır. Ölçeğin geçerliği, sırasıyla keşfedici faktör analizi ve doğrulayıcı faktör analizi ile yapılmıştır. Analiz sonuçlarına göre “Örgütsel Değişime Açıklık Ölçeği” nin tek boyut ve 6 maddeden oluşan bir yapıya sahip olduğu belirlenmiştir. Ayrıca, lider desteği ölçeğinden istifade edilerek, ölçeğin ölçüt bağımlı geçerliği de sağlanmıştır. Ardından güvenilirlik analizleri yapılarak ölçeğin yüksek düzeyde güvenilir olduğu kanıtlanmıştır. Elde edilen sonuçlar, geliştirilen ölçeğin, Türkiye’deki yüm işletme ve kurumlarda görev yapan bireylerin örgütsel değişime açıklık eğiliminin ölçülmesinde geçerli ve güvenilir bir ölçek olduğunu göstermektedir.

Anahtar Kelimeler

References

Ackfeldt, A.L. & Coote, L. V. (2005). A study of organizational citizenship behaviors in a retail setting. Journal of Business Research, 58, s. 151-159.
Akkoç, İ., Turunç, Ö. & Çalışkan, A. (2011). Gelişim kültürü ve lider desteğinin yenilikçi davranış ve iş performansına etkisi: iş-aile çatışmasının aracılık rolü. İş. Güç Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 13 (4), S. 83-114.
Armenakis, A. A., & Bedeian, A. G. (1999). Organizational change: a review of theory and research in the 1990s. journal of management, 25(3), 293–315. https://doi.org/10.1177/014920639902500303
Armenakis, A. A., Harris, S. G., & Mossholder, K. W. (1993). Creating readiness for organizational change. Human Relations, 46(6), 681–703.
Augustsson, H., Richter, A., Hasson, H., & von Thiele Schwarz, U. (2017). The need for dual openness to change: A longitudinal study evaluating the impact of employees’ openness to organizational change content and process on intervention outcomes. The Journal of Applied Behavioral Science, 53(3), 349–368. https://doi.org/10.1177/0021886317691930.
Bademci, V. (2017). Ölçme ve araştırma yöntembiliminde çağdaş gelişmeler ve yeni standartlar 1: Geçerlik, ölçümlerin kullanımlarının ve önerilen yorumlarının bir özelliğidir. JRES, 4(1), 63-80.
Bademci, V. (2019). Tarih eğitiminde ölçme: Geçerlik hakkında doğrular ve yanlışlar. VI. Uluslararası Tarih Eğitimi Sempozyumu’nda sunulan bildiri, Abant İzzet Baysal Üniversitesi, Bolu.
Bayık, M. & Gürbüz, S., (2016). Ölçek uyarlamada metodoloji sorunu: yönetim ve örgüt alanında uyarlanan ölçekler üzerinden bir araştırma. The Journal of Human and Work, Volume 3(1), s. 1-20.

Beer, M., & Nohria, N. (2000a). Cracking the code of change. Harvard Business Review, 78(3), 133–141.
Beer, M., & Nohria, N. (2000b). Introduction: Resolving the tension between theories E and O. In M. Beer & N. Nohria (Eds.), Breaking the code of change (pp. 1–33). Boston: Harvard Business School Press.
Bommer, W. H., Rich, G. A., & Rubin, R. S. (2005). Changing attitudes about change: Longitudinal effects of transformational leader behavior on employee cynicism about organizational change. Journal of Organizational Behavior, 26(7), 733–753.
Bouckenooghe D. (2010). Positioning change recipients’ attitudes toward change in the organizational change literature. The Journal of Applied Behavioral Science; 46(4):500-531. doi:10.1177/0021886310367944
Bouckenooghe, D., Devos, G., & Van den Broeck, H. (2009). Organizational change questionnaire–climate of change, processes, and readiness: Development of a new instrument. Journal of Psychology, 143(6), 559–599.
Burke, W. W., & Biggart, N. (1997). Interorganizational relations. In D. Druckman, J. E. Singer, & H. Van Cott (Ed.), Enhancing organizational performance (pp. 120–149). Washington, DC: National Academies Press.
Burnes, B. (2004). Managing change: A strategic approach to organisational dynamics (4th ed.). London, England: Prentice Hall.
Büyüköztürk, Ş. (2016). Sosyal Bilimler İçin Veri Analizi El Kitabı. Ankara: Pegem Yayınları.
Byrne, B. M. (1994). Structural equation modeling with EQS and EQS/Windows. Thousand Oaks, CA: Sage Publications.
Carter, M. Z., Armenakis, A. A., Feild, H. S., & Mossholder, K. W. (2013). Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change. Journal of Organizational Behavior, 34(7), 942-958. doi:10.1002/job.1824
Chen, J., & Wang, L. (2007). Locus of control and the three components of commitment to change. Personality and Individual Differences, 42(3), 503–512.
Cho, S. W., & Na, S. I. (2011). The causal relationship among teachers’ commitment to change, efficacy, school climate, and principals’ transformational leadership in specialized vocational high schools. Journal of Agricultural Education and Human Resource Development, 43(1), 1–25.
Choi M. (2011) Employees’ attitudes toward organizational change: a literature review. Human Resource Management, 50(4):479–500. https://doi.org/10.1002/hrm.20434
Choi, M., & Ruona, W. E. A. (2011). Individual readiness for organizational change and its implications for human resource and organization development. Human Resource Development Review, 10(1), 46-73.
Cummings, T., & Worley, C. (2005). Organizational development and change. Mason, OH: South-Western.
Çalışkan A. (2007). Organizasyonel değişim yönetimi ve Azerbaycan Cumhuriyeti’ndeki türk menşeli işletmelerde bir uygulama. Süleyman Demirel Üniversitesi, Sosyal Bilimler Enstitüsü, Yayınlanmamış Doktora Tezi, Isparta.
Çalışkan, A. & Pekkan, N. Ü. (2020). Örgütsel dışlanma: bir ölçek uyarlama çalışması. Uluslararası İktisadi ve İdari Bilimler Dergisi, 6 (1), 51-60. DOI: 10.29131/uiibd.736413
Çalışkan, A. (2019). Değişime direnç: Bir ölçek uyarlama çalışması. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 24(2), 237-252.
Çalışkan, A. (2021). Örgütsel Güven. Bir Ölçek Geliştirme Çalışması. Antalya Bilim Üniversitesi Uluslararası Sosyal Bilimler Dergisi, 2(1): 42-59.
Çalışkan, A., Akkoç, İ. & Turunç, Ö. (2011). Örgütsel performansın artırılmasında motivasyonel davranışların rolü: yenilikçilik ve girişimciliğin aracılık rolü. Süleyman Demirel Üniversitesi İktisadi ve İBF Dergisi, 16(3), 363-401.
Çalışkan, A., Akkoç, İ. & Turunç, Ö. (2019). Yenilikçi davranış: bir ölçek uyarlama çalışması. Uluslararası İktisadi ve İdari Bilimler Dergisi, 5 (1), 94-111. DOI: 10.29131/uiibd.562196
De Vellis, R. F. (2003). Scale Development: theory and applications (2nd ed., Vol. 26). Thousand Oaks, CA: Sage Publications.
Devos, G., Buelens, M., & Bouckenooghe, D. (2007). Contribution of content, context, and process to understanding openness to organizational change: Two experimental simulation studies. Journal of Social Psychology, 147(6), 607–630.
Eby, L.T., Adams, D.M., Russell, J.E.A. and Gaby, S.H. (2000), “Perceptions of organizational readiness for change: factors related to employees’ reactions to the implementation of team based selling”. Human Relations, Vol. 53, 419-42.
Elias S. M. (2009). Employee commitment in times of change: assessing the ımportance of attitudes toward organizational change, Journal of Management, 35(1):37-55. doi:10.1177/0149206307308910
Ercan İ & Kan İ. (2004). Ölçeklerde güvenirlik ve geçerlik. Uludağ Üniversitesi Tıp Fakültesi Dergisi, 30(3):211-216.
Ford, J. D., Ford, L. W., & D'Amelio, A. (2008). Resistance to change: The rest of the story. Academy of Management Review, 33(2), 362–377.
Foster, R. D. (2010). Resistance, justice, and commitment to change. Human Resource Development Quarterly, 21(1), 3–39. Fugate, M., & Kinicki, A. J. (2008). A dispositional approach to employability: Development of a measure and test of implications for employee reactions to organizational change. Journal of Occupational and Organizational Psychology, 81(3), 503–527. https://doi.org/10.1348/096317907X241579.
Fugate, M., Prussia, G. E., & Kinicki, A. J. (2012). Managing employee withdrawal during organizational change: The role of threat appraisal. Journal of Management, 38(3), 890–914. https://doi.org/10.1177/0149206309352881.
Gill, R. (2002). Change management--or change leadership? Journal of Change Management, 3(4), 307-318.
Gürbüz, S. & Şahin, F. (2018). Sosyal Bilimlerde Araştırma Yöntemleri (5. Baskı). Ankara: Seçkin Yayıncılık.
Hair, J. F. J., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis seventh edition prentice hall.
Herold, D. M., Fedor, D. B., Caldwell, S., & Liu, Y. (2008). The effects of transformational and change leadership on employees' commitment to a change: a multilevel study. Journal of Applied Psychology, 93(2), 346-357. doi: 10.1037/0021-9010.93.2.346
Hill, N. S., Seo, M. G., Kang, J. H., & Taylor, M. S. (2012). Building employee commitment to change across organizational levels: The influence of hierarchical distance and direct managers’ transformational leadership. Organization Science, 23(3), 758–777. https://doi.org/10.1287/orsc.1110.0662.
Hinduan ZR, Wilson-Evered E, Moss S, Scannell E (2009). Leadership, work outcomes and openness to change following an Indonesian bank merger. Asia Pac. J. Hum. Res. 47(1):59-78.
Holt, D. T., Armenakis, A. A., Feild, H. S., & Harris, S. G. (2007). Readiness for organizational change: The systematic development of a scale. Journal of Applied Behavioral Science, 43(2), 232–255.
Janićijević, N. (2012). The Influence of Organizational Culture on Organizational Preferences towards the Choice of Organizational Change Strategy. Economic Annals, 57(193), 25-51.
Jeong, S., Hsiao, Y., Song, J.H., Kim, J., & Bae, S.H. (2016). The moderating role of transformational leadership on work engagement: The influences of professionalism and openness to change. Human Resource Development Quarterly, 27(4), 489–516. https://doi.org/10.1002/hrdq.21
Johansson, C., & Heide, M. (2008). Speaking of change: three communication approaches in studies of organizational change. Corporate Communications: An International Journal, 13(3), 288-305. doi: 10.1108/13563280810893661
Jones, R. A., Jimmieson, N. L., & Griffi ths, A. (2005). The impact of organizational culture and reshaping capabilities on change implementation success: The mediating role of readiness for change. Journal of Management Studies, 42(2), 361–386.
Kalaycı, Ş. (2006). Faktör analizi. SPSS Uygulamalı Çok Değişkenli İstatistik Teknikleri, Asil Yayın Dağıtım.
Kang, M., Lee, S., & Kim, M. (2008). Effects of cynicism about organizational change on job involvement and organizational commitment: Focused on the cases of private colleges. Korea Contents Association, 8, 243–251.
Klein HJ, Brinsfield CT, Cooper JT, Molloy JC. (2017). Quondam commitments: An examination of commitments employees no longer have. Acad Manag Discov. 3: 331–357. https://doi.org/10.5465/amd.2015.0073
Klein, K. J., & Sorra, J. S. (1996). The challenge of innovation implementation. Academy of Management Review, 21(4), 1055–1080.
Kotter, J. P. (1995). Leading change: Why transformation efforts fail. Harvard Business Review, 73(2), 59–67.
Kotter, J. P. (1996). Leading change. Boston, MA: Harvard Business School Press.
Lee JY, Park S, Baker R. (2018). The moderating role of top management support on employees’ attitudes in response to human resource development efforts. J Manag Organ. 24: 369–387. https://doi.org/10.1017/jmo.2017.37
Lenberg, P, Wallgren Tengberg L.G., Feldt, R. (2017). An initial analysis of software engineers’ attitudes towards organizational change. Empir Software Eng 22, 2179–2205. https://doi.org/10.1007/s10664-016-9482-0
Lyons, J. B., Swindler, S. D., & Offner, A. (2009). The impact of leadership on change readiness in the US military. Journal of Change Management, 9, 459–475.
Mahajan A, Bishop JW, Scott D. (2012). Does trust in top management mediate top management communication, employee involvement and organizational commitment relationships? J Manag Issues. 24: 173–190. Available: https://www.jstor.org/stable/43488132
Martin, A.J., Jones, E.S. and Callan, V.J. (2005), “The role of psychological climate in facilitating employee adjustment during organizational change”. European Journal of Work and Organizational Psychology, Vol. 14 No. 3, pp. 263-89.
Meydan, C. & Şeşen, H. (2011). Yapısal Eşitlik Modellemesi AMOS Uygulamaları, Detay Yayıncılık, Ankara.
Meyer, J. P., Hecht, T. D., Gill, H., & Toplonytsky, L. (2010). Person-organization (culture) fit and employee commitment under conditions of organizational change: A longitudinal study. Journal of Vocational Behavior, 76(3), 458–473.
Meyer, J. P., Srinivas, E. S., Lal, J. B., & Topolnytsky, L. (2007). Employee commitment and support for an organizational change: Test of the three-component model in two cultures. Journal of Occupational and Organizational Psychology, 80(2), 185–211.
Meyers, L.S., Gamst, G. C. & Guarino, C. (2005). Applied multivariate research: design and ınterpretation‖. SAGE Publications. ISBN-13: 978-1412904124.Westen, D. & Rosenthal R. (2003). Quantifying construct validity: Two simple measures. Journal of Personality and Social Psychology, 84 (3), 608-618.
Michaelis, B., Stegmaier, R., & Sonntag, K. (2009). Affective commitment to change and innovation implementation behavior: The role of charismatic leadership and employees' trust in top management. Journal of Change Management, 9(4), 399–417.
Miller, V. D., Johnson, J. R., & Grau, J. (1994). Antecedents to willingness to participate in a planned organizational change. Journal of Applied Communication Research, 22(1), 59–80.
Netemeyer, R. G, Boles J. S, Mckee D. O. & Mcmurrian, R. (1997). An ınvestigation into the antecedents of organizational citizenship behaviors in a personal selling context. Journal of Marketing, 61(3), s. 85-98.
Neves, P. (2009). Readiness for change: Contributions for employee's level of individual change and turnover intentions. Journal of Change Management, 9(2), 215–231.
Neves, P., & Caetano, A. (2009). Commitment to change: Contributions to trust in the supervisor and work outcomes. Group ve Organization Management, 34(6), 623–644.
Nielsen, K., & Randall, R. (2013). Opening the black box: Presenting a model for evaluating organizational-level interventions. European Journal of Work and Organizational Psychology, 22(5), 601–617. https://doi.org/10.1080/1359432X.2012.690556.
Ocak, M. (2020). Amos İle Adım Adım Yapısal Eşitlik Uygulamaları, Ekin Yayınevi, Bursa.
Oreg, S., Vakola, M., & Armenakis, A. (2011). Change recipients’ reactions to organizational change: A 60-year review of quantitative studies. The Journal of Applied Behavioral Science, 47(4), 461–524. https://doi.org/10.1177/0021886310396550.
Parish, J. T., Cadwallader, S., ve Busch, P. (2008). Want to, need to, ought to: Employee commitment to organizational change. Journal of Organizational Change Management, 21(1), 32–52.
Park, C.H., Song, J.H., Lim, D.H., & Kim, Y.W. (2014). The influences of openness to change, knowledge sharing intention and knowledge creation practice on employees’ creativity in the Korean public sector context. Human Resource Development International, 17, 203–221. https://doi.org/10.1080/13678868.2013.876256
Paulsen, N., Callan, V. J., Ayoko, O., & Saunders, D. (2013). Transformational leadership and innovation in an R&D organization experiencing major change. Journal of Organizational Change Management, 26(3), 595-610.
Pekkan, N. Ü. ve Çalışkan, A. (2020). Yaratıcı Takım İklimi Ölçeği: Türkçe’ ye Uyarlama, Geçerlilik Ve Güvenirlik Çalışması, İstanbul Ticaret Üniversitesi Sosyal Bilimler Dergisi, Y: 19, S: 39, 1007-1021. DOI: https://doi.org/10.46928/iticusbe.768433
Rafferty, A. E., Jimmieson, N. L., & Armenakis, A. A. (2012). Change readiness: A multilevel review. Journal of Management, 39, 110–135.
Redding, W. C. (1972). Communications within the organization: An interpretive review of theory and research. New York: Industrial Communication Council.
Schein, E. H. (1987). Process consultation: Lessons for managers and consultants (Vol. 2). Reading, MA: Addison-Wesley.
Schein, E. H. (1999). Process consultation revisited: Building the helping relationship. Reading, MA: Addison–Wesley.
Schermelleh-Engel K, Moosbrugger H & Müller H. (2003). Evaluating the fit of structural equation models: Tests of significance and descriptive goodness of-fit measures, Methods of Psychological Research Online, 8 (2), 23-74.
Schumacker, R. E. & Lomax, R. G. (2004). A beginner's guide to structural equation modeling, Second Edition. Mahwah, NJ: Lawrence Erlbaum Associates.
Schweizer, K. (2014). On the ways of ınvestigating the discriminant validity of a scale in giving special emphasis to estimation problems when ınvestigating multitrait-multimethod matrices. Psychological Test and Assessment Modeling, 56(1), 45-59.
Schyns, B. (2004). The influence of occupational self-efficacy on the relationship of leadership behavior and preparedness for occupational change. Journal of Career Development, 30, 247-261.
Sekaran, U. (1992). Research Methods For Business, Canada: John Wiley & Sons, Inc.
Sinval J, Miller V, Maroˆco J (2021) Openness Toward Organizational Change Scale (OTOCS): Validity evidence from Brazil and Portugal. PLoS ONE 16(4): e0249986. https://doi.org/10.1371/journal.pone.0249986
Steiger, J. H. (1990). Structural model evaluation and modification: An interval estimation approach. Multivariate Behavioural Research, 25, 173-180.
Stieler, M. (2017). Creating marketing magic and ınnovative future marketing trends. Bayreuth: Springer.
Stouten, J., Rousseau, D. M., & De Cremer, D. (2018). Successful organizational change: integrating the management practice and scholarly literatures. Academy of Management Annals, 12, 752-788. https://doi.org/10.5465/annals.2016.0095
Şencan H. (2005). Sosyal ve Davranışsal Ölçümlerde Güvenilirik ve Geçerlik. Ankara: Seçkin Yayıncılık, 1.baskı.
Tavşancıl E. (2002). Tutumların Ölçülmesi ve SPSS ile Veri Analizi. 1.baskı, Ankara: Nobel yayınevi.
Tezbaşaran, A. (1996). Likert tipi ölçek geliştirme kılavuzu, Psikologlar Derneği Yayınları. Ankara.
Wanberg, C. R., & Banas, J. T. (2000). Predictors and outcomes of openness to changes in a reorganizing workplace. Journal of Applied Psychology, 85(1), 132–142.
Watt, J. D., & Piotrowski, C. (2008). Organizational change cynicism: A review of the literature and intervention strategies. Organization Development Journal, 26(3), 23–31.
Weeks, W. A., Roberts, J., Chonko, L. B., & Jones, E. (2004). Organizational readiness for change, individual fear of change, and sales manager performance: An empirical investigation. Journal of Personal Selling & Sales Management, 24(1), 7–17.
Westen, D., & Rosenthal, R. (2003). Quantifying construct validity: Two simple measures. Journal of Personality and Social Psychology, 84(3), 608–618. https://doi.org/10.1037/0022-3514.84.3.608
Yue, C. A., Men, L. R., & Ferguson, M. A. (2019). Bridging transformational leadership, transparent communication, and employee openness to change: The mediating role of trust. Public Relations Review, 45(3). https://doi.org/10.1016/j.pubrev.2019.04.012

Details

Primary Language

Turkish

Subjects

Business Administration

Journal Section

Research Article

Authors

Abdullah Çalışkan ^*
0000-0001-5746-8550
Türkiye

Publication Date

June 30, 2022

Submission Date

February 7, 2022

Acceptance Date

June 16, 2022

Published in Issue

Year 2022 Volume: 14 Number: 2

DOI

https://doi.org/10.52791/aksarayiibd.1069524

IZ

https://izlik.org/JA35HC68ME

Cite

RIS / Bibtex

APA

Çalışkan, A. (2022). Örgütsel Değişime Açıklık: Bir Ölçek Geliştirme Çalışması. Aksaray Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, 14(2), 191-202. https://doi.org/10.52791/aksarayiibd.1069524