Sağlık Kurumlarında Örgütsel Öğrenme, İşten Ayrılma Niyeti ve Örgütsel Bağlılık Arasındaki İlişkilerin Değerlendirilmesi
Özet
The ability of health institutions to adapt to the ever-developing and changing environment and to respond to society's increasing expectation of quality service brings the concept of organizational learning to the fore. In addition to the need to provide quality service, the organizational commitment and intention to leave health care workers are also seen as an important issue in terms of uninterrupted maintenance of the services provided in health institutions. In this study, health institutions were discussed in the context of organizational learning, intention to leave and organizational commitment, and it was aimed to reveal the effect of organizational learning on intention to leave and whether organizational commitment had a mediating role. For this purpose, data was obtained from 318 healthcare professionals, including physicians, nurses, other healthcare personnel and administrative personnel working in a public hospital and a private hospital in Ankara, and the collected data were examined by subjecting them to certain analyses. As a result of the analysis, the organizational learning perception of healthcare professionals was affected by age, gender, educational level, profession, managerial position, hospital type, tenure in the institution and profession; educational level of organizational commitment, profession, type of hospital, tenure in the institution and profession; It was determined that the intention to leave the job varies according to certain sociodemographic characteristics, including age, education level, profession, hospital type and length of service in the profession (p <0.05). As a result of the analysis to reveal the mediation role, it was determined that organizational learning had a negative effect on the intention to quit and a positive effect on organizational commitment, and that organizational commitment had a full mediating role in the effect of organizational learning on the intention to quit. The mediating role of organizational commitment explains the mechanism through which the relationship between organizational learning and intention to leave occurs. Accordingly, it is concluded that organizational learning increases employees' commitment to the organization and in this way, employees' intention to leave the job decreases.
