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“Sosyal ve kişisel iyilik üreten alışkanlıkların, arzuların ve işlerin sonucu” olarak ifade edilen örgütsel erdemlilik kavramı diğer disiplinler kadar, artık pozitif örgütsel davranışın da çalışma konusu haline gelmiş ve son dönemlerde araştırmacıların üzerinde çalıştığı bir konu olmuştur. Bu çalışmanın amacı Cameron, Bright ve Cazza (2004) tarafından geliştirilen Örgütsel Erdemlilik Ölçeği’nin geçerlik ve güvenirlik analizinin yapılmasıdır. Aynı zamanda çalışmada, Erkmen ve Esen (2012) tarafından ülkemizde daha önce farklı bir örneklem grubu ile yapılan ölçeğin geçerlik ve güvenirlilik bulguları ile bu çalışmadan elde edilen bulguların karşılaştırmalı olarak analizinin yapılması da hedeflenmektedir. Araştırmanın amacına yönelik olarak ihtiyaç duyulan veriler Malatya ilinde kamu hastanelerinde hizmet veren 232 hemşire yardımıyla toplanmış ve elde edilen verilerin analizi yapılmıştır. Yapılan bu çalışmanın sonucuna göre Örgütsel Erdemlilik Ölçeğinin geçerli ve güvenilir bir ölçek olduğu söylenebilir.
The concept of organizational well-being, expressed as "the result of habits, desires and works that produce social and personal well-being" as other disciplines, has now become the subject of study of positive organizational behavior and has become a subject that researchers have worked on in recent periods. The aim of this study is to conduct a validity and reliability analysis of the Organizational Merit Scale developed by Cameron, Bright and Cazza (2004). At the same time, the study also aims to make a comparative analysis of the scale validity and reliability findings made by Erkmen and Esen (2012) in our country with a different sample group before and the findings obtained from this study. The data needed for the purpose of the study was collected with the help of 232 nurses serving in the public hospitals in the province of Malatya and the data obtained was analyzed. According to this study, the organizational merit scale can be said to be a valid and reliable scale.
The concept of organizational virtuousness, which is expressed as son the result of habits, desires and jobs that produce social and personal well-being miş, has become the subject of study of positive organizational behavior as well as other disciplines and has recently become a topic that researchers have been working on. In this study, the validity and reliability analysis of the Organizational Virtuousness Scale developed by Cameron, Bright and Cazza (2004) is the aim. At the same time, it is aimed to make a comparative analysis of the validity and reliability findings of the scale which was previously performed with a different sample group in our country and the findings obtained from this study. For the aim of the research in order to obtain the data, 232 nurses serving the public hospital have created the sample mass and analyses have been made with the data obtained. According to the results of this study, it can be said that the Organizational Virtuousness Scale is valid and reliable.
Field : Sosyal, Beşeri ve İdari Bilimler
Journal Type : Uluslararası
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