Kapitał ludzki – ekonomiczny czynnik aktywności innowacyjnej małych i średnich przedsiębiorstw

Author(s): Janusz Ziarko / Language(s): Polish Issue: 3/2014

In the article, on the background of the general recommendations coming from economic theories on the role of human capital in innovative development of the company, it pointed to the conducive to innovation requirements imposed on companies and to the corresponding skills of employees. It stressed the importance of regional and sub-regional economic development strategies, as well as the possibility of their use for the development of the human capital within their own companies.

Innowacyjność w sferze bezpieczeństwa i higieny pracy jako czynnik rozwoju biznesu

Author(s): Anna Kremel / Language(s): Polish Issue: 3/2014

Innovation in business is the key to its development, and a decisive factor as regards the level of market competitiveness. The “life” of every enterprise consists of many interdependent processes. Occupational health and safety is an area which accompanies all of those workplace processes. Innovation, i.e. broadly understood organisational and process-related changes are one way of improving the health and safety at work. Innovation in the fi eld of OHS involves ideas on how to improve the existing, and how to introduce new solutions aimed at enhancing the quality of work. Appropriate safety management, monitoring and assessment of the implemented improvements, access to knowledge and new technologies, adequate social relationships within a company all influence the internal corporate atmosphere, rendering the enterprise competitive, and strengthening its position on the market

Kierownicze stosowanie prawa pracy w zakresie ułatwiania podnoszenia kwalifikacji zawodowych pracowników

Author(s): Zdzisław Kubot / Language(s): Polish Issue: 1/2010

Między inteligencką tradycją a menedżeryzmem. Kształtowanie ideologii menedżerskiej i nowoczesnej kultury pracy w Polsce międzywojennej

Author(s): Piotr Górski / Language(s): Polish Issue: 1/2008

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.

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.

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.

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.

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.

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.

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.

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.

Örgütsel Etik İklimin Psikolojik Sahiplenmeye Etkisi

Author(s): Aysel Arslan,Hasan Gül / Language(s): Turkish Issue: 3/2022

Purpose – The aim of this research is to investigate the effect of organizational ethical climate on the psychological sense of ownership of employees. Design/methodology/approach – In the study, in which the relational and causal screening model, which is one of the quantitative research designs, was used, the data were obtained from a sample group consisting of 301 academicians. The data obtained by the questionnaire technique were analyzed in the SPSS program.Findings – Research findings; organizational ethical climate positively affects the psychological ownership levels of academicians. Discussion – Under the competitive conditions of the 21st century business world, the adoption and implementation of a number of ethical values have become very important for organizations. Organizations differ from their competitors with their activities that integrate with their values. The acceptance of these values by the society makes positive contributions to the reputation of organizations. The concept of organizational ethics gathers all kinds of positive values that create social trust. The perception and adoption of these values by employees is closely related to their psychological ownership of theorganization in which they work. In an organization that is psychologically owned, the motivation of the employees will increase and productivity will be ensured.

Benlik Kurgusu Teorisi Kapsamında Örgütsel Bağlılık ve İş Performansı Etkisi: Yiyecek İçecek İşletmelerinde Bir İnceleme

Author(s): Ersan Erol / Language(s): Turkish Issue: 3/2022

Purpose – With reference to self-construal theory, this study aimed to examine the correlation between organizational commitment and job performance. Design/Methodology/Approach – The researchers collected the data from employees working in 4-and 5-star hotels in Antalya. Findings – Since the result of the sphericity test (p<0.05) for the suitability of the explanatory factor analysis was significant for the data pertaining to 516randomly selected participants in the sample group, the researchers found the data set to be suitable for factor analysis. Regarding the scope and number of questions addressed to the sample group, self-construal (Cronbach's alpha= 0.766), organizational commitment (Cronbach's alpha= 0.766), and work performance (Cronbach's alpha= 0.830) achieved high levels of reliability. According to the results of the analysis, the impact of organizational commitment on work performance (B =1.1903, SE= .1746 p<.001, BC95%, p=0.0000) was positive and significant. In addition, independent self construal (B =-.1156, SE= .0471, p<.001, BC 95%, p=.0145) and interdependent self construal (B =-.0933, SE= .460, p<.001, BC 95%, p=.0430) fully mediated the impact of organizational commitment on job performance. Discussion – In recent years, psychological concepts have contributed to understanding human behavior both theoretically and practically. Findings on workers' psychosocial behaviors were underpinned and corroborated by a variety of studies. While the independent self construal affected the impact of organizational commitment on job performance negatively within the framework of independent self construal, the interdependent selfconstrual affected it positively.

Havacılıkta Teknostresin Verimlilik Üzerine Etkisinde Öğrenen Örgütlerin Aracılık Rolü: Hava Aracı Bakım Personeli Tutumları Üzerine Bir Alan Araştırması

Author(s): Emrah Erdem,Alptekin Sökmen / Language(s): Turkish Issue: 4/2022

Purpose – In the research, it will be tried to determine what effect the aircraft maintenance personnel operating in the aviation sector have on their productivity when exposed to technostress, and how the learning organizational structure makes a difference in this effect. The concept of technostress has been determined as a research area because it has not been studied much in the literature and the aviation sector is the sector where technostress is experienced the most. Design/methodology/approach – The sample of the research is a total of 331 aircraft maintenance personnel working in Balıkesir, Diyarbakır, İzmir and Eskişehir. In order to collect data in the study, the "survey method", which is one of the data collection methods, was used. SPSS 21 program was used for scale validity and reliability, linear regression, confirmatory factor analysis, ANOVA and T-test analyzes of the collected data. Findings – As a result of the analyzes, it was seen that the sub-dimensions of technostress are related to productivity and learning organization, and the learning organization structure has a mediating role in the effect of technostes on employee productivity. Discussion – In this study on aircraft maintenance personnel; When the impact of personnel on productivity and learning organization when exposed to technostress is examined, a statistically significant relationship was found with some of the sub-dimensions of technostress, but no significant relationship was found with others. Similar results were found in the literature. It is considered that the negative effects oftechnostress on productivity can be eliminated by creating a learning organizational culture within the organization. In studies on aircraft maintenance personnel in the literature; The study is considered to be original, since there is no study of the relationship between technostress and learning organization. It is thought that the study will contribute to scientific studies related to aviation, aircraft maintenance personnel and technostress.

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.

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.

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.

Unlocking the Power of Diversity Climate: How Does it Drive Employee Loyalty and Fuel Job Passion in Human Resource Management?

Author(s): Gamze Güner Kibaroğlu / Language(s): English Issue: 3/2023

Purpose- The study, rooted in Social Exchange theory, aims to examine the relationship between diversity climate and loyal behavior within the context of human resources management. Furthermore, it seeks to analyze the mediating role of job passion in this relationship. The primary objective of this research is to understand the connection between diversity climate and loyal behavior while shedding light on the role of job passion as a mediator in this relationship. By employing two distinct methods, this study aims to comprehensively explore the interplay of these factors in the organizational context. Design/Methodology/Approach- The research was meticulously designed and conducted through two primary approaches. In the first phase, quantitative data was gathered using a comprehensive questionnaire, amassing responses from a total of 312 participants in the industrial field. For the second phase, a qualitative methodology was employed, involving face-to-face interviews conducted with 91 selected participants. This mixed-method approach enables a robust exploration of the dynamics between diversity climate, job passion, and loyal behavior. Results- The outcomes of both quantitative and qualitative investigations concur, revealing a notable impact of diversity climate on loyal behavior among employees. This impact manifests itself consistently and significantly across both studies, underlining the significance of diversity climate as a predictor of employee loyalty. Additionally, the research uncovers the moderating role of job passion in this equation, indicating that the degree of passion for a job can influence the strength of the relationship between diversity climate and loyal behavior. Discussion- The findings of this study not only confirm the previously hypothesized relationship between diversity climate and loyal behavior but also provide deeper insights into the underlying mechanisms. The observed interaction of job passion as a moderating factor adds an extra layer of complexity to the understanding of this relationship. Notably, the nuanced analysis of different sub-dimensions of job passion reveals contrasting impacts; while harmonious passion mitigates the relationship between diversity climate and loyal behavior, obsessive passion exacerbates this relationship. These findings underscore the intricate nature of employee engagement and loyalty within the context of diverse workplaces, emphasizing the need for a holistic approach to managing workforce diversity in human resources management.

Kadın Çalışanların Psikolojik Şiddet Algısının Sosyal Kaytarma, Yaşam Doyumu Ve İşgören Performansı Üzerine Etkisi

Author(s): Menekşe Tarhan Öztoprak / Language(s): Turkish Issue: 4/2023

Purpose - The aim of this study is to measure the impact of female employees' perception of mobbing on social loafing, life satisfaction, and performance. Design/methodology/approach – The relational survey model, a quantitative research method, was employed, and surveys prepared for data collection were delivered to female employees working in public and private institutions in Ankara using an easy sampling method via email, WhatsApp, and Instagram. The sample of the study consists of 479 female employees who provided complete responses to the survey. Surveys including scales for mobbing, social loafing, life satisfaction, and employee performance were applied to the sample group. The SPSS 27 program was used to evaluate survey results, and statistical analyses such as Frequency, Mean, Pearson Correlation, Regression, t-test, and Anova were conducted in SPSS 27 to test the hypotheses of the study. Findings - The analysis results revealed a significant relationship between employees' perceptions of mobbing and social loafing, life satisfaction, and employee performance. Additionally, the regression analysis indicated that the perception of mobbing among female employees has a impact on social loafing, life satisfaction, and performance. Discussion - The study's findings were compared with other studies examining the impact of female employees' perception of mobbing on social loafing, life satisfaction, and performance, and consistent results were observed. Therefore, it is believed that addressing the impact of mobbing on social loafing, life satisfaction, and performance among female employees in this research contributes to the national literature.