Özet:

There are differences between the organizational cultures of the public and private sectors and between any region or unit. Factors such as theoretical size, management style, formal or informal communication, resource allocation, working conditions, adaptation, tasks and responsibilities, organizational goals, and economic activities are determinants of the structure and organizational culture of an organization. Differences are largely due to reactions shown to the organization's purpose of establishment, expectations, use of resources, and external and internal environments (including adaptation). In the private sector, organizational culture is more influenced by success, performance, competition, cooperation, risk-taking, attention to detail, adaptation, being irregular, being opportunistic, taking responsibility, and having desire. On the other hand, there is a limited relationship between organizational culture in the public sector and these concepts.  This research aims to analyse the influences of cultural elements comparatively on the public and private sector organizations. For this purpose, organizational culture differences were investigated in public and private organizations.  A survey was applied on 172 samples selected by simple random sampling method. According to the factor analysis, 4 factors were identified as having eigenvalues greater than one. Independent sample t-test and Anova analysis were used to compare the data. According to the research result (i) the public and private organizations’ perceptions of the organizational culture showed differences in terms of the purpose, the structure and the demographic-social characteristics of the organization (ii) It can well be said that public organizations have become more flexible by distancing away from the bureaucratic values; and, hence, the public and private organization cultures have converged.

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