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Hindrance Stressors, Career Plateau, Work-Related Depression and Emotional Exhaustion among Flight Attendants

Author(s): Homayoun Pasha Safavı,Mona Bouzarı,Taraneh Foroutan / Language(s): English Issue: 1/2021

Purpose – The present study bears numbers of prospective contributions by pointing to neglected issues in hospitality management and service literature. Specifically, it applied job demands-resources model to test a conceptual model to check whether career plateau (CP) acts as a mediator in the relation between hindrance stressors (HSs), work-related depression (WRD) and emotional exhaustion (EE). Design/methodology/approach – Data was collected from flight attendants in public and private airlines in Iran via their direct supervisors through judgmental sampling technique. One-hundred ninety-two flight attendants participated in the study. Structural equation modelingwas applied for data analysis. Findings – The results confirm that HSs are significantly associated with CP and CP is directly related to WRD and EE. The results similarly proved that CP acts as a mediator in the aforementioned relationships. Discussion – This study connects HSs on WRD and EE through CP. Inspecting the mediation impacts of CP in this relation seems noteworthy since it is largely overlooked in the relevant service literature. The results showed that HSs enhance CP. Moreover, the existence of CP elevates strain. That is, plateaued employees feel ignored by their organizations, and this boosts their feeling of WRD and EE. Implications – Managers should help crew members in understanding their responsibilities through establishing a clear job description consisting of clear responsibilities, tasks and goals. Managers should take proactive approaches to decrease job demands and deal with plateaued employees. They should put enough effort into changing these employees’ perceptions and negative attitudes toward their job.

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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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Banka Çalışanlarının İş Güvencesizliği, Liderlik Tarzı ve Kontrol Odağı Algılarının Demografik Değişkenlere Göre Değerlendirilmesi

Author(s): Perihan Tüzün,Mustafa Öztürk / Language(s): Turkish Issue: 1/2021

Purpose – In this study, it is aimed to examine and interpret bank employees' job insecurity, leadership style, and locus of control perceptions according to demographic variables. Design/methodology/approach - The research model was created by comparing the variables of job insecurity, leadership style of managers and locus of control with a total of 11 demographic variables. Survey method was preferred for data collection. Banks Association of Turkey (TBB), dated 12.31.2018 "distribution according to provinces and territories of bank employees" were taken into account the number of employees in the report. In this context, a total of 500 questionnaires were distributed to all commercial banks operating in Antalya, Isparta and Burdur provinces and analyzes were carried out on a total of 383 questionnaires. As a data collection tool, Ashford, Lee and Bobko (1989), consisting of 9 statements; De Witte (1999); The scale was created by Hellgren, Sverke, and Isaksson (1999) to measure the perceived job insecurity and translated into Turkish by Şeker (2011) (Dede, 2017: 135), developed by Liden and Maslyn (1998) and Baş et al. (2010), the 12-item leader-member interaction (LMX) scale, which has four subdimensions: loyalty, influence, contribution to change and professional respect, which was revised by Bolat (2011: 194-195) and adapted to Turkish by Spector (1988). Dr. Locus of control scale was used, which was translated and adapted into Turkish by Mustafa PAKSOY (Özbezek, 2018: 101). The analysis of the data was analyzed with the SPSS 23 program and the results were interpreted. Findings – As a result of the analysis, gender did not show any difference in terms of leader member interaction, locus of control and job insecurity. Regarding the age variable, the group with the highest perception of quantitative job insecurity was found to be those between the ages of 26-30. Employees in the 26-30 age group think that they will completely lose their jobs (quantitative job insecurity) compared to bank employees belonging to other age groups. There was no significant relationship between the perception of job insecurity and education level in terms of both main and sub-dimensions. Discussion – As banks operate in the financial sector of technology, the rapid realization of current developments causes a number of concerns for bank employees, the loss of their jobs or the loss of their qualifications. Bank employees are not only affected by their perceptions of job insecurity, but also by the leadership style of their managers and the type of locus of control they have.

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Lider Üye Etkileşim Kalitesinde Üyelerin Kişilik Özelliklerinin Rolü: Ankara’da Özel Bir Hastane Örneği

Author(s): İrem Kaptangil / Language(s): Turkish Issue: 1/2021

Purpose – This research aims to reveal the relationship between five factor personality traits of subordinates and the quality of leader member exchange. Accordingly, the study was conducted to reveal the relationship between the sub-dimensions determined in the newly developed leader member exchange scale and five factor personality trait sub-dimensions. Design/methodology/approach – The data of the study were obtained from questionnaires collected by face to face implementation from 184 healthcare workers. The obtained data were analysed and interpreted with SPSS 20 and AMOS package programs. Findings – As a result of this analysis, statistically significant relationships were found between all sub-dimensions of leader member exchange and sub-dimensions of extraversion, agreeableness, neuroticism and openness among the five factor personality traits. Discussion – Although the findings obtained from the research support some of the studies on the subject, they do not coincide with some research results. From this point of view, it is thought that personality traits may vary on the quality of leader member Exchange on a sectoral basis. However, it has been observed that the sense of professional responsibility and personality traits of healthcare professionals are a determining factor on the leader and subordinate relationships experienced in the organizational environment.

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Kamu ve Özel Sektörde İş Motivasyonu Uygulaması: Çok Boyutlu Bir Analiz

Author(s): Aykut Göksel,Batuhan Ayan / Language(s): Turkish Issue: 3/2021

Findings – In the analyzes conducted, a significant relationship was found between gender and educational status, and demotivation and autonomous motivation, between the sector and demotivation, controlled motivation and autonomous motivation and between the position in the workplace and controlled motivation. However, there was no significant relationship between marital status, total working year and job motivation dimensions. While the demotivation and controlled motivation level of the public sector employees is higher than the private sector employees, the autonomous motivation level of the public sector employees is lower than the private sector employees. Discussion – It is considered that the gender of the employees participating in the study, their education status, their position in the workplace and the sector may have an impact on job motivation. The findings obtained in the research can be evaluated together with other studies in the literature, and can give managers different perspectives on employee motivation.

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Çalışanların Demografik Özellikleri ile İşyerlerindeki Çalışma Koşulları Arasındaki İlişkinin Analizi: Market Zincirleri Örneği

Author(s): Hakan VATANSEVEN,Hasan Alpay HEPERKAN / Language(s): Turkish Issue: 3/2021

Purpose - This study was carried out to determine the relationship between the demographic characteristics of employees of different sizes of supermarket chains and working conditions in their workplaces. Of the features that affect individuals in the analysis; age, education level, employee experience, marital status variables; Within the scope of working conditions, it will be tried to explain how much the demands, control, support, relationships, role and change affect. Design/methodology/approach - In this study, "Relational Scanning Model", which is one of the quantitative research techniques, which analyzes cause-effect relationships, was chosen. The sample of the research is limited to 794 people working in big supermarket chains in Turkey. Data collection tools used in research; It is a personal information form and a scale for the evaluation of working conditions, simple random sampling method was used in the selection of the participants. By using the survey data; Reliability analysis and frequency analysis were performed with SPSS statistical program, and the hypotheses of the study were tested with t-test and one-way variance. Results – In this study, gender, marital status, educational status, age ranges, weekly working hours, title in the company, total working years, working years in the company, business lines, customer density variables; It has affected the working conditions in the workplaces. In other words, it was concluded that the relationship between demographic characteristics and working conditions was statistically significant.

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Yönetim Desteğinin Duygusal Emek Üzerindeki Etkisinde Örgütsel Bağlılığın Aracılık Rolü

Author(s): Hülya Gündüz Çekmecelioğlu,Sabiha Sevinç ALTAŞ,Jale Balkas / Language(s): Turkish Issue: 3/2021

Purpose – The aim of the research is to explain the relationships between supervisory encouragement, organizational commitment and emotional labor behaviors, and to investigate the mediating effect of organizational commitment on the effect of supervisory encouragement on emotional labor behaviors. Design/Method/Approach – Data were collected from 210 people working in enterprises employing 20 or more people in the provinces of Kocaeli and Istanbul by survey method. While analyzing the data, the Structural Equation Modeling was used through the AMOS package program, as well as descriptive statistics. Results – The results of the research revealed that the participants mostly exhibited sincere (natural) emotional labor behavior in the organization. Path analysis results revealed that management support negatively affected superficial role-playing behavior, one of the emotional labor behaviors. Also; the results showed that supervisory encouragement strongly affects organizational commitment. In addition, the results of the analysis revealed that organizational commitment has a full mediating effect on the effect of management support on surface role-playing behavior. Discussion – Increasingly supportive attitudes and behaviors of the manager to her/his subordinates reduce the fake behaviors of employees within the organization that they do not really feel. At the same time, these supportive attitudes and behaviors exhibited by the management also ensure that the individual is emotionally attached to the organization. Increasing organizational commitment, on the other hand, reduces the fake behaviors of employees towards organizational members or customers, based on role-playing.

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Muhasebe ve Pazarlama Departmanlarında Çalışan Personellerin Yaşadığı İş Stresinin İş Performansına Etkisi

Author(s): Reyhan SARIÇİÇEK,Filiz Çopuroğlu,B. Dilek Özbezek / Language(s): Turkish Issue: 4/2021

Purpose – In order to ensure that businesses achieve their goals systematically, all business functions, especially the accounting function which is the financial language of the business and the marketing function which is a window for business to open up to the world, must operate effectively and efficiently. This depends on the job performance of the employees working in these departments. Nowadays, employees are faced with a quite intensive job stress and that job stress affects job performance. The aim of this study is to examine the effect of job stress experienced by the employees in accounting and marketing departments on their job performances in all its dimensions. Design/methodology/approach – Within the scope of the research, an online questionnaire was applied to 251 employees working in the accounting and marketing departments of the enterprises in Gaziantep 1st Organized Industrial Zone via e-mail and the data obtained from 155 participants who responded to the survey were analyzed through the “SPSS 25.0 and AMOS 24.0” programs that allow the analysis of quantitative data. Findings – According to the results of the research, it was found that perceived stress has an effect on job performance and there is a moderate and positive relationship between the perceived stress coping dimension and the job performance, while there is no relationship between stress dimension of perceived stress and job performance. When the perceived stress levels and job performances of the participants were examined in terms of demographic variables, there appeared no significant difference between perceived stress level and job performance and gender, marital status and department; nevertheless, a significant relationship was found between stress level and age, job performance and educational status. Discussion – The literature on the effect of job stress on job performance shows that this effect can be neutral, positive, negative or ∩ (inverted u). In this study, it was concluded that job stress of employees in accounting and marketing departments has a positive effect on job performance. This result supports the conclusion that job stress does not always negatively affect job performance; it sometimes affects positively also. Instead of ignoring work stress, businesses need to focus on the factors and conditions that cause stress and demonstrate a successful management strategy in order to transform the experienced stress into high performance and productivity.

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Örgütsel Sessizliğin İş Yerinde Mutluluk Üzerindeki Etkisi: Bir Psiko-Sosyal Bireysel Kaynak Yokluğu Olarak Umutsuzluğun Rolü

Author(s): Burcu Aydin Küçük,Gülnur YAĞICI / Language(s): Turkish Issue: 4/2021

Purpose – In this study, the mediator role of the sense of hopelessness as a psycho-social resource absence in the effect of organizational silence on the happiness of employees at workplace is examined. As a result of the literature research, it is thought that the silence that occurs at the organizational level may affect the happiness of the employees at the workplace. In addition, it is assumed that hopelessness may have a role as a mediating variable in the effect of organizational silence on happiness at workplace. Design/Method/Approach – The research was carried out on 402 white-collar individuals working in the service sectors (education, health, marketing and banking) in the province of Istanbul. Simple linear regression and the Hayes Process macro extension were used to test the hypotheses in the research, in which the convenience sampling method was used, and the data were tested with the Statistics Package Developed for Social Sciences (SPSS version 22). Results – The findings (N=402) show that there is a significant relationship between organizational silence and happiness of employees at workplace, hopelessness (β =-,406; LLCI=-.4905 ve ULCI=-.3205; β = .304; LLCI= -.3812 ve ULCI= -.2282, respectively). However, it has been determined that there is a significant relationship between organizational silence and the sense of hopelessness, and it has been observed that hopelessness, which has a mediating role in this relationship, directly affects the relationship between organizational silence and happiness at workplace (β = -,223; LLCI =-,2873; ULCI = -,1600). Discussion – With this study, it was thought that organizational silence might have an effect on the positive emotional states of employees, such as happiness at workplace. Considering the importance of feeling happy during their staying time at work, especially for employees who spend at least one third of the day at their workplace, the starting point of this research is that the obligation to remain silent can be an important obstacle to being happy and reduce the motivation for happiness.

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Organizasyona Karşı Hissedilen Psikolojik Sahiplenme - İş Performansı İlişkisi: Gıda Sektörü Örneği

Author(s): Derya ÇEVİK TAŞDEMİR,Sümeyra CEYHAN,Gül Çıkmaz / Language(s): Turkish Issue: 2/2022

Purpose – Employees working with 'mine' psychology, which is identified with psychological ownership; It can provide a competitive advantage to organizations by increasing the level of business performance. In this direction, this research aimed to determine the interaction between psychological ownership and job performance concepts. Design/Methodology/Approach – It is aimed to determine the effects of psychological ownership on job performance and the differences between demographic variables, with the data obtained by survey method from 415 employees employed in small and medium-sized food businesses in Gaziantep Organized Industrial Zone. In this context, descriptive analyzes, reliability analysis, frequency, factor, correlation, regression ANOVA and T-Test analyzes were performed. Findings – There is a positive and significant relationship between the psychological ownership felt towards the organization and job performance, and the psychological ownership of the employees; significantly related to the employee's income, educational status, position and tenure; It was determined that there was no significant correlation with gender, marital status and age status. Discussion – In order to improve the job performance of employees, psychological ownership can be enhanced by positive management mechanisms such as including managers in the decision-making process. In this direction, the management of these positive emotions can be achieved, provided that the relationship between psychological ownership and demographic variables is well understood. Also within the scope of the article, possible managerial implications and suggestions for future research are discussed.

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Toksik Liderliğin Örgütsel Sessizliğe Etkisi

Author(s): Özge Turhan / Language(s): Turkish Issue: 2/2022

Porpose – The aim of this study is to examine the relationship between toxic leadership and organisational silence. Design/methodology/approach – The sample group of the study consists of blue and white collar workers. Employees selected from businesses operating in different sectors volunteered to work. 350 employees were reached, analyzes were carried out through 301 valid questionnaires. Findings – As a result of the analyzes carried out to test the hypotheses of the study, the interaction between the dependent and independent variables was determined. Namely; it has been determined that toxic leadership has an explanatory effect on organizational silence. A negative interaction was found between toxic leadership and organizational silence. Since the opposite result of the literature was found, regression analyzes were carried out on the basis of sub-dimensions in order to make a detailed examination and to clarify the reason for obtaining such a result. As a result of the regression analysis, it has been proven that there is actually a negative interaction on the basis of some subdimensions. It has been found that as ignorance increases, acquiescent silence increases, prosocial silence is observed with an increase in negative mental state, and defensive silence is detected in organizations with an increase in ignorance. As a result; toxic leadership affects organizational silence. The most important variable in this interaction is negative mental state. Discussion – It has been determined that the findings obtained as a result of the analyzes carried out for the hypotheses of the study support the relevant literature. In addition, new contributions have been made to the literature since there is no study that examined these variables together before. Suggestions were also developed through the results of the analysis carried out in the study.

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Örgütsel Özdeşleşmenin İş Performansına Etkisinde İşe Adanmışlığın Aracılık Rolü

Author(s): Tuğba Erhan / Language(s): Turkish Issue: 2/2022

Purpose – The aim of this research is to examine the relationship between organizational identification, job performance and work engagement within the scope of tourism industury. Design/methodology/approach – Quantitative research methods were used in the research. By using convenience sampling method, an online questionnaire was conducted with 320 participants. The data obtained were analyzed by using SPSS and AMOS programs with the structural equation model. Findings – The results of the research obtained as a result of the analyzes show that organizational identification has a positive and significant effect on job performance and work engagement, and work engagement has a positive and significant effect on job performance. In addition, it has been determined that work engagement has a mediating role in the effect of organizational identification on job performance. Discussion – The results of the current research supports the literature. When the employees feel themselves as an important part of the organization, they may perceive all kinds of situations that the organization encountered on a personal level. The performance of the employees will incerease as a result of the highly perceived organizational identification.

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İş Stresinin İşe Yabancılaşma Üzerindeki Etkisi: Örgütsel Destek Algısının Rolü

Author(s): Gülçin EREN,Şafak ECE / Language(s): Turkish Issue: 2/2022

Purpose – The aim of this study is to examine the effect of work stress on work alienation and whether the perception of organizational support has a moderator role on this effect. Another aim is to reveal whether work stress, work alienation and perception of organizational support differ according to demographic characteristics. Design/ methodology/ approach – This study is a quantitave study and has a scanning pattern. Within the scope of the study 285 individuals working in Istanbul were reached with convenience sampling tecnique, an online survey was applied between 12.08.2021-28.12.2021 and the obtained data were analyzed with the help of SPSS 21.0 package program. Findings – The results of the study show that work stress affects work alienation. Although the perception of organizational support does not have a moderating role on this effect, it is effective on work stress and work alienation separately. In addition to these, it was determined that work alienation showed asignificant difference according to some sociodemographic characteristics. Discussion – Consistent with the literature, it was determined in this study that work stress is a precursor to work alienation. If measures such as the prevention of work stress are taken so that employees do not experience alienation from work, the negative consequences that may arise in terms of the organizations can be prevented.

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Çalışanların İş Yerlerindeki Çevreci Davranışları İle Yeşil İş Yeri İklimi Algıları İlişkisinde Algılanan Tüketici Etkinliğinin Düzenleyiciliği

Author(s): Ece KOÇAK,Mehmet Baş / Language(s): Turkish Issue: 1/2022

Purpose – The purpose of this study is to examine the moderator role of perceived consumer effectiveness in the relationship between employees’ pro-environmental behavior in workplaces and their perception of green workplace climate. Design/Methodology/Approach – In scope of this work, a model has been introduced which addressed the positive effect of green work climate toward proenvironmental behaviors in workplace and the moderator effect of perceived consumer effectiveness to this relationship. In line with the data obtained, the significance and validity of this model were discussed. In this study, data was obtained from 412 employees in 23 provinces employed in public and private sectors. Simple Linear Regression Analysis was used through SPSS program to examine the effect of green workplace climate factor on pro-environmental behavior. Regression analysis including moderator variable was used to analyse the moderator role of perceived consumer effectiveness in the said relationship. Confirmatory Factor Analysis was carried out using the AMOS program in order to measure the validity of the research model. Findings – As a result of this research, it was seen that employees' perceptions of green workplace climate had a positive and significant effect on their environmentally friendly behavior in workplaces. The perceived consumer effectiveness factor plays a moderator role in this relationship. Discussion – According to obtained results, it is important that business managers should support pro-environmental behaviors such as conservation or recycling and that they should be able to effectively communicate with employees that they have designed their work environment accordingly, as the perception of green workplace climate positively affects pro-environmental behaviors.

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Pozitif Psikolojik Sermaye ile Duygusal Zekâ Arasındaki İlişki Üzerine Bir Araştırma

Author(s): Merve Şener,Canan Yildiran,Yahya Fidan / Language(s): Turkish Issue: 3/2022

Purpose –The aim of the study is to determine the relationship between positive psychological capital and its sub-dimensions, emotional intelligence and its sub-dimensions. Design/methodology/approach –For the purpose of research, the universe of the study consists of 538 teachers working in state high schools located in the central district of Karabuk province. In order to collect the data to be used in the study, a questionnaire was distributed to 250 teachers working in the central district of Karabuk province,and the total number of questionnaires available was determined as 218. Findings –As a result of the research, it has been determined that the dimensions of positive psychological capital are related to all dimensions of emotional intelligence, except the dimension of benefiting from emotions. In addition, it has been determined that positive psychological capital differs according to educational status and professional working time, and emotional intelligence differs according to gender and weekly additional lesson hours demographic variables.Discussion –It can be said that an individual who is aware of his abilities and capacity is skilled in understanding, managing and changing his own and others’ emotions. Similarly, it can be stated that people who are aware of and manage their own and others’ emotions are optimistic and psychologically more resilient. In addition, it can be said that individuals who can’t benefit from their emotions and can’t manage their emotions can’t have hopeful and optimistic expectations about the future.

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İletişim İklimi ile Psikolojik Sermaye Arasındaki İlişkinin İncelenmesi

Author(s): Ahmet Ziya Başçı,Fatma Geçikli / Language(s): Turkish Issue: 3/2022

Purpose – The purpose of this study is to emphasize therelationship between communication, which is an indispensable element for organizations in a challenging competitive environment, and the communication climate, which consists of organizational employees' perceptions of the characteristics and quality of communication, with psychological capital levels, which is the subjective well-being of individuals. Design/methodology/approach – Questionnaire technique was used to collect data in the study using the predictive co relational screening design. Normality analysis was performed on the obtained data and it was determined that the data were distributed normally. Frequency analysis was used to interpret the demographic information of the participants through normally distributed data, arithmetic mean distribution to determine the communication climate perceptions and psychological capital levels of the participants, correlation analysis to determine the relationship between variables, and standard multiple regression analysis to determine the predictive role between variables. Findings – As a result of the standard multiple regression analysis conducted in the study, it was determined that the sub-dimensions of communication climate, the defensive and supportive communication climate together, significantly predicted the sub-dimensions of psychological capital separately. Discussion – In the light of the results obtained within the scope of the research, it has been determined that there is a significant relationship between the communication climate perceptions of the academic staff working at Atatürk University and the level of their psychological capital. In this context, to be able to develop and increase the level of psychological capital, which expresses the general well-being of the individuals, the importance of the supportive communication climate created in the organization emerges.

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İşten Sıkılmanın İnternet Bağımlılığı, İş Tatmini ve Örgütsel Yalnızlık ile İlişkisinde Kişilik Özelliklerinin Aracı Rolü

Author(s): Batuhan Ayan,Alptekin Sökmen / Language(s): Turkish Issue: 2/2023

Purpose - The purpose of this study is to reveal the relationships among the variables of job boredom, internet addiction, job satisfaction, organizational loneliness and personality traits; and to determine whether personality traits has a mediating role between job boredom and internet addiction, job boredom and job satisfaction, and job boredom and organizational loneliness. Design/methodology/approach - Research data were collected by online and face-to-face survey method with the participation of 360 employees working in six public institutions operating in Ankara. Analyzes were made with the SPSS 24 program. Correlation and regression analyzes were performed for the analysis of the relations between the variables. Findings – According to the results of correlation analysis it is reveal that there is a negative relationship between job boredom and job satisfaction and there are positive relationship between job boredom and internet addiction, and job boredom and organizational loneliness. In addition, with regression analysis, it was concluded that personality traits have a partial mediating effect between job boredom and internet addiction, job boredom and job satisfaction, and job boredom and organizational loneliness. Discussion - In line with the results obtained from study, the level of boredom has a negative relationship with the job satisfaction of the employees and a positive relationship with the internet addiction and organizational loneliness. In other words, it can be concluded that as job boredom increases, job satisfaction decreases, internet addiction and organizational loneliness increase. In addition, the personality traits of the employee partially affect these effects. As a result, it is thought that it may be beneficial for the organization to carry out activities to reduce boredom by taking into account the personality characteristics of the employees.

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Challenges Faced by Working Women in The Pandemic Period and Their Emotional Experiences to Work

Author(s): Öznur Gülen Ertosun / Language(s): English Issue: 1/2023

Purpose – The main purpose of the study is to examine the effects of non-work roles, work-related differences, COVID-19 experiences, and demographic differences on their emotional experiences towards work during this time. Design /methodology/ approach – Mixed methods research (pluralist) is used to test the hypotheses of the study. Design of the study is explanatory sequential, and method used for the procedure is building. In the first stage, a semi-structured interview method has been used and the data obtained were evaluated with content analysis, statements for the socio-demographic information form are developed with these findings. In the second stage of the study, the questionnaire is applied to 339 working women including the socio-demographic information form and job-related contentment scale. Findings – The qualitative findings of the study indicates that the changes in non-work responsibilities and the change in working type are challenging in the pandemic period compared to the previous period. According to quantitative research findings, socio-demographic differences generally indicate non-significant differences (except working styles and education levels) in job-related contentment levels of working women during the pandemic process, also they have moderate levels of job-related contentment during the pandemic. Discussion – Findings indicates that non-work responsibilities are disadvantages for working women, however these challenges are not deterministic on their job-related contentment. Also, remote working limits communication and management activities but positively affect their job-related contentment. This study contributes to both women's studies & COVID-19 studies, also practitioners to develop women-friendly strategies.

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The Effects of Human Resources Management on Organizational Performance and Organizational Climate: A Study in Konya Industry

Author(s): Ahmet Akar,Aykut Bedük / Language(s): English Issue: 3/2023

Purpose – This study aims to determine the impact of human resource management on organizational performance and organizational climate. Design/methodology/approach –In the study, "SPSS 23.0 and AMOS" programs were used to analyze the data collected by questionnaire method. Reliability and validity analysis, normality tests, and EFA were performed to define and summarize the observed variables and to reveal the workable factors. Subsequently, confirmatory factor analysis (CFA) was conducted to reveal the structural validity of the variables and Path analysis was used to test the hypotheses. Findings –According to the results of the research, it was determined that human resource management has a significant positive effect on organizational performance (ß=,86; p<,05) and human resource management has a significant positive effect on organizational climate (ß=,82; p<,05). In addition, the levels of relationship between demographic variables and organizational performance and organizational climate were also tested. As a result, it was seen that the perception levels towards organizational performance and organizational climate showed a significant difference according to the participants' years of employment (seniority) and total years of employment in the organization. Discussion – The results regarding the impact of human resource management on organizational performance and organizational climate are related to the literature. In the study conducted by Alzaeane (2018) with the employees of an oil company operating in Libya, it is seen that human resource management has a significant effect on organizational performance. Cafferkey and Dundon (2015) found that human resource management has a significant effect on organizational climate. In the study conducted by Chakraborty and Biswas (2021), it is seen that human resource management has a significant effect on organizational climate and organizational performance.

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Etik Liderlik Anlayışının Örgütsel Bağlılığa Etkisi: Kamu Kurumlarında Bir Araştırma

Author(s): Burcu TURAN TORUN / Language(s): Turkish Issue: 3/2023

Purpose -The purpose of this study is to determine the effect of ethical leadership understanding on organizational commitment. In this context, it is aimed to determine the effects of ethical leadership on emotional commitment, continuance commitment and normative commitment. Design/Methodology/approach - In this study, Smart PLS program was used to determine the relationship between variables. Questionnaire form was used as data collection method in the research. Van province public institutions were chosen as the main mass. The total number of employees working in public institutions in the İpekyolu district of Van is 500. The number of samples to be obtained from this number is calculated as 217. In total, the number of distributed questionnaires was 300, the number of returned questionnaires was 264, and the number of questionnaires subject to analysis was 237. The survey consists of three parts. Demographic variables are in the first part, Ethical Leadership Scale is in the second part, and Organizational Commitment Scale is in the third part. Findings - According to the findings, it was seen that ethical leadership understanding has a significant effect on organizational commitment. Ethical leadership approach is most effective on emotional commitment sub-dimension. It can be said that the ethical leader tries to make the employees see themselves as a part of the business through the ethical values he adopts and the ethical behaviors he displays. In other words, it can be said that as ethical behaviors increase, emotional commitment will increase and managers try to reach their goals by having positive feelings towards the company with such behaviors. It has been determined that ethical leadership affects affective commitment the most among the dimensions of organizational commitment and affects continuance addiction the least. Discussion - The findings of this study that ethical leadership has a significant effect on organizational commitment support the literature. In this direction, it can be said that as ethical behaviors increase, emotional commitment increases and it can be suggested that employees can engage in ethical leadership behaviors in order to increase their organizational commitment.

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