Araştırma Makalesi
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Openness Toward Organizational Change: A Scale Development Study

Yıl 2022, Cilt: 14 Sayı: 2, 191 - 202, 30.06.2022

Abdullah Çalışkan

https://doi.org/10.52791/aksarayiibd.1069524
Cited By: 7

Öz

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.

Anahtar Kelimeler

Openness Toward Organizational Change Validity Reliability

Kaynakça

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  • 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.
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  • 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.
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  • 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.
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Örgütsel Değişime Açıklık: Bir Ölçek Geliştirme Çalışması

Yıl 2022, Cilt: 14 Sayı: 2, 191 - 202, 30.06.2022

Abdullah Çalışkan

https://doi.org/10.52791/aksarayiibd.1069524
Cited By: 7

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

Örgütsel Değişime Açıklık Geçerlik güvenilirlik

Kaynakça

  • 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.
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Toplam 96 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Konular İşletme
Bölüm Araştırma Makalesi
Yazarlar

Abdullah Çalışkan 0000-0001-5746-8550

Erken Görünüm Tarihi 26 Haziran 2022
Yayımlanma Tarihi 30 Haziran 2022
Yayımlandığı Sayı Yıl 2022Cilt: 14 Sayı: 2

Kaynak Göster

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
AMA Çalışkan A. Örgütsel Değişime Açıklık: Bir Ölçek Geliştirme Çalışması. ASÜ İİBF Dergisi. Haziran 2022;14(2):191-202. doi:10.52791/aksarayiibd.1069524
Chicago Çalışkan, Abdullah. “Örgütsel Değişime Açıklık: Bir Ölçek Geliştirme Çalışması”. Aksaray Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi 14, sy. 2 (Haziran 2022): 191-202. https://doi.org/10.52791/aksarayiibd.1069524.
EndNote Çalışkan A (01 Haziran 2022) Örgütsel Değişime Açıklık: Bir Ölçek Geliştirme Çalışması. Aksaray Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 14 2 191–202.
IEEE A. Çalışkan, “Örgütsel Değişime Açıklık: Bir Ölçek Geliştirme Çalışması”, ASÜ İİBF Dergisi, c. 14, sy. 2, ss. 191–202, 2022, doi: 10.52791/aksarayiibd.1069524.
ISNAD Çalışkan, Abdullah. “Örgütsel Değişime Açıklık: Bir Ölçek Geliştirme Çalışması”. Aksaray Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi 14/2 (Haziran 2022), 191-202. https://doi.org/10.52791/aksarayiibd.1069524.
JAMA Çalışkan A. Örgütsel Değişime Açıklık: Bir Ölçek Geliştirme Çalışması. ASÜ İİBF Dergisi. 2022;14:191–202.
MLA Çalışkan, Abdullah. “Örgütsel Değişime Açıklık: Bir Ölçek Geliştirme Çalışması”. Aksaray Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, c. 14, sy. 2, 2022, ss. 191-02, doi:10.52791/aksarayiibd.1069524.
Vancouver Çalışkan A. Örgütsel Değişime Açıklık: Bir Ölçek Geliştirme Çalışması. ASÜ İİBF Dergisi. 2022;14(2):191-202.

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