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Sendikal faaliyetlerde insan ilişkilerinin önemi; üye kazanmak ve üyelerinin menfaatlerini korumak anlamında özellikle işçi temsilcileri bakımından büyüktür. O halde işçi temsilcilerinin üye kazanmak ve üye menfaatlerini etkin şekilde korumak için insan ilişkilerini arttırıcı özellikleri taşıması gerekmektedir. Çalışmamız, insan ilişkilerinde başarılı bir süreci mümkün kılan sosyal zekaya ve sosyal zekanın hammaddesi olan bilgiye yani örgütsel açıdan öğrenen örgüt yapısına odaklanmaktadır. Sosyal zekâ kavramı, insanı anlama ve insan ilişkilerinde profesyonelce davranma şeklinde tanımlanmaktadır. Öğrenen örgüt kavramı ise örgüt üyelerinin yeni bilgiyi üretmeleri, bu bilgiyi paylaşmaları, bu bilgiyi örgütün ortak bilgisi haline g etirmeyi ve bu şekilde sorunların üstesinden gelmeyi ifade eden bir kavramdır. Çalışmamız sosyal zekanın var olan düzeyi ile örgütün öğrenme sürecine ilişkin etkiyi ortaya koymak üzerine şekillenmiştir. Bu bakımdan 108 sendika iş yeri temsilcisine ulaşılarak 3 boyutlu sosyal zekâ ölçeği ve 12 boyutlu öğrenen örgüt ölçeği uygulanmıştır. Araştırma yöntemi olarak Kısmi En Küçük Kareler (KEKK) yaklaşımı ile Yapısal Eşitlik Modellemesi (YEM) benimsenmiştir. Benimsenen araştırma yöntemi ile yapılan yol analizi sonucunda; sosyal zekâ ölçeğinin sadece sosyal bilgi süreci boyutu; yol modelinde öğrenen örgütün hatalara hoşgörü, katılım, bağlılık, güven, karşılıklı destek ve iyimserlik boyutlarına etki ettiği görülmektedir.
The importance of human relations in trade union activities is great in terms of winning members and protecting the interests of their members, especially in terms of the representatives of the workers. Therefore, the representatives of the workers must carry the enhancing characteristics of human relations in order to gain membership and to effectively protect membership interests. Our study focuses on social intelligence that enables a successful process in human relations and the knowledge that is the raw material of social intelligence, that is, the organizational structure that learns from an organizational point of view. The concept of social intelligence is defined as understanding and professional behavior in human relationships. The concept of learning is a concept that means that members of the organization produce new information, share this information, make this information a common knowledge of the organization and thus overcome problems. Our study has been shaped on exposing the existing level of social intelligence and the impact on the organization’s learning process. In this regard, 108 trade unions have reached the representatives of the workplace and implemented the 3D social intelligence scale and the 12D learning organization scale. The method of research is adopted by the structural equality modeling (YEM) with the approach to the partial smallest squares (KEKK). As a result of the path analysis made by the method of research, the social intelligence scale is only the dimensions of the social information process; the organization learning in the path model affects the dimensions of tolerance, participation, commitment, confidence, mutual support and optimism.
The importance of human relations in trade union activities is particularly significant in terms of workers' representatives in terms of gaining members and protecting the interests of its members. Therefore, workers' representatives should have the characteristics of enhancing human relations to gain members and effectively protect member interests. Our study focuses on social intelligence and organizational structure which makes a successful process in human relations possible and information that is the raw material of social intelligence. The concept of social intelligence is defined as understanding human beings and acting professionally in human relations. The concept of learning organization refers to the fact that the members of the organization produce new information, share this information, make this information the common knowledge of the organization and overcome the problems in this way. Our study is based on the existing level of social intelligence and the effect of the organization on the learning process. In this regard, 108 union workplace representatives were contacted and 3-dimensional social intelligence scale and 12-dimensional learning organization scale were applied. Structural Equation Modeling (SEM) has been adopted as a research method with Partial Least Squares approach. As a result of the path analysis conducted with the adopted research method, it is seen that the social intelligence scale only affects the dimensions of tolerance, participation, loyalty, trust, mutual support and optimism of the learning organization.
Field : Sosyal, Beşeri ve İdari Bilimler
Journal Type : Uluslararası
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