The Relationship Between Organizational Culture and Organizational Commitment: A Research in Private Health Institutions

The Relationship Between Organizational Culture and Organizational Commitment: A Research in Private Health Institutions

Mine Halis, Muhsin Halis
DOI: 10.4018/978-1-7998-6825-5.ch019
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Organizational culture fulfills the most important functions in order to reach organization goals. At the same time, the existence of the relationship between organizational culture and organizational commitment has been determined by many academic studies in the past. With this study, suggestions were presented to the organizers of the health sectors which should have strong organization structure. In the introduction part of the chapter, there is a brief description of what the purpose of working is, how it is to be done, and in which context it will be completed. Organizational culture in the first part and organizational commitment in the second part are discussed literally. Then the findings obtained based on the research data were included, and the study with the conclusion and suggestion was completed.
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Nowadays, organizations that want to cope with increasing competition with the globalization phenomenon nowadays have to focus on intellectual capital in order to be able to provide rapidly and continuously competitive advantage. At the time when the view that organizational values should be maximized when profit maximization alone is not enough, organizational behavior emerges as an important fact. The most important thing necessary for the maximization of value is not to neglect the accumulation of organizations. To achieve superiority in recreation and to increase the strength of the organization depends on whether the organization of employees is self-employed and sacrifices for organization.

Organizational culture not only connects the employees to each other but the organizational elements of norms, values, rituals, myths, etc., which reveal the responsibilities of employees to the organization by acting as a glue as well (Köksal, 2007). When employees who adapt to organizational culture integrate with the organization, their level of organizational commitment increases, they make sacrifices to bring the level of competitiveness in the direction of common goals and come over the difficulties to an established organizational culture in times of crisis.

Today, studies on organizations are continuing increasingly. The studies on the organizations in which human beings exist are developed in parallel with the studies carried out in the field of psychology and sociology. It is seen that organizational silence, organizational justice, organizational commitment, organizational citizenship, organizational learning concepts are frequently the subject of research. Since culture is also a human characteristic, it is one of the factors affecting the management, growth and development of the organizations of the human community. Culture plays a key role in showing superiority to organizations' competitors. Organizational culture constitutes common values that enable each member of the organization to gain a place in the organization by giving a different identity and be accepted by the members of the organization. Organizational culture consists of many complementary and abstract elements. New entrants to organization continue to be employed in a healthy and productive manner as long as they find a place within the organizational culture. Those who cannot adapt to organizational culture increase the indicators of work turnover. However, the importance given to people is not only related to employees. All stakeholders interacting with the organization are influenced by this culture. Culture is emerging differently in every organization as organizational culture is composed of many elements of material and spiritual.

The subject of our study in this context; is to establish the effect of organizational culture on organizational commitment by determining what kind of the relationship is to be considered between the factors that bring organizational loyalty to organizational culture.

The main purpose of the research; is to show whether organizational culture is a predictor of organizational commitment is by putting forward the relationship between organizational culture and organizational commitment, which is one of the basic principles of organizational behavior in the health organizations. Organizational culture is a sense of values, beliefs, habits and norms that influence and direct the behavior of employees in an organization that is a common goal. Organizational culture is thought to be linked to organizational commitment. This study, which will be carried out in health organizations, will also take place in the literature as a current work in the sectoral sense. It will also be used by other organizations in the health sectors. We also believe that the health organizations will make necessary adjustments on the elements that will form organizational commitment and organizational culture by examining organizational culture and organizational commitment levels through the results of the work of the results of the personnel.

In the study; first, real knowledge about organizational culture and organizational commitment is discussed. Then, a questionnaire was applied to the Health Organization employees by using the basic scales about organizational commitment and organizational culture. After this, a questionnaire was made on the employees of the health organizations by making use of the basic scales on the field related to organizational commitment and organizational culture. Findings were obtained regarding the relationship between organizational culture, which is one of the elements of organizational identity of health organizations employees, and organizational commitment, which expresses commitment to the organization. The research findings were analyzed using SPSS and Excell programs of online questionnaires.

Key Terms in this Chapter

Affective Commitment: Affective commitment where the employee has an emotional bond with the organizations. They ‘want’ to be there.

Normative Commitment: This is where an individual feels they should stay for some reason. Usually this is because of a sense of obligation to the organization. This sense of obligation can stem from the moral (working for a charity that is doing important work), ethical, because the organizations spent time and money training you or paying college fees, etc.

Commitment: The act of binding yourself (intellectually or emotionally) to a course of action, the official act of consigning a person to confinement (as in a prison or mental hospital). Making a commitment involves dedicating yourself to something, like a person or a cause. Before you make a commitment, think carefully. A commitment obligates you to do something.

Health Employees: Health outcomes may be health institutions involved in the delivery of health services.

Organization Culture: Organizational culture is the collection of values, expectations, and practices that guide and inform the actions of all team members.

Continuance Commitment: Continuance commitment refers to the situation where an individual feels that they will lose more by leaving than they will gain. In effect continuance commitment is a fear of loss if they left. The loss can be in any domain such as prestige, income, friendships, or social loss.

Culture: The customary beliefs, social forms, and material traits of a racial, religious, or social group. The characteristic features of everyday existence (such as diversions or a way of life) shared by people in a place or time.

Organizational Commitment: Employee's willingness to identify with the goals and values of the organization in which he or she works and to strive for organization.

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