The mediating role of employee empowerment in the effect of organizational culture on prosocial behaviors: A study for healthcare employees

The aim of this study is to reveal the direct effect of organizational culture types on prosocial behaviors and the mediating role of personnel empowerment in the effect of organizational culture types on prosocial behaviors in hospitals operating in health sector. The literature has been extensively studied in development of theoretical model. SPSS and AMOS programs were used for data analysis in study. First of all, reliability analyzes were carried out with the SPSS program, and the frequency, mean and standard deviations of the data were calculated. Confirmatory factor analyzes and path analysis of the scales were performed to test the hypotheses with the AMOS program. The research was carried out with the data obtained from 435 personnel working in Kütahya Health Sciences University Evliya Çelebi Training and Research Hospital. As a result of analyzes made, there is no dominant organizational culture type perceived in hospital. Questionnaire method was used as data collection tool in the study. It has been determined that the prosocial behavior and personnel empowerment perceptions of hospital staff are at a high level. The direct effect of adhocracy culture, one of the organizational culture types, on prosocial behaviors has been determined. On the other hand, when the mediating role of staff empowerment is included in analysis, it has been determined that hierarchy culture and market culture also have an effect on prosocial behaviors. It has been determined that hierarchy culture has a positive effect and adhocracy culture and market culture have a negative and significant effect. One of the main purposes of research is to determine the effects of scales on the basis of their sub-dimensions. In this context, with the effect of meaning dimension of personnel empowerment, adhocracy and market culture affect prosocial behaviors negatively, while hierarchy culture affects positively. On the other hand, the autonomy dimension only has a mediating role on role-defined prosocial behaviors and hierarchy culture affects positively and market culture affects negatively. On the other hand, the impact dimension only has a mediating role on prosocial behaviors beyond the role and hierarchy culture affects positively. With the mediating role of staff empowerment, hospital staff tend to exhibit prosocial behavior when they have a hierarchy culture perception. Also, when employees have perception of adhocracy and market culture, they move away from the tendency to exhibit prosocial behavior.