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İşletmelerin Sahip Oldukları Bilgi ve İletişim Teknolojileri Kabiliyetinin Çalışanların Yenilikçi Davranışlarına Etkisi: Lider Desteğinin Aracılık Rolü

Author(s): Nazmiye Ülkü Pekkan,Abdullah Çalişkan / Language(s): Turkish Issue: 1/2018

The aim of this study is to identify the impact of four sub-dimensions of information and communication technologies capabilities (the information technology education, information technology strategy, communication and current follow-up applications, business intelligence applications) on the innovative behaviors of employees and to determine the mediating role of leader support on this impact. The relationship between these variables was analyzed by statistical methods such as correlation and regression analysis, and hierarchical regression analysis was used in testing the mediation effect. Sobel tests were then conducted to confirm the mediation tests. In this study, employees of enterprises operating in electronic communication sector in Ankara were dealt. It was tried to determine the relations between the variables with the data gathered from 568 employees by using the questionnaire prepared in this study. As a result of the study, it was determined that the four dimensions of information and communication technologies capabilities are affecting innovative behaviors positively and influential leader support has a partial intermediary role in the relationship between information and communication technologies capabilities and innovative behavior.

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Çalışanların Olumsuz Değerlendirilme Korkusunun Örgütsel Sessizlik Üzerine Etkisi

Author(s): Engin Kanbur / Language(s): Turkish Issue: 1/2018

Employees, when encountered to a problem or an opportunity, may consciously exhibit silence behavior in order to protect themselves from harm and danger that may arise and to avoid from being excluded and being worthless. The main purpose of the research is to examine the effect of employees’ fear of negative evaluation on their organizational silence levels. The population of the research consists of 120 employees working in a public institution located in Kastamonu province city center. “Fear of Negative Evaluation Scale” and “Organizational Silence Scale” were used in the research. The internal consistency analyses of the scales were examined with Cronbach Alpha and found over 70%. Additionally, confirmatory factor analysis results of the scales showed good fit values. Correlation and regression analyses were conducted for understanding the relationships between variables. When the findings of the research are evaluated; there appears to be a strong, significant and positive relationship between the fear of negative evaluation and organizational silence and its subdimensions (acquiescent silence and defensive silence). However, no relation is observed between the prosocial silence.

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The Mediating Role of Trust in the Effect of Ethical Leadership on Employee Attitudes and Behaviors

Author(s): Oktay Yanik / Language(s): English Issue: 1/2018

This empirical study aims to analyze the effect of ethical leadership on employees’ citizenship behavior in organization, commitment, and job satisfaction by determining how the trust-based relationships within the organization are related to that effect. Data were gathered from 328 employees who are employed in various durable goods manufacturing companies in organized industrial region in Ankara/Turkey. The consequences of structural equation modeling (SEM) showed that ethical leadership was related to trust both in leader and in organization. In accordance with the expectations, the results indicated that trust in leader partially mediated the relationship between ethical leadership, organizational commitment, satisfaction from job, and organizational citizenship behavior. On the other hand, trust in organization partially mediated the relationship between citizenship behavior in organization, commitment and ethical leadership. Contrary to the expectations, it was observed that the relationship between ethical leadership and satisfaction from job was not mediated by trust in organization.

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Çağrı Merkezi Hizmetlerinde Müşteri Beklentisi Boyutlarının Müşteri Tatmini Üzerindeki Etkisinin PLS-Sem İle Ölçümü

Author(s): Dilek Taşkın,Çağatan Taşkın / Language(s): Turkish Issue: 1/2018

Call centers are strategically important for many companies. Call centers help companies to develop long term relations with customers and also represent an important channel between the customer and the company for customer satisfaction. The behaviour of call center employees and customer expectations that are influenced by the behaviour are important in forming customer satisfaction. The aim of this study is to explore the influence of customer expectations’ dimensions (adaptiveness, assurance, empathy, authority) on customer satisfaction and to propose strategies for companies in their customer relationship management. PLS-Sem is used for testing the research model. According to the research findings, adaptiveness, assurance and authority dimensions were found to have a statistically significant and positive influence on customer satisfaction while empathy dimension was not found to have a statistically significant and positive influence on customer satisfaction.

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The Relationship between Authentic Leadership and Employees' Virtual Loafing and Cynic Behaviors

Author(s): Halil Özcan Özdemir,Hakan Vahit Erkutlu / Language(s): English Issue: 1/2018

The main purpose of this study is to investigate whether the managers’ authentic leadership styles affect employees’ organizational cynicism and virtual loafing behavior. The sample of the study consists of 208 administrative staff at Ahi Evran University. According to the results of the study, it is clear that the authentic leadership reduces organizational cynicism and does not reduce the virtual loafing; and organizational cynicism behaviors have an increasing effect on virtual loafing. Sample of the research consists of administrative personnel working at Ahi Evran University located in Kırşehir. First of all, descriptive statistics, correlation, and hierarchical regression analyses were conducted related to the hypotheses tests. The results of these analyses revealed that a negative relationship existed between authentic leadership and organizational cynism, while there was a positive relationship between organizational cynism and virtual loafing. Moreover, no negative relation was found between authentic leadership and virtual loafing, which was one of the hypotheses of the research.

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Örgütsel Çatışma ve Yönetim: Kamu Örgütlerinde Bir Araştırma

Author(s): Batuhan Ayan,Ercan Yavuz / Language(s): Turkish Issue: 1/2018

Definitions related to the concept of organizational conflict have been made by many researchers. Looking at the definitions in the literature, it seems that the researchers approach the topic from different angles. Some researchers view organizational conflict as a problem to be solved, while others view it as an opportunity to increase organizational productivity. In order for the positive effects of organizational conflicts to be possible, the conflicts must be well managed. In order for conflict management to be successful, factors affecting conflict and behaviors exhibited by individuals in conflict situations should be analyzed. Successful organizational conflict management can be achieved in this way. In this research, The relationship between forms of consensus, conformity, avoidance, integration and repression and demographic variables that individuals exhibit against their managers and colleagues in the event of organizational conflict has been examined. Demographic questionnaire and Rahim's Organizational Conflict Scale A and C forms were used as data collection techniques. The results demonstrate the impact of the demographic characteristics of the staff is very important.

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Kadın Çalışanlarda Cam Tavan Yansıtıcılarından Kurum İkliminin, İş Tatmini ve İşten Ayrılma Niyetine Etkisi: Otel İşletmelerinde Bir Araştırma

Author(s): Alev Sökmen,Semra Akar Şahingöz / Language(s): Turkish Issue: 1/2017

Glass ceiling refers to invisible obstacles that prevent women from rising above a certain level in management. The main ones of these obstacles could be; stereotypes, role conflict, institutional practices (such as discrimination on recruitment, promotion and salary), not having a mentor and communication network, as well as shortcomings in terms of institutional practices, corporate culture and organizational climate. In traditional patriarchal corporate cultures, female managers are not regarded as suitable for certain jobs and duties, and when they are out of their roles, this creates disturbances in other people around them. Women having equal opportunities to pursue career opportunities could vary from institution to institution. In this study, it was aimed to determine the effect of institutional climate, that affects mental stability and one of the dimensions of glass ceiling syndrome, on job satisfaction and turnover intention in female employees in hospitality industry. 153 women working in three hotels of local chain company in Antalya participated in the study. The data were collected by Glass Ceiling Syndrome Scale. According to the findings, it was determined that there is a meaningful and negative relation between corporate climate (which is one of the glass ceiling dimensions) and job satisfaction. In addition, a positive impact and relationship was found between the organizational climate and turnover intention.

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Turizm İşletmelerinde Örgütsel Güven ve Örgütsel Stres İlişkisi: Mutfak Departmanı İşgörenleri Örneği

Author(s): Nurettin Ayaz,Taner Bati / Language(s): Turkish Issue: 1/2017

Employees play a crucial role in the quality of services in tourism sector, which has been considered as a labor-intensive sector. Within this context, sustainable organizational trust is required for successful teamwork in tourism enterprises. Another factor that should be prioritized in increasing the productivity of the employees is the attempt to decrease organizational stress. This study tests the relationship between organizational trust and organization stress from the perspective of the employees working in the kitchen of the tourism enterprises that operate in food and beverage sector. Between July and August 2016, data was obtained by conducting a survey on 243 employees working in cuisine department of the touristic enterprises that operate in Safranbolu and Amasra districts, which are important destinations for both the domestic and foreign tourists, and located in the Western Black Sea region of Turkey. Data within the context of the relationship between organizational trust (trust in friends and the organization) and organizational stress (individual, organizational) was analyzed by using percentage, frequency, T-test for independent samples, single direction variation analysis, Tukey’s test and correlation analysis. The study found negative and meaningful relationship between the opinions of the employees working in the cuisine department on organizational trust and their levels of organizational stress (r=0,242; p=0,000). The finding indicates that an attempt to increase the organizational trust levels of the employees working in the cuisine department will result with a 24.2% decrease in the organizational stress levels of these employees.

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Sivil Havacılık Sektöründe Kabin Personelinin Sosyal Kaygı Düzeyleri ile Örgütsel Bağlılık Arasındaki İlişkinin İncelenmesine Yönelik Bir Alan Araştırması

Author(s): Gözde Yanginlar,Fatma Karacan / Language(s): Turkish Issue: 3/2018

The aim of the study is to determine whether the levels of social anxiety of cabin personnel employed in the aviation sector on organizational commitment. In the study, an applied research was carried out on the 130 cabin personnel working in the leading enterprises of the aviation sector and the collected data were analyzed by the questionnaire form. The demographic factors of the cabin staff in the research group were observed. While there was no statistically significant difference in social anxiety in terms of gender and education, there was statistically significant difference in social anxiety in terms of marital status, duration of study, age and duty. As a result of the study, it was detected that the level of social anxiety of cabin personnel is low and organizational commitment of cabin personnel is high. It has been found that the social anxiety has a negative effect on the subordinate dimensions of emotional and organizational commitment.

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Örgütsel Sessizliğin Örgütsel Öğrenme Üzerine Etkisi: Antalya’daki Konaklama İşletmeleri Üzerine Bir Araştırma

Author(s): Hatice Sari Gök,Onur Çelen,Muharrem Tuna / Language(s): Turkish Issue: 1/2019

Purpose – In today's information age, both employees and the organization must support continuous learning in order for organizations to continuously develop themselves and to follow innovations. It is important to create a working environment where employees can express their ideas, ideas and suggestions clearly and to participate in the decisions taken regarding the business. In this respect, it is understood that human resources is an important unit for the effectiveness of an organization. It is very important to determine the effect of organizational silence on organizational learning, the satisfaction of touristic consumers and the work satisfaction of the employees in the enterprises that provide them with tourist products and services in terms of the relevant variables. Design/methodology/approach – In line with the stated purpose, data were collected from 390 participants working in tourism establishments operating in Belek, Side-Manavgat and Alanya regions of Antalya province between April and June 2017 with survey technique. Data were analyzed using factor analysis, correlation and simple linear regression analysis. Findings – As a result of the analysis performed; Although there is a weak relationship between organizational silence and organizational learning, it is determined that there is a positive relationship. In addition, the reliability of the data and model has been tested and approved by the applied analyzes. Discussion - Thus, it was revealed that organizational silence may have effects on organizational learning in accommodation establishments. Attitudes and behaviors of managers and employees in accommodation enterprises are stated.

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The Mediating Role of Motivation Between Brand Citizenship Behavior and Employee Performance: A Study of Supervisors’ Perception

Author(s): Marwan Ghaleb,Güven Ordun / Language(s): English Issue: 2/2021

Purpose – The purpose of this research is to study the direct impact of brand citizenship behavior on employees’ performance, as well as its indirect effect, having intrinsic and extrinsic motivations as mediators, for employees working in international franchised branded organizations operating in Yemen. Design/methodology/approach – The research targeted supervisors that have subordinates under their supervision. They were asked to answer a survey questioner based on their observations of their subordinates’ behavior. 207 responses were accepted to participate in the research analysis, which was conducted using structural equational modeling. Findings – It has been found that there is a direct impact of brand citizenship behavior on employee performance. It was also found that intrinsic motivations have the only mediating role between brand citizenship behavior toward employee performance, on the other hand, no mediation role was found for extrinsic motivations. Discussion – This research has combined the branding field and organizational behavior field. It contributes to the internal brand management field besides employee performance management, by presenting insights to management in their internal branding strategies and employee motivators. On the other hand, it provides subordinates an overview of their supervisors’ perceptions.

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Koronavirüs (COVID-19) Salgın Sürecinde Evden Çalışma ile İşten Ayrılma Niyeti Arasındaki İlişkide İş Yaşamı Kalitesinin Aracı Rolü

Author(s): Ferhat Ayyıldız,Duygu İrem Çam,Yasemin Kuşdemir / Language(s): Turkish Issue: 1/2021

Purpose – The COVID-19 outbreak has a negative impact on many areas of life, so various measures are taken to ensure social isolation. Beyond these measures, some expectations of employees have emerged from their organizations to overcome their concerns about health and safety. Organizations make some arrangements to meet these expectations and protect the existing workforce. While some of the employees continue to go to workplaces, some of them have started to work from home due to arrangements. The aim of the current study is to investigate the relationship between working from home (WFH) during the outbreak and the intention to leave and the mediator role of perceived quality of work life in this relation. Design/methodology/approach – The relational scanning method was used in the research. Snowball sampling method was used to reach the participants and data were obtained from 292 white collar employees who answered the online survey. Data collection tools consist of the Demographic Information Form which contains information about working from home, Quality of Work Life Scale and Intention to Turnover Scale. It was evaluated by correlation and multiple hierarchical linear mediator regression analysis in the SPSS 21 package. Findings – The multiple hierarchical linear mediator regression analysis indicated that WFH in the outbreak process had a negative relationship with the intention to leave and perceived quality of work life mediated this relationship. Discussion – WFH seems to respond to basic needs of individuals in health, safety and economy issues during the outbreak and thus they want to continue working in their current organizations. In order to protect the benefits of WFH in the post-outbreak process, attention should be paid to match this system with the expectations of individuals.

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Güç Mesafesi ve Örgütsel Adaletin Politik Davranışlar Üzerindeki Etkisi

Author(s): Ali Burak Ulus,Aysun Kanbur / Language(s): Turkish Issue: 4/2020

Purpose – The purpose of this study is to examine the relationships between employees’ perceptions of power distance and organizational justice and political behavior and determine whether political behaviors decrease with decreasing power distance and organizational justice has a significant and negative effect on political behaviors. Design/methodology/approach – In the research, questionnaire technique was utilized for gathering the data and Power Distance Scale of Dorfman ve Howell (1988), Organizational Justice Scale of Niehoff ve Moorman (1993) and Political Behavior Scale of İslamoğlu ve Börü (2007) were used. Gathered data were evaluated by the help of statistical analyses and correlation analysis and regression analysis were performed to test the hypotheses of the research. Findings – As a result of the findings, it has been determined that reducing the power distance perception, political behavior and acting concessive, acting hypocritical, trying to ingratiate oneself, making coalition and acting for self-interest as subdimensions of political behavior will be reduce. It has also been found that employees’ perceptions of organizational justice have a significant and negative effect on acting for self-interest as subdimensions of political behavior, and there isn’t found the similar effect on acting concessive, acting hypocritical, trying to ingratiate oneself and making coalition as subdimensions of political behavior. Discussion – Political behavior in organizations is an expected situation. However, it is important for organizations to manage political behavior without causing devastating consequences. In this process, the findings of power distance and organizational justice examined in the research can be taken into consideration in the management process of political behaviors.

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Dağıtım Adaleti ile İşten Ayrılma Niyeti Arasındaki İlişkide Duyarsızlaşmanın Aracılık Rolü: Bir Telekomünikasyon Firmasında Çalışan Mühendisler Üzerine Bir Araştırma

Author(s): Cansu Ceviz Doğrar,Barış Bostancı,Evrim Mayatürk Akyol / Language(s): Turkish Issue: 4/2020

Purpose – In this study, it is aimed to examine the relationships between the concepts of distributive justice from organizational justice sub-dimensions, depersonalization from burnout sub-dimensions and the intention to leave the job, and to reveal the mediating effect of depersonalization in the relationship between distribution justice and intention to quit. Design/methodology/approach – For the purpose of the study, a research was conducted on engineers working in a company operating in the telecommunications sector in Izmir between 8-26 May 2019. Feedback was provided from 102 out of a total of 133 engineers working in the company in question. The data collected by the survey technique were analyzed with SPSS 25 and AMOS 24 statistical programs. The hypotheses related to the research were tested and the results obtained were interpreted. The structural validity of the scales used in the study was analyzed with confirmatory factor analyzes and the hypotheses were tested with path analysis. Findings – As a result of the analysis, a moderate negative relationship between distributive justice and turnover intention (r = -0.475), a moderate positive relationship between depersonalization and turnover intention (r = 0.363), and a moderate negative relationship between distributive justice and depersonalization (r = -0.374) was determined. According to these results, if the perception of distributive justice increases, turnover intention and depersonalization will decrease; it can be said that if the depersonalization increases, turnover intention will also increase. It was determined that depersonalization has a partial mediating effect in the relationship between distributive justice and turnover intention. Discussion – In organizations, employees who believe that justice are; their commitment to their job and the organization increases and their intention to quit the job decreases. In other words; in order to prevent both the burnout of employees and the loss of successful employees of the organizations, it is important to ensure justice in organizations. In this context, the application of the research on engineers working in the telecommunications sector; to examine together the concepts of organizational justice, burnout and turnover intention, and to examine the relationships between the variables of distributive justice from organizational justice sub-dimensions, depersonalization from burnout sub-dimensions and turnover intention; for considerations of analyzing the depersonalization dimension as mediator variable; it is hoped that the study will contribute to the literature and it will be an encouraging study for new studies that will examine the variables in question.

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Duygusal Emek ve Hizmet Vermeye Yatkınlık Durumu Arasındaki İlişki: Konaklama Sektörü

Author(s): Ebru Gözen / Language(s): Turkish Issue: 4/2020

Purpose – Due to the unique features of the hospitality industry, it is an important issue that people who want to work in this sector have a personality structure that is prone to service and can display their emotions in accordance with their business policies and strategies. In this study, it is aimed to examine the relationship between emotional labor and service orientation. Design/methodology/approach – In accordance with purpose, the relational screening model was used in the research. The study group of the research consists of 328 employees working in 5 star accommodation establishments in Manavgat district of Antalya. In the study, the relationship between emotional labor data set consisting of superficial role playing, deep role playing and natural emotions variables and service orientation variables consisting of enjoying service and meeting service needs were examined by canonical correlation analysis. Findings – As a result of canonical correlation analysis, a significant relationship was found between emotional labor and service orientation, and the common variance shared between data sets was 14%. Discussion – As a result of the research, it is concluded that as the employees’ tendency to provide services increases, their emotional labor level will increase to. At the same time, it can be said that the contribution of the superficial role-playing variable to the emotional labor data set is more important than the contribution of the role -playing and natural behavior variables to the emotional labor data set. It was observed that the contribution of the pleasure to serve variable to the service orientation data set is partly more important, although it is almost the same as the contribution of the variable to meet the service needs to the service orientation data set.

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Sanal Kaytarma Davranışının İş Performansına Etkisinde İşe Bağlılığın Aracı Rolüne Yönelik Bilişim Sektöründe Bir Araştırma

Author(s): Ahmet Tuncay Erdem / Language(s): Turkish Issue: 4/2020

Purpose – This study aims to examine the interactions between the perception of work engagement and work performance of employees' cyberloafing behavior in an IT industry in downtown Konya within the ego-depletion theory framework. Design/methodology/approach – Quantitative research method has been applied in the research. In the study, "Cyberloafing Scale" created by Örücü and Yildiz (2014), Schaufeli et al. (2002), "Work Engagement Scale" which has been translated into Turkish by Eryılmaz and Doğa (2012), and "Job Performance" scales created by Sigler and Pearson (2000) have been used. Data have been obtained from the sample through the questionnaire form. The universe of the research consists of 420 employees of a firm operating in informatics in Konya. The sampling frame consists of the usable questionnaire received from 383 employees in this firm. Confirmation factor analysis, correlation analysis, and structural equation model analysis have been applied to the obtained data using SPSS and AMOS programs, and various results have been obtained. Findings – According to the research findings, while cyberloafing has a significant and negative effect on work engagement, there is no significant effect on job performance. It has been determined that work engagement has a significant positive effect on job performance. On the other hand, work engagement does not play a mediating role in the effect of cyberloafing on work performance. Discussion – As a result of the literature review, it has been seen that cyberloafing is a destructive and deviant type of behavior. In this context, a hypothesis has been built that cyberloafing will have a negative effect on job performance and work engagement and that work engagement will have a positive effect on job performance. In the research findings, a positive effect of employees' work engagement on their job performance has been determined. Also, the expected result of the study is that cyberloafing has a negative effect on work engagement. On the other hand, cyberloafing does not affect job performance. Besides, the lack of a mediator effect of work engagement in the relationship between cyberloafing and work performance is considered a result of inconsistent results in the published literature.

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İşveren Markası ve İşveren Markasının Duygusal Bağlılık Üzerindeki Etkisi: Konaklama İşletmelerinde Bir Uygulama

Author(s): S. Banu Yildiz,Şeyma Bal Bostancıoğlu / Language(s): Turkish Issue: 4/2020

Purpose – This study has been conducted to determine the accommodation enterprises where human resource is of great importance, employees' employer brand perceptions and emotional commitment, the demographic characteristics that vary and in order to determine the impact of employer brand perceptions on emotional commitment. Design/methodology/approach – In the study, questions have been directed by survey method to the 387 employees in total of leading chain brand hotels. The obtained data were evaluated through frequency distribution, factor analysis, , t-test and variance analysis and correlation and regression analysis in SPSS. Findings – As a result of factor analysis which made, it is determined that employer brand perceptions of employees consists of five dimensions (application, social, economic, interest, development). It has been determined that employer brand perceptions of employees differs according to education of tourism, age, operation time variables among demographic features. It has been determined that there is a positive relationship an emotional commitments of all dimensions of employer brand perceptions of employees and the application value offered by the enterprise is the factor that most affects emotional commitment of the employee to the enterprise. Discussion – In the battles fought in order to get advantage of the talented employees of the institutions in their own organization, high quality candidates and employees, such as ‘the best place to work’, ‘most popular company’ they prefer attractive ones among the branded companies. In order to attract these employees and keep their existing staff, organizations need to have a certain image in the field of human resources. The concept of employer brand, which has become increasingly popular in recent years, is to provide the right human resource to the organization and to keep it by creating organizational commitment.

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Farklılık İkliminin Psikolojik Sermaye Üzerindeki Etkisinde Etik Liderlik ve Psikolojik Güvenliğin Rolü

Author(s): Hale Edu Akduru,Fatih Semerciöz / Language(s): Turkish Issue: 3/2020

Purpose – The aim of this study is to investigate the roles of psychological safety and ethical leadership in the impact of employees' perception of diversity climate on positive psychological capital. Design/methodology/approach – The data collected through a questionnaire from a sample of 1000 people in the banking sector was analyzed by hierarchical regression analysis through SPSS 23 Amos and Lisrel 8.80 programs. Findings – It was found that ethical leadership behaviors and psychological safety were partially mediated the positive and meaningful effect of psychological capital on the diversity climate. In addition, ethical leadership and psychological safety have a mediating role in the impact of diversity climate on hope and self-efficacy sub-dimensions. The mediating effect of ethical leadership behaviors in this relationship is higher compared to psychological safety. Discussion – Research findings show that there is a positive relationship between employees' perceptions of diversity climate and positive psychological capital levels, and ethical leadership behaviors and psychological safety climate have mediating roles in this relationship. In this context, suggestions for banking sector managers have been developed. In addition, the study contributes to the literature since there is a very limited number of studies on the concept of diversity climate.

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Comparison of Personality Traits and Demographic Factors of the Entrepreneurs: The Case of Erzincan Province

Author(s): Fatma Yilmaz,Cenk Aksoy / Language(s): English Issue: 3/2020

Purpose – Entrepreneurship is a major force that forms the economic basis of developed countries today. Entrepreneurs contribute greatly to the strengthening of the economy by using resources effectively, generating innovative ideas, providing employment opportunities, and creating various markets. Each of the entrepreneurial individuals has various personality traits. This study aims to compare entrepreneurs' personality traits with demographic factors. Design/methodology/approach – The data used in the study were obtained from 281 entrepreneurs who have their own business in Erzincan province between 01.05.2019-01.07.2019, using the survey method, which is the primary data collection tool. The Survey forms were analyzed with SPSS for Windows 20.0. Findings – In the study it is found that female entrepreneurs are more extroverted than male entrepreneurs while the agreeableness levels of male entrepreneurs are higher than female entrepreneurs, single entrepreneurs are more extroverted than married entrepreneurs while the level of conscientiousness of married entrepreneurs is higher than single entrepreneurs, conscientiousness levels of aged 43 and over entrepreneurs are higher than other age groups while young entrepreneurs were found to have more openness than older entrepreneurs. Agreeableness levels of entrepreneurs with postgraduate are higher than entrepreneurs at other education levels. As education increases, agreeableness increases. Conscientiousness levels of entrepreneurs with postgraduate are higher than other education levels. As education increases, conscientiousness increases. Discussion – It was seen that some dimensions of the personality traits of the entrepreneurs were statistically significant in terms of demographic variables. Previous studies on the subject were examined, similar and different results were compared with this research. In entrepreneurship research, it was emphasized that personality traits and demographic factors are important and should be the subject of other studies in different place time and examples in the future. Some suggestions have been made to support especially women and young entrepreneurs.

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Üniversite İdari Personelinin Örgütsel Bağlılık Algılarının Örgütsel Kültür Algılarından Yordanması

Author(s): Halil Özcan Özdemir,Cemalettin İpek / Language(s): Turkish Issue: 3/2020

Purpose – The study aims to investigate the organizational culture and organizational commitment perceptions of the university administrative staff and the relationships between their organizational culture and organizational commitment perceptions. In the study, firstly organizational culture and organizational commitment perceptions of the participants were described and some analysis were made to test whether these perceptions differ statistically depending on gender, education level and experience of the participants. Furthermore, the relationships between the perceptions of organizational culture and organizational commitment were examined. Design/methodology/approach – Information about the universe, sample, data collection tools and data analysis process of the research carried out in the relational screening model are given below. The data to be used in the study were collected between October and November 2019. Findings – Study results also indicated that organizational culture perceptions of the participants did not differ statistically according to the gender variable. However, organizational commitment perceptions of the participants differed statistically in terms of emotional commitment. It was observed that the participants' perceptions of organizational culture differed in the dimensions of power culture, achievement culture and support culture, while organizational commitment perceptions of the participants differed in terms of emotional commitment depending on their educational level. Finally, the total variances explained by four organizational culture dimensions were ordered as 34% for normative commitment, 20% for emotional commitment, and 8% for continuance commitment. Discussion – The conclusions reached in both this research and the previous researches show that employees perceive all four organizational culture trends at certain levels in their organizations. In the research, the descriptive findings of the participants' perceptions of organizational commitment are compared with the research findings made on this subject, and there are some similarities and differences between the findings.

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