The Relationship between Shared Vision and Organizational Climate in Learning Organizations: A Study in the Banking Sector

Organizational learning can be regarded as the process of gaining new information and understanding (Ozdevecioglu & Bickes, 2012). Shared vision, which is one of the elements of organizational learning, is a process formed and shaped by team members. Creating shared vision is considered to be one of the most important mission of 21st century leaders (Pearce & Ensley, 2004). Organizational climate is defined the perceptions of the employees regarding the workplace environment (Cekmecelioglu, 2006). The aim of this study is to determine the relationship between shared vision and organizational climate. The data were collected via questionnaire method. The organizational learning scale developed by Subas (2010) was used in order to measure shared vision and the organizational climate scale used in Erdogan’s (2013) study was used in order to find out the level of organizational climate. The study was performed on 80 employees of 8 banks (3 state and 5 private) in Aksaray. The findings of the study revealed a positive and meaningful relationship between shared vision and organizational climate. Besides, it was found out that the perception of organizational climate is meaningfully different in state banks and private banks.