The Effect of Self-Efficiency and Organizational Identification on Innovative Behavior and Task Performance: A Research in the Education Sector

Yıl 2021, Cilt: 13 Sayı: 24, 210 - 225, 10.05.2021

Salih Zeki İmamoğlu , Serhat Erat , Eda Dilara Ayber

https://doi.org/10.20990/kilisiibfakademik.878657

Cited By: 1

Öz

Purpose: The aim of this study is to investigate the effect of self-efficacy and organizational identification on innovative behavior and task performance.
Design/Methodology: Survey method was used as data collection tool. Questionnaire was created by adopting scales from prior studies, 8-statement self-efficacy scale developed by Chen et al. (2001), 6-statement organizational identification scale developed by Mael and Ashforth (1992), 6-statement innovative behavior scale developed by Scott and Bruce (1994) and 9-statement task performance scale developed by Goodman and Svyantek (1999). The research data were collected from 303 education personnel working in the education sector in Gebze district of Kocaeli province. The collected data were analyzed with the SPSS statistical analysis package program and tested with factor analysis, correlation analysis and regression analysis.
Findings: As a result of the analysis, it was determined that self-efficacy positively and significantly affected innovative behavior, and also organizational identification positively and significantly affected innovative behavior. In addition, it was seen that self-efficacy and organizational identification had a significant positive effect on innovative behavior and task performance. According to the results of the research, it is understood that employees who identify with their organizations and have high self-efficacy display positive behaviors for the benefit of the organization in terms of both their innovative behavior and task performance. It is thought that these findings will guide managers and researchers working in similar fields to develop innovative behaviors of employees in the organization and increase their performance and also contribute to the literature.
Limitations: The limitations of this study are that the sample consists of only Gebze district of Kocaeli province and those working in the education sector.
Originality/Value: Although enough studies have been done on the concepts of self-efficacy, organizational identification, innovative behavior and task performance and the relationships between these concepts, there is no study examining the effect of self-efficacy and organizational identification on innovative behavior and task performance in the literature. This study aims to explain the effect of positive organizational behavior concepts such as self-efficacy and organizational identification on variables such as innovative behavior and task performance and contribute to the enrichment of the literature.

Anahtar Kelimeler

Self-Efficacy, Organizational Identification, Innovative Behavior, Task Performance

Öz Yeterlilik ve Örgütsel Özdeşleşmenin Yenilikçi Davranış ve Görev Performansı Üzerindeki Etkisi Eğitim Sektöründe Bir Araştırma

Öz

Amaç: Bu araştırmanın amacı, öz yeterlilik ve örgütsel özdeşleşmenin yenilikçi davranış ve görev performansı üzerindeki etkisini araştırmaktır.
Tasarım/Yöntem: Veri toplama aracı olarak anket yöntemi kullanılmıştır. Anket Chen ve arkadaşları (2001) tarafından geliştirilen 8 ifadeli öz-yeterlilik ölçeği, Mael ve Ashforth (1992) tarafından geliştirilen 6 ifadeli örgütsel özdeşleşme ölçeği, Scott ve Bruce (1994) tarafından geliştirilen 6 ifadeli yenilikçi davranış ölçeği ve Goodman ve Svyantek (1999) tarafından geliştirilen 9 ifadeli görev performansı ölçeğinden yararlanılarak oluşturulmuştur. Araştırma verileri, Kocaeli ili Gebze ilçesindeki eğitim sektöründe çalışan 303 eğitim personelinden toplanmıştır. Toplanan veriler SPSS istatistiksel analiz paket programıyla analize tabi tutulmuş ve faktör analizi, korelasyon analizi ve regresyon analizleri ile test edilmiştir.
Bulgular: Analizler sonucunda öz yeterlilik ve örgütsel özdeşleşmenin yenilikçi davranış ve görev performansı üzerinde pozitif yönde anlamlı bir etkisinin olduğu görülmüştür. Araştırma sonucuna göre örgütleri ile özdeşleşen, öz yeterlilikleri yüksek çalışanların gerek yenilikçi davranışları gerekse de görev performanslarında örgüt yararına olumlu sonuçlar sergiledikleri anlaşılmaktadır. Elde edilen bu bulguların yöneticilere ve benzer alanda çalışan araştırmacılara, örgüt çalışanlarının yenilikçi davranışlarını geliştirmeleri ve performanslarını artırmaları hususunda yol göstereceği ve literatüre katkı sağlayacağı düşünülmektedir.
Sınırlılıklar: Örneklemin sadece Kocaeli ili Gebze ilçesinden ve eğitim sektöründe çalışanlardan oluşması bu araştırmanın sınırlılıklarıdır.
Özgünlük/Değer: Öz yeterlilik, örgütsel özdeşleşme, yenilikçi davranış ve görev performansı kavramları ve bu kavramların birbirleriyle olan ilişkileri üzerine yeterince çalışma yapılmış olmasına karşın öz yeterlilik ve örgütsel özdeşleşmenin yenilikçi davranış ve görev performansı üzerine etkisini inceleyen çalışmaya literatürde rastlanmamıştır. Bu çalışma ile öz yeterlilik ve örgütsel özdeşleşme gibi pozitif örgütsel davranış kavramlarının yenilikçi davranış ve görev performansı gibi örgütün çıktılarına yönelik değişkenler üzerindeki etkisinin açıklanması amaçlanmakta ve literatürün zenginleşmesine katkı sağlanması hedeflenmektedir.

Anahtar Kelimeler

Öz Yeterlilik, Örgütsel Özdeşleşme, Yenilikçi Davranış, Görev Performansı

Kaynakça

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