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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 Çalışanların İç Girişimcilik Performansları Üzerindeki Etkisinin İncelenmesi

Author(s): Engin Kanbur / Language(s): Turkish / Issue: 14/2016

In today's business world, in which being competitive and making this sustainable becomes more difficult, organizations should support their employees in every field to make them individuals who demonstrate more innovative, unique, risk-taking and proactive behaviors. Under the circumstances of more imitable and more similar management approaches, technology, product range and continuously changing consumer behaviors organizations have to change and develop themselves. For being successful in this change and development process, organizations can motivate their employees' intrapreneurship performance and keep organizational sustainability by providing support to them regarding organizations most important resource. The purpose of this study is to examine the effects of perceived organizational support on intrapreneurship performance of employees. The research was conducted using the survey method with 384 employees at the Silverline Inc. in the 2014. The exploratory factor analyze to test the structural validity of the study the Pearson correlation analyze to measure the intensity and direction of relationships between variables and the simple linear regression analyze the causality between variables was utilized in the study. As a result of the study it is found that perceived organizational support have positive effects on intrapreneurship performance of employees and "innovation, proactivity and autonomy" as its dimensions, but also, perceived organizational support has no effects on "risk taking" as a dimension of intrapreneurship performance of employees.

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Algılanan Örgütsel Desteğin Duygusal Bağlılıkla İlişkisinde İş Tatmininin Aracılık Rolü: Kamu Sektöründe Bir Araştırma

Author(s): Alptekin Sökmen,Emre Burak Ekmekçioğlu / Language(s): Turkish / Issue: 2/2016

Employee’s perception of organizational support is related to general beliefs concerning the extend to which organization values their contribution or cares about their well-being. Perceived organizational support is strongly associated with affective commitment which is one of the dimensions of organizational commitment. In particular, the role of job satisfaction of employees in this relationship are found quite a few in the literature. Some researchers thought it would be a mediating role on the relationship between perceived organizational support and affective commitment. Consequently, the mediating role of job satisfaction on the relationship between perceived organizational support and affective commitment were examined in a largescale public institution. The relationships between the variables were measured using structural equation modeling (SEM) with the data which is obtained from 844 employees. According to the findings of SEM, perceived organizational support have a significant and positive impact on employee’s affective commitment and job satisfaction. Job satisfaction have a significant and positive impact on affective commitment. It was also determined that perceived organizational support have impact on affective commitment through the partially mediating role of job satisfaction.

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Algılanan Örgütsel Desteğin Örgütsel Özdeşleşmeye ve İşten Ayrılma Niyetine Etkisi: Afyonkarahisar Örneği,

Author(s): Merve Gülen,Gonca Kılıç / Language(s): Turkish / Issue: 4/2019

The aim of this study is to determine the level of relationship between hotel employees’ organizational support perceptions, organizational identification levels and intention to leave. In this study, opinions of hotel employees were taken by questionnaire technique. The population of the research consists of five-star hotel employees working in Afyonkarahisar province and a total of 407 surveys were taken into consideration. Participants' responses were analyzed with factor analysis, reliability analysis, percentage, frequency and arithmetic mean values, correlation analysis and regression analysis methods. According to the findings, it was found that there was a significant positive correlation between perceived organizational support levels and organizational identification levels of five-star hotel employees. A significant negative correlation was found between the perceived organizational support levels of the participants and intention to leave. Moreover, as a result of the simple linear regression analysis, it was determined that hotel employees’ organizational support perceptions had a positively significant effect on organizational identification levels, and organizational support perception levels had a negative effect on their intention to leave.

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Algılanan Örgütsel Desteğin Pozitif Psikolojik Kapasiteler Üzerindeki Etkisi: Hemşireler Üzerine Bir Uygulama

Author(s): M. Gökhan Bitmiş / Language(s): Turkish / Issue: 1/2015

This study investigates the impact of perceived organizational support on some positive psychological capacities. Optimism, hope, and self efficacy have employed in the context of this research. Data is collected by survey method from 161 nurses, who work for the hospitals of foundation universities in Ankara. Data is analyzed by the help of structural equation modeling. Results show that perceived organizational support positively and significantly affects the nurse’s positive psychological capacities of optimism, hope, and self efficacy.

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Algılanan Örgütsel Destek ve İşe İlişkin Duyuşsal İyi Oluş Halinin Üretkenlik Karşıtı İş Davranışları Üzerine Etkileri: Hizmet Sektöründe Bir Araştırma

Author(s): Ayşen Akbaş Tuna,Yasin Boylu / Language(s): Turkish / Issue: 4/2016

This study examines whether perceived organizational support and job-related affective well-being in the service sector impact counterproductive work behaviors exhibited by employees. Multivariate statistical methods such as descriptive statistics and structural equation modeling were used to analyze the questionnaire responses. The findings of this study reveal that perceived organizational support impacts job related affective well-being. Accordingly, while a positive impact exists between perceived organizational support and positive emotions, a negative impact exists between perceived organizational support and negative emotions. In addition, perceived organizational support partially impacts counterproductive work behaviors of employees such as theft of organizational property, withdrawal behavior, and abuse. Using employee emotions as a mediating variable as per the Job-related Affective Wellbeing Scale, we found that positive emotions do not impact employee theft, withdrawal behavior, and abuse, whereas negative emotions positively and significantly impact these behaviors. Furthermore, negative emotions play a mediating role in the relationship between perceived organizational support and counterproductive work behaviors.

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Algılanan Örgütsel Destek, Örgütsel Özdeşleşme ve Yönetici Etik Davranışı İlişkisi: Araştırma Görevlilerine Yönelik Araştırma

Author(s): Alptekin Sökmen,Emre Burak Ekmekçioğlu,Kamil Çelik / Language(s): Turkish / Issue: 1/2015

The aim of this research is to study the relationships between perceived organizational support, organizational identification and manager’s ethical behaviors. In this context, study was performed on 300 research assistants who work in different public universities which are institutionalized and demonstrate high academic performance in Turkey. According to the findings, there is a positive and significant relationship between perceived organizational behavior and organizational identification; there is a positive and significant relationship between perceived organizational behavior and manager’s ethical behaviors and there is a positive and significant relationship between organizational identification and manager’s ethical behaviors.

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Alkollü Eğlence Mekânları Çalışanlarının Tükenmişlik Düzeyleri: Konya İli Örneği

Author(s): Alper Ateş,Mehmet Şahin / Language(s): Turkish / Issue: 2/2019

Purpose – The aim of this study is to determine the burnout level of drinking establishments’ employees. The effects of exhaustion (overwhelming exhaustion), cynicism (cynicism and detachment), and inefficacy (a sense of ineffectiveness and lack of accomplishment) dimensions on the burnout levels of the employees and the changes of these dimensions according to demographic characteristics were investigated. Design/methodology/approach – In this study, a survey was conducted to determine burnout levels of 267 people working in drinking establishments located in Konya city center. T-test and one-way analysis of variance were used to determine the relationship and levels between the participants' demographic characteristics and burnout dimensions. Findings – As a result of the study, it was determined that age, marital status, entertainment sector experience, workplace position and workplace type and depleted sub-dimensions of emotional exhaustion, sensations and low self-satisfaction sensations were a significant relationship between each of the three dimensions. Emotional depletion levels differ significantly with gender, monthly income and educational status; the level of desensitization makes a significant difference in terms of working time and different venue experience. The level of low personal success varies according to gender, monthly income, working time and different venue experience. Discussion – The drinking establishments’ employees in the tourism sector, which has a structure that provides services directly to human beings, has a profile where burnout syndrome is frequently encountered as a result of customer expectations, working conditions and other characteristics specific to the tourism sector. Business managers and employees need to be informed about burnout syndrome and receive support. Improving the general working conditions, increasing the public control of the drinking establishments and reducing the burnout levels through in-service training activities can be achieved.

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An assessment of demographic factors affecting organizational commitment among shift workers in India

Author(s): R. K. Jena / Language(s): English / Issue: 1/2015

The aim of this study is to assess the organizational commitment among shift workers in ferroalloy industries of Odisha, India. Odisha is an under-developed state of India having full of natural resources. Many industries, particularly based on ferroalloys, have been set up in Odisha. Organisational commitment has been always a major issue in all types of organizations. To establish possible relationship between organisational commitment and important demographic variable (e.g age, marital status, tenure, job level and gender), a cross-sectional survey was conducted using a convenience sample of 240 shift workers at five ferroalloy companies in Odisha. It is believed that this study can add a new understanding that can be used to improve the organizational practices in developing countries, such as India

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An Assessment of the Impact of Employee Satisfaction on Customer Satisfaction in Hotel Enterprises

Author(s): Oktay Emir,Sibel Şahin,Yalçın Arslantürk / Language(s): English / Issue: 4/2018

The aim of this study is to determine the personnel evaluations of employee satisfaction factors in customer satisfaction by using statistical methods. Firstly, the studies about the factors affecting the satisfaction of the employees in the literature were examined and the statements used in the study were formed and then the suitability of the questionnaire in terms of both content and comprehensibility was checked by taking expert opinion. Face to face survey method was used as a method of data collection. Surveys were applied to 419 staff working in international chain hotels in 2017 (September, October, November, December), 2018 (January) between Atlanta, Savannah, Hilton Head Island regions. Statistical analysis was performed with the help of SPSS package program. Variables are described by frequency, percentage, arithmetic mean and standard deviation statistics and also T-test and variance analysis were performed. Tukey test was used for the comparison of binary groups as a result of variance analysis. As a result of the study, it was determined that the most positive opinion of the employees regarding the effect of employee satisfaction on the hotel satisfaction was the terms of working conditions, followed by social rights and communication with the employees, respectively. Moreover, it was determined that the opinions of the participants did not differ significantly according to gender and working position, but for age, marital status, educational status and the department.

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An empirical research upon the relation between emotional intelligence and organizational citizenship behavior

Author(s): Kubilay Ozyer,Yucel Erol,Ismail Alici / Language(s): English / Issue: 1/2012

In this study, it has been investigated whether there is a relation between emotional intelligence and organizational citizenship behavior or not. Emotional intelligence and organizational citizenship behavior are two important variables effective upon employees’ both private life and business life. In the global business world workforce for organizations are the most important competitive adavantage factor. That’s why it is too important to improve workforce of organizations. To this aim in this study it have been analysed individual and organizational aspects of workforce. These are emotional intelligence and organizational citizenship behavior. To measure emotional intelligence and organizational citizenship behavior were used questionnaires. According to the result of the study which included 77 students, there has been a significant and strong relation between emotional intelligence and organizational citizenship behavior. There occurred different correlations in correlations between organization citizenship behavior sub-dimensions and emotional intelligence.

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An Examination of the Relationship between Procrastination and Self-Efficacy: An Empirical Study

Author(s): Korhan Karacaoğlu,Aslı Kaplan / Language(s): English / Issue: 41/2016

Procrastination is used in a broad sense to postpone or defer the things until tomorrow. Many variables such as task avoidance, uncertainty, fear of failure, low self- esteem can be mentioned as the antecedents of procrastination in the literature; in addition, low self- efficacy is also considered one of the antecedents of procrastination. Self- efficacy refers to individuals' belief in fulfilling the specific tasks successively through needed behavior patterns and cognitive processes. In this respect, the primary objective of this study is to examine the relationship between self- efficacy and procrastination. The study uses a structural equation model (SEM) to produce causal relationship and analyze the data from 281 employees in Nevsehir Hacı Bektaş Veli University, in Turkey. The results showed that there was a negative relationship between self- efficacy and procrastination; besides, self- efficacy had low rate to account for procrastination.

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An integrated model of work engagement: how the satisfaction of basic psychological needs explains the relationship between personality and work engagement

Author(s): Lenka Prokesova,Martin Vaculík,Ludmila Kasparkova,Jakub Procházka / Language(s): English / Issue: 3/2019

This paper aims to broaden the understanding of work engagement antecedents. It focuseson impact of personality characteristics – positive affectivity, proactive personality, andconscientiousness on work engagement, and examines whether personality influence canbe explained by self-determination theory, i.e., the satisfaction of needs for competence,autonomy, and relatedness. An online questionnaire on a sample of 783 Czech workersprovided our data. Structured equation modelling showed the influence of positive affectivityand conscientiousness on engagement can be partly explained by the satisfaction of the needfor competence. The relationship between proactive personality and engagement cannot beexplained by the satisfaction of any of the basic psychological needs. More specifically,positive affectivity predicts the satisfaction of all three needs, conscientiousness predicts onlythe satisfaction of the need for competence, and proactive personality does not predict thesatisfaction of any need. Interestingly, engagement is predicted only by the satisfaction of theneed for competence.

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Analiza zachowań konsumentów sushi na rynku warszawskim

Author(s): Ewa Halicka,Agata Szczebyło / Language(s): Polish / Issue: 2/2015

An aim of the study was to analyse behaviours of consumers of sushi based on findings of the survey carried out in the period from June to July 2013 among Warsaw inhabitants. The factors determining behaviours of the respondents include, first of all, flavour values and quality of sushi as well as appearance and service aesthetics. In the opinion of consumers who appeared to be mostly young people, with higher education and well evaluating financial condition of their household, the sushi components, particularly fish and seafood, contain valuable for health nutrition ingredients. In the light of the still low fish consumption in Poland and in case of a further development of the market for sushi, the growing interest of consumers may contribute to improvement of the pattern of consumption by big cities inhabitants. Important is also to undertake educational and information measures as regards the nutrition recommendations on fish consumption – both in terms of quantity and quality, composition and way of preparation.

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Analiza związku pomiędzy otrzymywaniem świadczeń dodatkowych a zaangażowaniem w pracę

Author(s): Konrad Kulikowski / Language(s): Polish / Issue: 3/2017

In a popular literature fringe benefits are often presented as a factor increasing the level of work engagement, however, currently there is lack of scientific evidence supporting such a claim. Therefore, the main aim of the present article is to answer the question of how the fringe benefits are related to work engagement. Basing on the Job Demands-Resources theory, we put forward proposition that only those benefits which have characteristics of job resources (i.e. help to deal with job demands and facilitate work goal attainment) might be related to work engagement. It was also assumed that benefits without the characteristics of job resources might not be related to work engagement. In order to test these predictions we have used data from the Internet survey conducted on a group of 323 managers and 777 specialists. The data have been analyzed with structural equation modeling and bootstrap procedure. The job resources like benefits are positively related to work engagement, both among managers and specialists. In contrast, the benefits without the characteristics of job resources are negatively related to work engagement among specialists and there is no statistically significant relationship in a group of managers. Moreover, benefits with characteristics of job resources are indirectly positively related to work engagement through pay satisfaction in a group of specialists, but not among managers. Therefore, it seems that our most important conclusion is that only benefits with characteristics of job resources are related to work engagement and fringe benefits without characteristics of job resources might be negatively related to work engagement. These results suggest a need of further research on benefits – work engagement relationship.

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Analysing of Differences in Terms of Exposure Level to Over-Confidence Bias Considering Socio-Economic Factors

Author(s): Fatih B. Gümüş,Yusuf Dayioglu / Language(s): English / Issue: 31/2015

Over- confidence is a bias of that many entrepreneurs is under influence. There are several studies showing that entrepreneurs, who are under the influence of over- confidence bias, tend to trade inordinately, make more investments in risky financial instruments and less product diversification. This study aims to test over- confidence bias level of 100 entrepreneurs in terms of their trading volume and risky investments in their portfolio for the last three consecutive years. While previous studies mostly analyze the issue from theoretical perspectives, this study focuses on more verifiable facts such as transactions in BIST (Borsa Istanbul). This study shows that in terms of both trading volume and portfolio diversification, entrepreneurs’ professions, education levels, income levels, marital status and genders differ according to exposure level to overconfidence. The study reveals a difference in age profile of entrepreneurs in terms of exposure to overconfidence bias considering trading volume, but not in portfolio diversifications.

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Analysis frameworks of the collaborative innovation performance

Author(s): Dan Serghie / Language(s): English / Issue: 04/2014

Time management is one of the resources by which we can achieve improved performance inovation. This perspective of resource management and proces eficiency by reducing the timing of incubation of ideas, selecting profitable inovations and turning them into aded value relates to that absolute time, a time specifc to human existence. In this article Iwil try to prove that he main way to obtain high performance through inter-organizational inovation can be achieved by manipulating the context and manipulating knowledge outside the arbitrary concept for “time”. This article presents the results of the research sugesting a sequential analysis and evaluation model of the performance through a rational and refined proces of selection of the performance indicators, aiming at providing the shortest and most relevant list of criteria.

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Analysis of Burnout Level of Police Officers: Evidence from Malatya, Turkey

Author(s): Recai Aydin,Mehmet Ali Tekiner / Language(s): English / Issue: 1/2016

Burnout, a relatively new concept, is defined as feeling cold and distant about one’s job or profession due to extreme stress or low level of job satisfaction. Police profession is considered to be one of the most likely places to observe burnout for obvious reasons. There are numerous empirical studies conducted in highly stressful or dangerous professions. They find that burnout level increases with age, lower level of job satisfaction and length of service. This study investigates the current situation burnout among Turkish police officers using a sample surveyed in the province of Malatya. The study compares the stress and burnout levels of police employees with respect to their gender, position and length of service; and finds that burnout level is higher among ordinary police officers, male police employees and more experienced police employees.

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Anxiety of Students Preparing for the University Entrance Exam towards Math Lessons

Author(s): Yıldırım Bayazıt / Language(s): English / Issue: 5/2017

It is known that one of the crucial factors affecting the students’ success at math lessons negatively is math anxiety. In most general meaning, math anxiety may be defined as an anxiety and fear emerging in relation to certain math situations. The aim of this study is to find out the reasons of math anxiety observed among students attending privet courses. To collect the needed data of the study an anxiety scale was administered to 450 students attending different private courses in the city of Kırklareli, Turkey. The obtained data was processed by data processing soft-ware. After the required data interpretation steps were concluded, students’ math anxiety reasons were determined and in relation some solutions were suggested.

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Application of the Analytic Hierarchy Process to Structure the Motivational Expectations of the Economically Active Population of the Republic of Crimea

Author(s): Nataliia Simchenko,Svetlana Yurievna Tsohla,Iryna Podsmashnaya / Language(s): English / Issue: 46/2016

Based on an analysis of the dynamics of labor relations, the article studies the structure of motivational expectations of the economically active population of the Republic of Crimea. The authors have justified the use of Saaty’s Analytic Hierarchy Process when constructing models of motivation under conditions of economic modernization. The results of structuring motivational expectations of the economically active population of the Republic of Crimea make it possible to perform a realistic assessment of motivational preferences in various segments of the labor market in the region. The obtained results provide possibility for the formation of a regional socio- economic policy of employment, taking into account the transformations in the Crimean labor motivation system.

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