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Year 2013, Volume: 15 Issue: 1, 88 - 112, 01.03.2013

Abstract

The aim of this study is to investigate the effect of group and hierarchical culture on the employees’ innovative behaviors and the mediating role of empowerment on this effect. The relationship between the aforementioned variables is analyzed by using a set of statistical techniques, i.e., factor analysis, regression analysis, and sobel tests. The data used in the analysis is obtained through questionnaires filled out by 510 employees of the private firms in the defense sector in Ankara. The results of the analysis indicate that group culture and hierarchical culture affect innovative behaviour positively and empowerment has a partial mediating role in that effect.

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İç Odaklı Örgüt Kültürünün Yenilikçi Davranışa Etkisinde Personel Güçlendirmenin Aracılık Rolü

Year 2013, Volume: 15 Issue: 1, 88 - 112, 01.03.2013

Abstract

Bu çalışmanın amacı grup kültürü ve hiyerarşik kültürün çalışanların yenilikçi davranışına etkisi ve bu etkide personel güçlendirmenin aracılık rolünün tespit edilmesidir. Söz konusu değişkenler arasındaki ilişki; faktör analizi, regresyon analizi ve sobel testleri gibi istatistiksel yöntemler ile analiz edilmiştir. Çalışmada Ankara ilinde faaliyet gösteren ve savunma sektöründe yer alan özel işletmeler ele alınmıştır. Bu konuda hazırlanan anket formu ile 510 çalışandan toplanan veriler kullanılarak çalışmada yer alan değişkenler arasındaki ilişkiler belirlenmeye çalışılmıştır. Çalışma sonucunda, grup kültürü ve hiyerarşik kültürün yenilikçi davranışı olumlu yönde etkilediği ve personel güçlendirmenin bu ilişkide kısmi aracılık etkisinin olduğu belirlenmiştir.

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There are 137 citations in total.

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Other ID JA23BY57ZT
Journal Section Articles
Authors

Dr. Abdullah Çalışkan

Publication Date March 1, 2013
Published in Issue Year 2013 Volume: 15 Issue: 1

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APA Çalışkan, D. A. (2013). İç Odaklı Örgüt Kültürünün Yenilikçi Davranışa Etkisinde Personel Güçlendirmenin Aracılık Rolü. ISGUC The Journal of Industrial Relations and Human Resources, 15(1), 88-112.
AMA Çalışkan DA. İç Odaklı Örgüt Kültürünün Yenilikçi Davranışa Etkisinde Personel Güçlendirmenin Aracılık Rolü. isguc. March 2013;15(1):88-112.
Chicago Çalışkan, Dr. Abdullah. “İç Odaklı Örgüt Kültürünün Yenilikçi Davranışa Etkisinde Personel Güçlendirmenin Aracılık Rolü”. ISGUC The Journal of Industrial Relations and Human Resources 15, no. 1 (March 2013): 88-112.
EndNote Çalışkan DA (March 1, 2013) İç Odaklı Örgüt Kültürünün Yenilikçi Davranışa Etkisinde Personel Güçlendirmenin Aracılık Rolü. ISGUC The Journal of Industrial Relations and Human Resources 15 1 88–112.
IEEE D. A. Çalışkan, “İç Odaklı Örgüt Kültürünün Yenilikçi Davranışa Etkisinde Personel Güçlendirmenin Aracılık Rolü”, isguc, vol. 15, no. 1, pp. 88–112, 2013.
ISNAD Çalışkan, Dr. Abdullah. “İç Odaklı Örgüt Kültürünün Yenilikçi Davranışa Etkisinde Personel Güçlendirmenin Aracılık Rolü”. ISGUC The Journal of Industrial Relations and Human Resources 15/1 (March 2013), 88-112.
JAMA Çalışkan DA. İç Odaklı Örgüt Kültürünün Yenilikçi Davranışa Etkisinde Personel Güçlendirmenin Aracılık Rolü. isguc. 2013;15:88–112.
MLA Çalışkan, Dr. Abdullah. “İç Odaklı Örgüt Kültürünün Yenilikçi Davranışa Etkisinde Personel Güçlendirmenin Aracılık Rolü”. ISGUC The Journal of Industrial Relations and Human Resources, vol. 15, no. 1, 2013, pp. 88-112.
Vancouver Çalışkan DA. İç Odaklı Örgüt Kültürünün Yenilikçi Davranışa Etkisinde Personel Güçlendirmenin Aracılık Rolü. isguc. 2013;15(1):88-112.