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Adaletin Olmadığı Yerde Islık Çalamamak, Örgütsel Adaletin Whistleblowing (İfşa Etme) Niyeti Üzerine Etkisi

Author(s): Ferda Alper Ay / Language(s): Turkish Issue: 4/2018

Disclosure of unethical practices by employees in organizations, it is important for provide significant improvements in the success and competitiveness of the organization. This study aimed to determine the effect of organizational health perceptions of 112 Emergency Health Services employees on whistleblowing behaviors. In the emergency health services of Sivas Provincial Health Directorate, data was obtained from 250 employees working in 112 emergency health services working in the Provincial Command Center Chief Physician. Descriptive statistics, correlation and regression analysis were used to evaluate the data. According to the research findings, it was determined that there was a significant relationship between organizational justice and whistleblowing behaviors. In addition, organizational justice perception has been found to have a positive effect on whistleblowing behaviors. Ensuring organizational justice, helps in increasing whistleblowing intent and reducing unethical practices in the organization.

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ADAPTATION OF FLOURISHING AS POSITIVE PSYCHOLOGY CONCEPT IN LATVIA

Author(s): Ieva Pakse,Guna Svence / Language(s): English Issue: 2/2020

The aim of the study is to adapt linguistically and psychometrically the construct of flourishing and to compare four most popular measuring instruments by looking at their psychometric validity indicators and examining in more details the flourishing level of randomized sample in Latvia (N=312). As this construct was not adapted in Latvia jet, it is a new concept both – in terms of content and psychometry. Therefore, the tasks of research were more related to the study of the construct’s own content by comparing most popular flourishing measuring instruments, their internal consistency, analyzing the convergent validity of measuring instruments, and studying of the relationships between various demographic indicators and the level of flourishing. The research results confirm that flourishing scores of all four measuring instruments mutually correlate, that suggests cross compliance of all four instruments. Demographic indicators as education and occupation are the only ones which are mathematically plausible, but only at trend level correlate with flourishing characteristics. The data adapted in the study and psychometrically tested methodologies can be used in the practice of psychologists and in other studies in the future. The discussion raised the question of why neither gender nor age correlate with flourishing, that contradicts other similar studies in the word.

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Aile Şirketleri Kurumsallaşma ve Kriz Yönetimi

Author(s): Deniz Sönmez,Filiz Sönmez Ayaz / Language(s): Turkish Issue: 19/2020

Considering the number of family companies in the world, it constitutes an important place. In this context, Family companies carry out the majority of economic activities. If businesses do not care about institutionalization, their life span is not very long. Family companies can continue their business activities by overcoming economic problems, but their lives are not long-lived within the scope of family dynamics. Corporate management; It is defined as an anonymous and common mind management system of enterprises. With increasing competition conditions, institutionalization becomes compulsory in terms of solving the problems that may be faced with the growth of the enterprises. Companies need to be institutionalized to operate independently, and professional staff is required for successful corporate governance. In order to examine the institutionalization processes in family companies, it is aimed to examine the structural features and some features of the managements of the business.

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Akademisyenlerin Çalışma Ortamında Karşılaştıkları Psikososyal Tehlikeler: Bir Ölçek Geliştirme Çalışması

Author(s): Pınar BAYKAN,Ebru SENEMTAŞI ÜNAL / Language(s): Turkish Issue: 1/2022

Purpose – The aim of this study is to develop a valid and reliable psychosocial hazard assessment scale to determine the psychosocial hazards faced by academics. Design/methodology/approach – This research, based on the quantitative research method, was carried out with the survey method. The data were collected from 865 academicians working in university in Turkey. In order to apply Exploratory Factor analysis and Confirmatory factor analysis, the sample containing 865 participants was randomly divided into two equal groups, and EFA and CFA groups were formed. While Cronbach's alpha and composite reliability values were calculated for the reliability criterion of the scale, convergent and discriminant validity values were calculated for validity. Findings – The scale consists of 39 items and represents psychosocial hazards of seven factors: workload and work pace, organisational culture, job content, work and non-work life interaction, burnout, health, work programs. Dimensions named considering the literature; workload and work tempo, corporate culture, job content, work and non-work life interaction, burnout, health and work programs management dimensions.

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AKADEMİSYENLERİN DUYGUSAL EMEK DÜZEYLERİNİN İNCELENMESİ

Author(s): Velittin Balci,Övünç Erdeveciler / Language(s): Turkish Issue: 2/2019

This study aimed to evaluate the level of the academics' emotional labor, which has become an economic value and which can be the predecessor or successor of many organizational behavior variables, and to evaluate what kind of relatively superior features it contains in terms of superficial, deep role-playing and natural emotion. In this study; 398 academicians from 4 universities in Hacettepe, Gazi, Ankara and Bilkent University participated in Ankara. The reason for collecting data from academicians is that they are among the occupational groups that are most expected for emotional labor. In the study, we used quantitative research model, and to gather data in addition to personnel information form, we used the Turkish version of Diefendorff et all' s emotional labor scale. The data analyzed with SPSS 21 package program using frequency, percentage, independent samples t-test, and one-way ANOVA. According to the analysis results, when we examined the demographic data of the participants, we found that 49.7% were female, and 50.3% were male. When the age groups were examined, it was found that the average was 40.63. In the findings of the study conducted to determine the emotional labor levels of academic staff, significant differences were found only in the 'superficial role-playing' sub-dimension of the t-test results according to gender, while no significant difference was found in the other sub-dimensions. There was a statistically significant difference in the overall scale (p = .0200; p <.05). According to ANOVA results, there were no significant differences in overall and in the sub-dimensions of the scale. Considering that the concept of emotional labor is essential for employees who are mostly in face-to-face communication, more meaningful and generalizable results can be achieved by applying this scale in different occupational groups other than academics.

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Akademisyenlerin Örgütsel Adalet Algıları ve Örgütsel Vatandaşlık Davranışları: Psikolojik Sermayenin Aracılık Rolü

Author(s): Simge Samanci,H. Nejat Basım / Language(s): Turkish Issue: 2/2018

The main goal of the universities is to train individuals who have sufficient knowledge and skills and who will receive high demand in business life with their strong academic staff. For this reason, it is very important that graduates with the necessary equipment and knowledge from the universities of the students who are the only hope for the future of the countries. This study explores the mediating role of psychological capital between organizational citizenship behavior and perceived organizational justice with the help of the structural equation model. In this respect, 6,643 questionnaires were sent to the academic staffs from 190 selected universities in the Republic of Turkey with random sampling method and the data were collected from 611 respondents. After analysis of data it has been found that organizational justice partially affects organizational citizenship behaviors and similarly it is found that psychological capital has partial influence on organizational citizenship behaviors. On the other hand, the result is that the psychological capital has a partial mediating effect on the model. It has been found that studies on the possibility that the psychological capital can be an intermediary variable are very limited. In this context, it is thought that this study can contribute to the literature.

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Akademisyenlerin Psikolojik Sağlamlık ve Mutluluklarının Belirleyicileri Olarak Sosyal ve Örgütsel Destek

Author(s): Tahsin Akçakanat,Hasan Hüseyin Uzunbacak,Serpil Köse / Language(s): Turkish Issue: 3/2018

This research focuses on determining the factors that affect the psychological resilience and happiness of academicians. In this context, social and organizational support was determined as independent variables of the research, then the model was created. The study also examines the effect of psychological resilience on happiness. In this study, 271 academicians working at Süleyman Demirel University and Mehmet Akif Ersoy University constitute the sample of the researcher. The data obtained using convenience sampling method and sample survey technique were analysed with SPSS and Lisrel programs using the structural equation model. As a result of the analysis, both social support and organizational support were found to have positive effects on psychological resilience and happiness. In addition, it was concluded that psychological resilience has a positive effect on happiness. When dimensions were analysed on a case-by-case basis, it was found that the determinants of the happiness of academicians are friend support, organizational justice and psychological resilience. According to the results of the research, it is the variable "psychological resilience" which has the highest effect on the happiness of the academicians.

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ALGI YÖNETİMİ VE ÖRGÜTSEL İNOVASYON ÖRGÜTSEL ÖĞRENMEYİNİ NASIL TETİKLER

Author(s): Bülent Akkoyun / Language(s): Turkish Issue: 49/2021

The aim of this study is to identify the effect and degree of influence of organizational innovation and the management ability of perception management on organizational learning. Although the starting points of both organizational innovation and organizational learning are the management level that will trigger or activate both elements; the lack of emphasis on the perception management ability of the management level indicates that there is a need for studies in this area. The lack of studies conducted together with the variables of manager perception management ability; organizational innovation and organizational learning also reveals a deficiency in this sense in the literature. On the other hand; in addition to the contribution to the literature; this study will reveal the triggering factors of manager perception management ability and organizational innovation; both in general and especially in the shrinking market conditions with the effect of recent global crises such as migration and coronavirus; to reveal the importance of the issue in order for organizations to carry their assets to the future. Primary data collected from 372 subjects were included in the study conducted with quantitative analysis methods; time delayed and face-to-face questionnaire. The fieldwork of the research lasted 3 months. As a result of the research; medium and high level positive effects of manager perception management ability and organizational innovation on organizational learning were determined. A model that will reveal implicit knowledge as well as perception management; innovation and latent talent; which are common in all kinds of market conditions for businesses of all sizes and for contributing to the literature; has been brought to the fore.

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Algilanan aşiri nitelikliliğin iş tatmini ve işten ayrilma niyeti üzerine etkisi: örgüt temelli özsayginin düzenleyici rolü

Author(s): Ali Acaray / Language(s): Turkish Issue: 2/2019

Perceived overqualification is that the characteristics of employees such as education, knowledge, skills, and abilities are more than the requirements of job description. Employees' feeling in this way may negatively affect job satisfaction and intention to quit. But, these negative work outcomes could be lessened through various conditions. The aim of this study is to examine the moderating role of organization-based self-esteem on the effect of perceived overqualification on job satisfaction and intention to quit. The data of the study were gathered by the survey technique from 316 employees working full time in the banking sector by using convenience sampling method. Research results carried out that perceived overqualification was related to lower satisfaction and to higher intention to quit. Organization-based self-esteem had a moderating role on the effect of perceived overqualification on job satisfaction and intention to quit.

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ALGILANAN AŞIRI VASIFLILIK VE BİREYSEL KARİYER PLANLAMASI İLİŞKİSİNDE ALGILANAN ÖRGÜTSEL DESTEĞİN DÜZENLEYİCİLİK ETKİSİ

Author(s): Metin Işik / Language(s): Turkish Issue: 18/2019

Individual career planning is a process in which the individual determines his/her career-related goals and uses the means to achieve these goals. While there are many factors affecting this process, one of these is the phenomenon of perceived over qualification, expressed as the idea of having an individual’s skills and training exceeding certain job requirements. On the other hand, in the background of the many behaviours that an individual exhibits in his / her work life, the individual’s perception of support for his organization lies. In this context, in this study, the effect of perceived organizational support on the perceived over qualification and the relationship between individual career planning is tried to be examined. For this purpose, a quantitative research was conducted. Data were obtained from public and private sector employees in Bitlis, Turkey. Reliability, validity, exploratory factor and hierarchical regression analyses were performed on the data. In the analyses conducted, it was determined that the perceived organizational support had a moderator effect on the relationship between perceived over qualification and individual career planning. In addition, it was found out that the education level had a moderator effect from the control variables. In addition to contributing to the literature, the research is also expected to guide business managers.

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Algılanan Güçlendirmenin Çalışanların Performans Ve Örgütsel Vatandaşlık Davranışları Üzerine Etkisi

Author(s): Meral Bektaş,Şerife Karagöz / Language(s): Turkish Issue: 5/2018

Seen as an important motivational factor the empowerment perception affects employees' tendency to feel as a part of organization and psychologically to demonstrate volunteer organizational citizenship behavior and affect’s their performance. For this reason those whom felt themselves empowered within the framework of social change theory are likely to respond with organizational citizenship behavior. Organizational citizenship behavior describes the voluntary behaviors of labour to contribute the effectiveness of organizations. This research, examines the effects of performance and organizational citizens behaviors of employee’s on perceived empowerment in some of the company employees operating in Burdur and survey method was used as a data collection tool. According to the results of the study, perceived empowerment has a positive impact on employee performance and organizational citizenship behavior.

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Algılanan İş Güvencesizliğinin Yaşam Doyumu Üzerindeki Etkisinde İşten Ayrılma Niyetinin Aracılık Rolü

Author(s): Kemaleddin Eryeşil / Language(s): Turkish Issue: 1/2021

Purpose – The purpose of this study is to analyse the mediating role of turnover intention on the effect of civil servants’ perceived job security on life satisfaction. Design/methodology/approach – In this study, the correlational survey model, one of the quantitative research methods, was used in order to determine whether perceived job insecurity has an effect on life satisfaction or not. For this purpose, data was collected from 425 people working in public institutions in Konya province through simple random sampling using questionnaire method. Data of the study were collected between the months of October and December in 2019. Perceived job security scale developed by De Cuyper and colleagues (2010) and used by Seçer (2011) was used in order to measure perceived job security. The scale developed by Mobley (1977) was used for the purpose of identifying turnover intention. The scale developed by Diener and colleagues (1985) and adapted to Turkish by Köker (1991) was used in order to measure life satisfaction. Reliability analysis was performed on the research variables, then the hypotheses of the research was tested by performing correlation and multiple regression analyzes to examine the relationship between them. Findings – Research findings suggest that civil servants’ perceived job insecurity has a positive impact on turnover intention and a negative impact on life satisfaction. Similarly, it was found out that civil servants’ turnover intention and perceived job insecurity have a negative effect on life satisfaction. Moreover, it was observed that turnover intention has a mediating role on the effect of perceived job insecurity on life satisfaction. Discussion – Taking these results into account, this study discusses the variables of perceived job insecurity, life satisfaction and turnover intention altogether. It was seen that there is no other study that covers these variables at the same time, which increases the quality of this study. In the future, it is recommended that these variables be addressed with different variables and private sector employees as a research topic.

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Algılanan Kontrolün Psikolojik Sahiplenmeye Etkisinde Maksimum Fiyatı Ödeme İstekliliğinin Düzenleyici Rolü: Mercedes Marka Otomobil Kullanıcıları Üzerinde Bir Araştırma

Author(s): Selma Kalyoncuoğlu / Language(s): Turkish Issue: 3/2018

Perceived control is one of the elements of psychological ownership. The effect of willingness to pay more which is a variable changing and differentiating the direction and/or strength of the relation between the two has been included in the research model. In this regards, this study aimed to investigate moderating effect of willingness to pay more in the relation between perceived control and psychological ownership within the framework of consumer behaviour. This study was carried out with Mercedes brand automobile owners and a total of 402 consumers’ attitudes were measured. The results of the study showed that perceived control had a positive effect on psychological ownership level of Mercedes brand automobile owners and willingness to pay more had a moderating role in this effect. It was revealed that the relation between perceived control and psychological ownership increased for individuals who were more willing to pay more; on the other hand, this relation was not affected much for individuals who were less willing to pay more. Therefore, it has been concluded that the relation between individuals’ perceived control and psychological ownership was stronger in individuals who were more willing to pay more compared to individuals who were less willing to pay more.

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Algılanan Örgüt İkliminin Örgütsel Vatandaşlık Davranışlarına Etkisi: Otel Çalışanları Üzerinde Bir Araştırma

Author(s): Volkan Korkmaz,Yasin Keleş / Language(s): Turkish Issue: 1/2021

Purpose – The purpose of this research is to determine the effect of employees perception of organizational climate on their organizational citizenship behavior. Design/methodology/approach – The research is a quantitative research and the data were obtained by applying a questionnaire to 412 employees working in five-star hotel establishments in Antalya Belek region. The survey consists of organizational climate scale, organizational citizenship behavior scale and demographic information. The obtained data were tested with correlation and regression analysis. Results – As a result of the analysis, it has been determined that perceived organizational climate has a significant effect on organizational citizenship behavior. According to this, it has been revealed that 38.4% of the changes in the organizational citizenship behaviors of the employees were caused by the organizational climate and the organizational climate mostly gave direction the conscientiousness behavior of the employees. Discussion – This research, in which the organizational climate perceived by employees has a significant effect on organizational citizenship behavior, is consistent with previous researches in the relevant literature. Additionally, the aforementioned effect can be explained by Rensis Likert's management systems and McGregor's X-Y theories. The result that the positive organizational climate perceived by the employees increases the organizational citizenship behavior positively reveals the necessity for hotel managers to create a positive organizational climate to increase efficiency.

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Algılanan Örgütsel Adaletin Örgütsel Vatandaşlık Davranışı Üzerindeki Etkisi: Otel Çalışanları Üzerine Bir Araştırma

Author(s): Yasin Keleş / Language(s): Turkish Issue: 1/2019

In the hotel business where the highest number of employees is involved in the tourism sector and the relations with the customer are intense, the behaviors of the employees are very important in terms of customer satisfaction. Organizational citizenship behaviors, which include the behavior of employees beyond their job descriptions, significantly affect the service performance of the enterprises. Organizational citizenship behavior, although it includes the behaviors performed without anticipation, organizational circumstances should lead the employees to exhibit extra voluntary behavior. In this context, the organizational justice perceived by the employees may lead to organizational citizenship behavior. The purpose of this study is to determine the impact of the perceived organizational justice on the organizational citizenship behaviors of hotel employees. Design/methodology/approach – In this study, the quantitative method was used and the data were obtained by applying a questionnaire to 452 people working in five star hotels in Kemer, Antalya. The questionnaire consisted of organizational justice scale, organizational citizenship behavior scale and demographic information. The obtained data were tested by correlation and regression analysis. Results – As a result of the analysis, it was found that organizational justice had a significant effect on organizational citizenship behaviors. According to this, 23% of the employees' organizational citizenship behaviors are caused by organizational justice. When evaluated according to the dimensions of organizational justice, it was revealed that the justice dimension which has the strongest effect on the organizational citizenship behaviors of hotel employees is the interaction justice. Discussion – This study, in which a significant effect of the organizational justice perceived by the hotel employees on organizational citizenship behavior is determined, is consistent with the previous studies in the relevant literature. This effect can also be explained by the Equality and Social Change theories. The fact that fair practices for hotel employees positively increase the behavior of organizational citizenship reveals that hotel managers should pay attention to fair practices to improve business performance.

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Algılanan Örgütsel Desteğin Duygusal Emek Davranışları Üzerine Etkisi: Afyonkarahisar’daki Beş Yıldızlı Otel İşletmeleri Örneği

Author(s): Mustafa Gülaydın,Gonca Aytaş / Language(s): Turkish Issue: 4/2020

Purpose – The fact that the most important factor affecting success and efficiency in organizations is the human resource, and the importance of concepts such as employees' perception of organizational support and the emotional labor behaviors they exhibit are increasing. In the study, it was aimed to investigate the effect of perceived organizational support on emotional labor behaviors (surface acting, genuine acting and deep acting) with an application made on five-star hotel processing employees. Design/methodology/approach – The universe of his research consists of 544 employees working in five-star hotel businesses operating in Afyonkarahisar. The data used in this study were collected by questionnaires from employees and were analyzed by statistical software package used in the social sciences. Findings – It was determined as a result of the correlation analysis between perceived organizational support and positive behavior and meaningful relationship between genuine acting and deep acting, and that there was a negative and meaningful relationship with surface acting. However, it was determined that perceived organizational support had a positive and meaningful effect on genuine acting and deep acting, and had a negative effect on surface acting. Discussion – Findings obtained in the study support the findings of the research on the subject. It is seen that being supportive of organizations is an important factor in shaping employee behavior and emotions.

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Algılanan Örgütsel Destek ile İş Yaşamında Mutluluk İlişkisinde Yaş ve İş Yaşam Dengesinin Rolü

Author(s): Senem Altan,Ömer Turunç / Language(s): Turkish Issue: 3/2021

Purpose – In this study, the moderator role of work-life balance and age in the relationship between perceived organizational support and happiness at work was investigated. Happiness at work was included in the research model in two dimensions, as hedonic and eudaimonic happiness. Design/methodology/approach – The research was conducted on 412 employees working in a metropolitan municipality and its subsidiaries. The obtained data were used to empirically test the theoretical model developed in the study. Hypotheses were tested by hierarchical regression analysis method. Findings – According to the results of the research, there is a significant relationship between perceived organizational support, hedonic and eudaimonic happiness. In addition, it has been determined that work-life balance does not have a moderator role in the relationship between perceived organizational support and happiness at work. Age has been found to have a moderator role in the relationship between perceived organizational support and negative emotions. Discussion – The study reveals the moderator role of age and work-life balance in the relationship between perceived organizational support and happiness at work. The research results contribute to the organizational behavior literature.

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Algılanan Örgütsel Destek ve Duygusal Bağlılık Arasındaki İlişkinin İncelenmesi: Mersin İlinde Banka Çalışanları Üzerinde Bir Araştırma

Author(s): Ferah Keklik Okul / Language(s): Turkish Issue: 1/2021

Purpose – The purpose of this study is to examine the differences in perceived organizational support and affective commitment according to demographic factors and to determine the relationship between perceived organizational support and affective commitment. Design/methodology/approach – In this study, among the quantitative research methods, relational and causal comparison methods were used. The population of the study is consists of bank employees in Mersin. The research data were obtained from employees employed in 19 banks branches in 2019, using a questionnaire form, using convenience sampling method (n=344). In the study, “Perceived Organizational Support Scale” developed by Eisenberger et al. (1986) and adapted into Turkish by Akkoç et al. (2012) and affective commitment dimension of the “Organizational Commitment Scale” developed by Meyer and Allen (2001) and adapted into Turkish by Wasti (2000) were used. The data were analyzed by using descriptive statistics, independent groups t test, one way analysis of variance, regression analysis and correlation analysis with SPSS 23 statistical package program. Findings – As a result of research, it was determined that perceived organizational support differs according to marital status, age, educational status and monthly income, and affective commitment according to marital status, age and educational status. As a result of the correlation and regression analysis, it was found that there was a positive relationship between affective commitment and perceived organizational support, and affective commitment is explained by perceived organizational support at a rate of 23%. Discussion – It is supported by numerous studies that organizational commitment and its sub-dimensions and perceived organizational support are related to behavior variables at individual and organizational levels. The concepts of perceived organizational support and affective commitment to the organization are based on perception individual, intellectual and emotional. Therefore, it is predicted that the repetition of the studies in this field in individual and organizational environments and in different organizational environments will contribute to the literature and practitioners.

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ALGILANAN ÖRGÜTSEL DESTEK VE ÖRGÜTSEL ÖĞRENMENİN İÇ GİRİŞİMCİLİK DÜZEYİ ÜZERİNE ETKİSİ: KIRIKKALE BELEDİYESİNDE BİR ARAŞTIRMA

Author(s): Gamze Ebru Çiftçi,Bengü Hirlak,Lütfi Doğan / Language(s): Turkish Issue: 7/2018

In this study, it is aimed to determine the effects of employees’ perceptions of organizational support and levels of organizational learning on intrapreneurship behaviours. For this purpose, a survey was conducted on a total of 100 employees working in Kırıkkale Municipality. Questionnaire method is used to collect the data. The survey questions were taken from scales whose reliability is proven in the literature. The data obtained from the questionnaires were analysed by using the SPSS program. According to the results of the study; it is determined that there is a positive effect of open-mindedness of organizational learning dimension on innovativeness, risk taking, autonomy and expanding networks. Also, from organizational learning dimensions, it is indicated that only learning commitment and shared vision have dimensions that have a positive effect on proactivity. Finally, it is found that the perception of organizational support has a positive effect on innovativeness and proactivity.

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Algılanan Psikolojik Şiddet İle Duygusal Tükenmişlik Arasındaki İlişkide Örgüt İçi Sessizliğin Aracılik Rolü

Author(s): Aynur Taş,Anil Boz Semerci,Azize Ergeneli / Language(s): Turkish Issue: 1/2017

Mobbing has become a subject that is increasingly attracting attention and investigating by researchers because of the negative consequences for individual and organization. Examining the process of mobbing in detail and revealing the concepts that it influences is important in anticipating and preventing possible individual and organizational consequences of mobbing. In this study, the impact of mobbing on emotional burnout and the mediating role of the silence within the organization are examined by structural equation modeling. The obtained findings have revealed the mediating role of silence within organization between the individuals’ perceived mobbing and emotional burnout. The results are interpreted for researchers, managers and employees and suggestions are given. Lastly, the paper concluded with its limitations and contributions for further studies.

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