Publication: The role of team climate in a rapidly changing organization and its effects on team performance
Abstract
Araştırmanın amacı, özellikle örgüt yapısı anlamında hızla değişen bir örgütte takım iklimi ve takım ikliminin alt faktörlerini araştırmaktır. Buna ek olarak, takım ikliminin takım performansına etkisi araştırılmıştır. Bu araştırma için Anderson ve West (1997) tarafından geliştirilen ve Türkçeye adaptasyonu Yaghobi (1998) tarafından sağlanan “Takım İklimi Envanteri” (Team Climate Inventory) kullanılmıştır. Performans ölçümü için ise Erdem ve Özen’in (2003) çalışmasında kullandığı takım performansını ölçen sorular kullanılmış, aynı zamanda kişilerin çok boyutlu hedef kartlarından gelen performans notları analize eklenmiştir. Yaş, cinsiyet, eğitim düzeyi, kıdem, şirket içi kıdem, takım sayısı, takım türü ve takımın büyüklüğü gibi demografik faktörlere de çalışmada yer verilmiştir. Tüketici elektroniği sektöründe faaliyet gösteren, Türkiye’nin en büyük üretim firmalarından birinden 167 çalışan (42 takım) araştırmaya katılmıştır. Verilerin analizinden sonra sonuçlara bakıldığında, West’in (1990) dört faktörlü çözümünün aksine takım iklimi için altı faktör bulunmuştur. Bunlar; “yeniliklerin desteklenmesi”, “katılımcılık ve güven ortamı”, “vizyon”, “görev yönelimi”, “algılanan değer” ve “fikirlerin takdir edilmesi”’dir. Buna ek olarak, takım ikliminin alt boyutları ve takım performansı arasında pozitif bir ilişki bulunmuş ve sadece takım ikliminin bir boyutu olan “yeniliklerin desteklenmesi”’nin takım performansını açıkladığı gösterilmiştir. Takım sayısı dışında diğer demografik faktörler ile değişkenlerimiz arasında bir ilişki bulunamamıştır.
The aim of the study is to investigate team climate and its subscales in a rapidly changing (especially in the sense of organizational structure) organization. The effect of team climate on team performance is also studied. For the analysis, Team Climate Inventory, developed by Anderson and West (1997) which was later translated and adapted to Turkish by Yaghobi (1998) was conducted. For team performance analysis, questions measuring team performance from Erdem and Özen’s (2003) study were used in addition to the individual performance scores of the respondents from their balanced scorecards. Demographic factors such as age, gender, education level, total years of work experience, work experience in this organization, team size, number of teams and types of teams are included in the study. 167 employees (42 teams) from one of the largest production companies in consumer electronics sector were participated in this study. After analyzing the data, unlike West’s (1990) four factor solution of Team Climate for innovation, six factors found. These are “support for innovation”, “participative safety”, “vision”, “task orientation”, “perceived value” and “idea appreciation”. In addition, a positive relationship between subscales of team climate and team performance was found, also it is revealed that only the support for innovation subscale had an effect on team climate. Findings demonstrated no significant relationship between the demographic variables and our dependent variables.
The aim of the study is to investigate team climate and its subscales in a rapidly changing (especially in the sense of organizational structure) organization. The effect of team climate on team performance is also studied. For the analysis, Team Climate Inventory, developed by Anderson and West (1997) which was later translated and adapted to Turkish by Yaghobi (1998) was conducted. For team performance analysis, questions measuring team performance from Erdem and Özen’s (2003) study were used in addition to the individual performance scores of the respondents from their balanced scorecards. Demographic factors such as age, gender, education level, total years of work experience, work experience in this organization, team size, number of teams and types of teams are included in the study. 167 employees (42 teams) from one of the largest production companies in consumer electronics sector were participated in this study. After analyzing the data, unlike West’s (1990) four factor solution of Team Climate for innovation, six factors found. These are “support for innovation”, “participative safety”, “vision”, “task orientation”, “perceived value” and “idea appreciation”. In addition, a positive relationship between subscales of team climate and team performance was found, also it is revealed that only the support for innovation subscale had an effect on team climate. Findings demonstrated no significant relationship between the demographic variables and our dependent variables.