The role of organizational culture in the influence of perceived leadership style on employee performance İstanbul Metropolitan Municipality sports example

Research; A total of 281 people from Istanbul Metropolitan Municipality Sports Istanbul were reached, and 262 of these 281 people answered the "Perceived Leadership Style Scale", "Employee Performance Scale" and "Organizational Culture Scale" questionnaires. Participants of the study; social and economic levels were taken from different people. The participants of Istanbul Metropolitan Municipality (IMM) Sports Istanbul personnel; It has been tried to determine whether the attitudes of "Employee Performance Scale", "Organizational Culture Scale" and "Multi-Factor Leadership Scale göster differ according to the variables of gender, age, marital status, working as public or private staff, education and seniority years in the institution. . In addition, the correlation levels of the scales used in the study were examined. According to the results of the distribution of normality to decide the analysis method to be used in the research; Testi Organizational Culture gösteren subscales of normal distribution T Participation "and" Consistency "sub-dimensions were analyzed using parametric T test, non-normal distribution" Adaptation "and" Task "sub-dimensions were used in the analysis of non-parametric Kruskall Wallis H test. Since all sub-dimensions of "Employee Performance Scale" and "Multi-Factor Leadership Scale göster did not show normal distribution, non-parametric Kruskall Wallis H Test was used in their analyzes. Istanbul Metropolitan Municipality (IMM) Sports Istanbul staff and the participants of the research; It was found that the attitudes of Öl Employee Performance Scale "," Organizational Culture Scale "and" Multi-Factor Leadership Scale göster did not show significant differences according to variables such as gender, age, marital status, public or private staff in the institution (in all sub-dimensions). According to the education variable; The "Organizational Culture Scale" subscale "Participation" sub-dimension and "Employee Performance Scale bir showed a significant difference, and the remaining sub-dimensions of the other scales did not differ significantly with the education variable. According to seniority variable; A significant difference was found between the "Organizational Culture Scale" sub-dimensions "Participation", "Consistency" and "Adaptation Ability" sub-dimensions. As a result of the analysis using the Spearman correlation coefficient; "Organizational Culture Scale" "Participation" subscale and "Organizational Culture Scale" "Adaptation Ability" sub-dimension were found to be statistically significant. "Organizational Culture Scale" "Consistency" subscale and "Organizational Culture Scale" "Adaptability" sub-dimension and "Organizational Culture Scale" "Participation" sub-dimension were found to be statistically significant.