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Abstract


LİDER-ÜYE DEĞİŞİMİ (LMX) İLE ÖRGÜTSEL KÜLTÜRÜN ÇALIŞANLARIN DEĞİŞİME KARŞI TUTUMLARINA ETKİSİ ÜZERİNE ARAŞTIRMA

In economic and market conditions that are constantly changing, institutions are implementing change practices in different fields such as strategic, structural and ways of doing business in order to maintain their competitive advantage. According to Kotter and Schlesinger (1979), while many institutions make a medium change every year, they should make a large-scale change within the framework of competitive conditions, technological developments, growth and changes in labor force within four or five years. In this research, the responses of the employees to the change and the organizational cultural factors that affect these reactions and the effect of the Leader-Member Interaction on the resistance to change through trust in the institution were examined in order to achieve more successful results. In addition, the effect of creating an innovative organizational culture in the organization on the resistance to change in the organization is examined. This study was attended by managers and foremen level employees working in different industrial companies. As a result of the analysis, it has been found that there is a positive relationship between the quality of leader-member interaction, trust in the institution, and communication and innovative organizational culture. On the other hand, it has been determined that there is a negative relationship between concepts of attitude toward change and innovative organizational culture.



Keywords
Leader – Member Exchange, Attitudes Toward Change, Organizational Culture



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