Örgütsel bağlamın özellikleri ile çalışanların işyeri çıktıları arasındaki ilişki: Bir düzenleyici sıralı-aracı model

Recognizing ways to enhance workplace outcomes is a key research aim for researchers and managers as well. Organizational context features such as organizational culture and organizational climate have been acknowledged as essential determinants for improving workplace outcomes. While researchers have focused on the direct impacts of organizational context features on workplace outcomes, it is equally vital to examine the boundary conditions of these relationships. Moreover, to recognize the situations in which they have a more significant influence on employees' workplace outcomes. This study draws its theoretical framework on the social identity theory by combining organizational identity lenses. Furthermore, it extends the knowledge of theory by involving leader prototypicality, leader stereotypicality, and trust in organization as regulation structures. The study firstly aims to investigate the indirect effects of organizational context features on workplace outcomes (task performance and organizational citizenship behavior). Subsequently, to investigate the mediating function of organizational identity constructs (self-categorization and organizational identity), creative efforts and employees' willingness to engage in cooperative behavior. Finally, to explore the moderating role of leader prototypicality, leader stereotypicality and employees' trust in the organization on the associated relationships. A questionnaire was administered to collect data from 473 employees working in small and medium-sized business organizations operating in the tourism sector in Trabzon, Turkey in a four-tier process by convenience sampling. Correlational analysis, confirmatory factor analysis, and structural equation modeling are the statistical analysis methods that were used to test the hypotheses of the study. This study has used such software as IBM SPSS 22, Hayes PROCESS Procedure for SPSS Version 4.2, and IBM AMOS V26. The findings of the study suggest that organizational identity mediates the associations between organizational context features (organizational culture and organizational climate) and creative efforts and employees' willingness to engage in cooperative behaviors. The findings also indicate that both leader prototypicality and leader stereotypicality moderate the associations between organizational culture, organizational climate, and organizational identity. Moreover, they indicate that employees' trust in the organization moderates the connections between organizational identity and creative efforts. Hence, the major contribution is illustrating that the effects organizational culture and organizational climate have on both task performance and organizational citizenship behavior are sequential and through organizational identity constructs, creative efforts, and employees' willingness to engage in cooperative behaviors. This is an important contribution to the current body of knowledge on organizational culture and organizational climate, as this study provides fresh perspectives on how organizational context features affect workplace outcomes.