Organizational sub-cultures, organizational communication climate and employees' information sharing behavior: A research on service sector employees

The purpose of this research is to investigate the relationship between organizational subculture clusters, communication climate and information sharing behavior in organizations. This cross-sectional study was conducted with 234 volunteers aged 18 and over working in the health care sector in Adana between September and October 2023. Data were collected face to face with the help of Sociodemographic Form, Organizational Culture Scale, Communication Climate sub-dimension of Communication Satisfaction Scale and Information Sharing Scale. In analyzes made with Hierarchical Clustering analysis; It was determined that organizational subculture clusters were grouped into two main clusters. The mean scores of the Hierarchy Tendency, Clan Tendency, Supportive Tendency, Development Tendency and Openness Tendency subscales of Cluster 1 were found to be statistically significantly higher than those of Cluster 2 (p<0.001). No statistically significant difference could be determined between the organizational subculture clusters and the Tendency to Rule subscale score average (p>0.05). No significant difference was found between organizational subculture clusters and gender, age, educational status, marital status, profession and work experience (p>0.05). However, when subculture clusters are examined according to ratios; It was observed that the highest rates were in Cluster 1. In Cluster 1, it was found that women, those in the 35-39 age group, primary school graduates, those who are unmarried, those in other professions (physician, biologist, psychologist) and those who have been working for <5 years were found to be more prevalent; Other categories of variables were included in Cluster 2. No statistically significant difference could be determined between organizational subculture clusters and institutional subgroups (p>0.05). In Cluster 1, one of the organizational subculture clusters, it was determined that the mean scores of the Communication Climate sub-dimension, Knowledge Sharing Scale total, Explicit Knowledge Sharing and Tacit Knowledge Sharing sub-dimensions were statistically significantly higher than in Cluster 2 (p<0.001). As a result, it is seen that organizational culture tendencies are decisive in the formation of organizational subculture clusters, communication climate emerges as a result of organizational culture tendencies, and this situation is also reflected in information sharing behavior. Increasing the organizational communication climate is important in the development of organizational culture. In this respect, organizational managers should take into account the values, beliefs, norms, expectations and needs of employees. We recommend that these results form the basis for future studies and that new studies be planned.