Cynicism About Organizational Change Measure

The Application of Artificial Intelligence Technology in the Quality Evaluation of Dance Multimedia Teaching in Higher Vocational Colleges

Bu arastirmanin amaci; ilkokul, ortaokul ve lise ogretmenlerinin Orgutsel Sinisizm algilarini belirlemektir. Arastirma tarama modelinde tasarlanmistir. Arastirmanin orneklemini 2013-2014 egitim ogretim yilinda Rize ili merkez ve tum ilcelerinde bulunan ilkokul, ortaokul ve liselerde gorev yapmakta olan 2219 ogretmen olusturmaktadir. Arastirmada veri toplama araci olarak Kalagan’in (2009) Turkce’ye uyarladigi Orgutsel Sinisizm Olcegi kullanilmistir. Arastirmadan elde edilen verilerin analizinde t-Testi, Mann-Whitney U Testi, Tek Yonlu Varyans Analizi (ANOVA) ve Kruskal Wallis Testi kullanilmistir. Arastirmada, ogretmenlerin Orgutsel Sinisizm algilarinin dusuk duzeyde oldugu gorulmustur. Orgutsel Sinisizm algilarinin, Yas, Medeni Durum, Mesleki Hizmet Suresi, Calisilan Okuldaki Hizmet Suresi ve Okul Turu degiskenleri acisindan anlamli sekilde farklilastigi; Cinsiyet degiskeni acisindan ise benzerlik gosterdigi sonucuna ulasilmistir. Anahtar Kelimeler: Okul, Ogretmen, Orgutsel Sinisizm

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İlkokul, ortaokul ve li̇se öğretmenleri̇ni̇n örgütsel si̇ni̇si̇zm algilarinin i̇ncelenmesi̇

Organizations are living systems in constant transformation. Projects are vehicles for change in organizations. Change management and project management are practices that complement each other and converge on the larger goal of achieving organizational results. While for some organizational leaders they are different actions, for others they are strands of the same framework of organizational management practices. Change management practices are interventions aimed at promoting or implementing change, seeking to minimize resistance and maximize the positive effects of major transformations or incremental changes. Project management practices aim at the successful execution of the project, promoting lasting results for the organization and for all involved. The study of the relationship between change management practices and project success is little explored, although there is evidence of the growing interest of researchers in this relationship and the high relevance it represents to the organizational context. From this perspective, this dissertation investigated concepts and applications on organizational change management practices and project success, seeking evidence of the effect of such practices on project success. The dissertation is organized in four related manuscripts. In Manuscript 1 there is a literature review on change management practices and about concepts and measures of project success, examining possibilities for academic research and summarizing empirical research on the topics. Manuscript 2 presents the process of development of the Project Success Perception Scale, with studies of evidence of validity measured by exploratory, confirmatory and convergent factor analysis. Manuscript 3 conducts a confirmatory factorial analysis study of the Perception of Organizational Change Management Practices scale, corroborating with evidence of validity from previous published studies. The research reported in Manuscript 4 tests, in a federal autarchy sample, a structural model on the relationship between organizational change management practices and project success, comparing the perception of this relationship between the experimental and control groups, in a study with a quasi-experimental design. Together, the manuscripts are expected to contribute to the production of knowledge about the relationship between change management and organizational project success and to provide useful tools for academia and organizations. The concluding remarks section discusses implications and limitations of this paper, as well as possible future research.

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A relação entre as práticas de gestão da mudança e o sucesso de projetos organizacionais

Power distance is important for the healthy execution of relations, interactions, and communication between managers and employees. Low power distance improves the quality of relationships, interactions, and communication between school administrators and teachers, while high power distance decreases them. The power distance that teachers believe to exist in school may be related to their organizational attitude, value and behaviour. In this context, the aim of the study is to examine the relationships between teachers' power distance beliefs and their organizational commitment and organizational trust. Research data were collected in Giresun, Turkey in 2018. The study group of the research consists of teachers working in public high schools. According to the results of the research, teachers' power distance beliefs are at “low” level. There are positive correlations between teachers' power distance beliefs and their organizational commitment and organizational trust. Teachers' power distance beliefs predict their organizational commitment and organizational trust. The results of the research are thought to contribute to the awareness of the importance of power distance of school administrators in terms of manager-teacher interaction.

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Relationships between Power Distance, Organizational Commitment, and Trust in Schools

Organizational change cynicism is the situation that includes negative attitudes of the employees towards the changes in the organizations. Organizational commitment means the involvement of the employees into the organizations by being identified within the organizations. The aim of this study is to determine the organizational change cynicism levels and organizational commitment levels of teachers and to find out the correlation between the organizational change cynicism levels and organizational commitment levels of teacher. 352 primary and elementary school teachers working in Denizli took part in this study. According to the research results, the organizational change cynicism level of teachers is low, the organizational commitment level is high and the correlation between organizational change cynicism and organizational commitment is high. This study is a part of master thesis with the title “Ogretmenlerde Orgutsel Degisim Sinizmi ve Orgutsel Baglilik Duzeyleri Arasindaki Iliski” which was supported by Research Fund (2018/TP003) of Usak University.

https://files.eric.ed.gov/fulltext/EJ1208388.pdf

Mehmet Akif Helvaci

Papers

The Relationship Between the Organizational Change Cynicism and Organizational Commitment of Teachers