The analysis of the effect of organizational culture andorganizational identification on team success with the example of TFF 1. league

The main purpose of this research is to analyze the effect of organizational culture and organizational identification on team success. The population of the research consists of the 18 teams competing in TFF 1. Lig in the 2016-2017 football season. The samples of the research are 324 persons, belonging to 14 different teams, who agreed to participate in the research voluntarily. Methods of gathering qualitative and quantitative data were used in the research.In order to to be able to measure the levels of organizational identification of the partic-ipants, "Organizational Identification" by Mael and Ashforth (1989, 1992), translat-ed to Turkish by Polat (2009), was used. To evaluate the organizational cultures of the clubs, a Turkish adaptation of Choi et al. (2010) scale, which adapts Cameron and Quinn's (1999-2006) Diagnosing and Changing Organizational Culture, Based on the Competing Values Framework" to the environments of sports clubs. Moreover, a personal data form was used to gather the personal information of participants.Two questions were addressed to determine the views of participants on organizational identification and organizational culture in the research. To analyze quantitative data, elements such as factor analysis, descriptive statistics, difference, cause and effect analysis, which are part of SPSS 22 (Statistical Package for Social Sciences), were used to evaluate the research data.For qualitative data analysis, NVIVO 11 was used to code participant views and to extract main themes and subthemes. Upon the completion of the study, it has been concluded that organizational identifi-cation does not have a statistically significant effect on team success. As for organi-zational culture, it has been found out that the clan culture typology does not have an effect on teams, whereas adhocracy and market culture were found to be effective on successful teams, while hierarchical culture was found to be an influence on moder-ately successful teams. Regarding qualitative findings, views of participants who stated to be identifying with their clubs produced positive themes such as "Team Environment", "Time and Process", "Common Goals and Success" and "Loyalty and Belonging". On the other hand, the results of the negative views on Identification were themes "Competitiveness", "Time and Process" and "Trust Issues". From the views participants who stated that their club has a culture, positive themes of "Signs and Symbols", "Norms" and "Leaders and Heroes", whereas negative views regard-ing culture produced negative themes such as "Lack of Time" and "Lack of Values".