O. Tayfur - Academia.edu (original) (raw)

Papers by O. Tayfur

Sosyo ekonomi, Oct 25, 2022

This study aims to determine the mediating role of employee well-being in the relationship betwee... more This study aims to determine the mediating role of employee well-being in the relationship between psychological capital and turnover intention. The hypotheses were tested by path analysis on the data from 163 blue collars. According to the study, there is a strong positive relationship between psychological capital and well-being. Psychological capital positively predicts subjective and psychological well-being but cannot directly predict workplace well-being. The turnover intention doesn't have a significant relationship with psychological capital, well-being, and its sub-dimensions, and the dimensions of well-being don't have a mediating effect. Turnover intention tends to decrease in married and highly educated employees.

Sosyo ekonomi, Jul 26, 2023

The study aims to investigate whether organisational performance shows a significant difference a... more The study aims to investigate whether organisational performance shows a significant difference according to the different strategies applied by the organisations. In the study, in which Miles and Snow's (1978) strategy typology was used, and two different scales were taken as the basis for determining business strategies, performance was examined based on perceived organisational performance from a qualitative perspective. Research data were obtained from large-scale organisations operating in different sectors in Türkiye. The findings reveal that employee relations performance, one of the sub-dimensions of performance, shows a significant difference according to different strategic types. It has been determined that defender, prospector, and analyser strategies positively affect perceived market performance, product service performance and employee relations performance.

Journal of Management & Organization, Dec 27, 2016

Through two studies, this paper investigates the moderating effects of personality traits (i.e., ... more Through two studies, this paper investigates the moderating effects of personality traits (i.e., extraversion, conscientiousness, agreeableness and neuroticism) and the mediating effect of psychological empowerment on the relationship between perceived transformational leadership and job satisfaction. Study 1 searches whether personality traits moderate the effects of perceived transformational leadership on followers' job satisfaction. Using a sample of 221 R&D employees employed by information technology organizations, the results of Study 1 indicate that the more conscientious the employee, the stronger the relationship between perceived transformational leadership and job satisfaction. Study 2 explores whether psychological empowerment mediates the effects of perceived transformational leadership on followers' job satisfaction. Based on data from 348 academics, the results support the mediating role of psychological empowerment on job satisfaction, in that when employees perceive their leader as transformational they feel more psychologically empowered, which in turn increases job satisfaction levels. Implications for future research and practice are discussed.

Journal of Economics and Behavioral Studies, Aug 30, 2015

The concept of coworker trust has gained importance for the last decade due to increased teamwork... more The concept of coworker trust has gained importance for the last decade due to increased teamwork and collaboration within organizations. However, there is a need to study the concept of trust with emic perspective reflecting people or society's different values, norms and expectations. The aim of this study is to examine the role of allocentrism and idiocentrism, which represent individual level manifestations of collectivism and individualism on coworker trust and its dimension (i.e. affect-and cognition-based trust). Besides that, this study investigates whether willingness to work with somebody else is affected by cognitiveor affect-based trust. Data were gathered from German and Turkish samples and analyzed separately. Hypotheses were supported in a German sample such that allocentrism predicted both overall coworker trust and affect-based trust, while idiocentrism predicted cognition-based trust. In Turkish sample, allocentrism was found to be associated with overall coworker trust and cognition-based trust. Neither idiocentrism, nor allocentrism could predict affect-based trust in this sample. Remarkably, willingness to work with German coworkers was associated with cognitive-based trust. The results demonstrated the differential effects of idiocentrism and allocentrism on coworker trust and they are discussed together with its implications.

International Journal of Manpower, Feb 13, 2023

PurposeThis study explores the effect of the strategic fit (tight-fit, minimal-fit and non-fit) b... more PurposeThis study explores the effect of the strategic fit (tight-fit, minimal-fit and non-fit) between business strategies and human resource (HR) practices on perceived organizational performance (POP). It also investigates the moderating role of firm size on strategic fit–performance linkage.Design/methodology/approachThe data were gathered via an online survey from HR managers of companies listed in “Fortune-500 Turkey, ISO-Top and Second-Top 500”. The form was distributed to 669 organizations, and 102 of them responded. The data were analyzed using one-way ANOVA and moderation analysis.FindingsNo statistically significant difference was found in organizational performance according to different strategic fit categories. The moderating effect of firm size was not significant. Yet, tight-fit and minimal-fit appear to be linked to higher organizational performance. The results reveal that business strategies aligned with HR practices could have a favorable impact on organizational performance.Originality/valueThe study differs from previous studies in terms of methodology, the conceptualization of strategic fit categories, the nature of the sample and non-Western origin.

Gender in Management: An International Journal, Jan 10, 2023

Purpose The primary purpose of this study is to examine the relationship between ambivalent sexis... more Purpose The primary purpose of this study is to examine the relationship between ambivalent sexism (hostile and benevolent sexism) and managerial choice, considering organizational culture as a moderating variable. Additionally, the study addresses employees’ preference for working with same-sex managers as opposed to opposite-sex managers. Design/methodology/approach Data were collected from 245 white-collar employees working in a large-sized holding company in Ankara, Türkiye, using the survey method. PROCESS Macro was used to test the hypotheses. Findings Neither hostile nor benevolent sexism directly affected managerial choice. However, perceived gender equality within an organization was found to significantly affect the preference for working with female managers. Gender equality in organizational culture did not have a significant moderating effect on the relationship between hostile and benevolent sexism and the inclination to work with women managers. Furthermore, the participants reported a tendency to work with same-sex managers independent of their sexist attitudes and perceived organizational culture. Originality/value This study sheds light on the literature by examining the joint effects of sexism and perceived gender inequality on the desire of working women managers. In doing so, this study differs from previous studies focusing solely on individual variables such as personality and sexism or situational variables as hindering factors for women’s attainment of managerial positions.

European Management Journal, Jul 1, 2023

European Management Journal

International Journal of Manpower

PurposeThis study explores the effect of the strategic fit (tight-fit, minimal-fit and non-fit) b... more PurposeThis study explores the effect of the strategic fit (tight-fit, minimal-fit and non-fit) between business strategies and human resource (HR) practices on perceived organizational performance (POP). It also investigates the moderating role of firm size on strategic fit–performance linkage.Design/methodology/approachThe data were gathered via an online survey from HR managers of companies listed in “Fortune-500 Turkey, ISO-Top and Second-Top 500”. The form was distributed to 669 organizations, and 102 of them responded. The data were analyzed using one-way ANOVA and moderation analysis.FindingsNo statistically significant difference was found in organizational performance according to different strategic fit categories. The moderating effect of firm size was not significant. Yet, tight-fit and minimal-fit appear to be linked to higher organizational performance. The results reveal that business strategies aligned with HR practices could have a favorable impact on organizational...

Sosyoekonomi

Çalışmanın amacı; psikolojik sermaye ve işten ayrılma eğilimi ilişkisinde, çalışan iyi olma halin... more Çalışmanın amacı; psikolojik sermaye ve işten ayrılma eğilimi ilişkisinde, çalışan iyi olma halinin aracı rolünün belirlenmesidir. Hipotezler 163 mavi yakalıdan toplanan veriye, yol analizi yapılarak test edilmiştir. Buna göre; psikolojik sermaye ile çalışan iyi olma hali arasında pozitif yönde, güçlü bir ilişki bulunmaktadır. Psikolojik sermaye, öznel ve psikolojik iyi olma halini pozitif yönde tahmin etmekte, iş yeri iyi olma halini doğrudan tahmin edememektedir. İşten ayrılma eğiliminin psikolojik sermaye, iyi olma hali ve alt boyutlarıyla anlamlı bir ilişkisinin olmadığı ve iyi olma hali boyutlarının aracı etkisinin bulunmadığı tespit edilmiştir. İşten ayrılma eğilimi, evli ve eğitim düzeyi yüksek çalışanlarda azalma eğilimi göstermektedir.

Gender in Management: An International Journal

Purpose The primary purpose of this study is to examine the relationship between ambivalent sexis... more Purpose The primary purpose of this study is to examine the relationship between ambivalent sexism (hostile and benevolent sexism) and managerial choice, considering organizational culture as a moderating variable. Additionally, the study addresses employees’ preference for working with same-sex managers as opposed to opposite-sex managers. Design/methodology/approach Data were collected from 245 white-collar employees working in a large-sized holding company in Ankara, Türkiye, using the survey method. PROCESS Macro was used to test the hypotheses. Findings Neither hostile nor benevolent sexism directly affected managerial choice. However, perceived gender equality within an organization was found to significantly affect the preference for working with female managers. Gender equality in organizational culture did not have a significant moderating effect on the relationship between hostile and benevolent sexism and the inclination to work with women managers. Furthermore, the parti...

Handbook of Research Methods on the Quality of Working Lives, 2019

Psychology, Health & Medicine, 2020

The extant literature has merely focused on the receiving aspect of support. However, social rela... more The extant literature has merely focused on the receiving aspect of support. However, social relationships involve complex interactions, including receiving and giving support, the instrument that measures the bidirectional structure of social support has become crucial for improving the quality of life and wellbeing of individuals. This paper aims to adapt and assess aTurkish version of two-way social support scale. The validation of the Turkish version of the two-way social support scale was conducted on a sample of 252 university students and 278 community samples. Findings indicated that the 4-factor model fit the data well and support construct validity. Results also provided preliminary support for convergent validity. Low correlations (.21 to.45) between two-way social support sub-scales and altruism scale suggested the existence of divergent validity. Internal consistency reliability analyses revealed Cronbach’s alpha values between.80 and.90 for each subscale. The predictiv...

Journal of Family Issues, 2020

The purpose of this article is twofold. First, it aims to investigate the mediating role of famil... more The purpose of this article is twofold. First, it aims to investigate the mediating role of family–work conflict (FWC) on the relationship between the dimensions of perfectionism (adaptive vs. maladaptive) and well-being, and second, it aims to explore whether gender moderates this mediated relationship. Data are gathered from 238 dual working and married employees working in different sectors. The moderated mediation analyses are conducted using PROCESS macro developed by Hayes and Preacher (2013). The findings reveal that FWC plays a critical mediating role in transmitting the effects of maladaptive perfectionism to well-being. Regarding it the moderated relationship, we find that the positive relationship between maladaptive perfectionism and FWC is stronger for men than it is for women. However, the effect of adaptive perfectionism on FWC is found to be stronger for women compared to that for men. We discuss these findings in relation to gender roles and FWC policies and research.

Destructive Leadership and Management Hypocrisy

Much of the cross-cultural research addresses the ongoing debate regarding the convergence or div... more Much of the cross-cultural research addresses the ongoing debate regarding the convergence or divergence of leadership theories and models in countries having different cultures and socio-economic conditions. This chapter aims to integrate destructive leadership and culture by pointing out the plausible cultural norms and values inducing or preventing destructive leadership. The chapter firstly provides brief definitions of culture and destructive leadership along with the cultural dimensions used to categorize the societies. Additionally, the chapter reviews the research findings pertaining to the perception of destructive leadership in different cultures and societies. While acknowledging the existence of universals regarding negative/dark leadership behaviours, the divergence regarding the understanding and enactment of the leadership is also stressed out.

International Journal of Organizational Leadership

The current study tests an integrative model that considers the plausible effects of transformati... more The current study tests an integrative model that considers the plausible effects of transformational and passive-avoidant leadership styles on employees' affective, normative, and continuance commitment to the organization. While leadership styles are treated as predictors of commitment, perceived stress is treated as a mediating factor in understanding the underlying mechanism of commitment. Data were collected from 232 white and blue-collar employees working at regional divisions of a privatized organization, monitoring Turkey's electricity distribution services. The hypothesized mediation model was tested using structural equation modeling. Using the bootstrapping method, the indirect effects of both transformational leadership and passive-avoidant leadership on affective and normative commitment via perceived stress were found to be significant. However, contrary to the expectations, the mediating effects of perceived stress were found to be insignificant for relations between transformational leadership and continuance commitment and between passive-avoidant leadership and continuance commitment. The overall results suggest that employees tend to feel less tension and stress and thus ultimately become more affectively and normatively committed to the organizations when the supervisors exhibit transformational leadership behaviors. Passive-avoidant leadership behaviors, on the other hand, act as distal predictors of affective and normative commitment via perceived stress. By enacting passively and showing ignorance to subordinates' needs, passive leaders seem to intensify workplace stressors for followers.

Journal of Business Research - Turk

Placing employees to the right job, training these employees according to organizational needs an... more Placing employees to the right job, training these employees according to organizational needs and assessing their performance has gained utmost importance for increasing the effectiveness and efficiency of the organizations. The aim of this study is to make qualitative analysis of human resource practices at banking industry by examining the annual reports and official web sites of state, private and foreign capital banks in regards to staffing, training, performance appraisal and rewarding. Findings suggest that banks generally use interview technique when making selection among experienced candidates, whereas they use ability and achievements tests as a screening method and then based on the scores, they conduct interviews and make selection among unexperienced candidates. Most banks offer job-related trainings as well as trainings based on self-development. Those trainings are conducted mostly through the web site and training centers, so called banking academy and schools. Performans appraisals are conducted either once or twice a year and goal achievements and competencies are used as assessment criteria. Performance, tenure and budget-related factors are found to be taken into account in payment decisions. The study shows that banks have similar human resource practices and these practices are compatible with high performance work systems..

Journal of Business Research - Turk

Bu çalışmanın temel amacı, algılanan kontrolün örgütsel sinizm üzerindeki etkisinde çalışanların ... more Bu çalışmanın temel amacı, algılanan kontrolün örgütsel sinizm üzerindeki etkisinde çalışanların adalet ve iş yükü algılamalarının aracı rolü olup olmadığını ortaya çıkarmaktır. Araştırmaya konu olan veriler toplam 201 akademik personelden elde edilmiştir. Katılımcılar, çalışma yaşam alanları ve örgütsel sinizm anketlerine yanıt vermişlerdir. Örtük değişkenlerle yapılan yol analizinde, algılanan iş yükü ve adaletin, kontrol ve örgütsel sinizm arasındaki ilişkide aracılık rolleri üstlendiği tespit edilmiştir. Şöyle ki, iş yerindeki karar ve uygulamalarda söz sahibi olan akademik personel, hem üniversitedeki uygulamaların adil olduğuna hem de iş yükünün yönetilebilir düzeyde olduğuna inanmakta ve bu da onların çalıştıkları kurumlarına yönelik olumsuz ve şüpheci tutumlarını azaltmaktadır. Elde edilen bu sonuç, algılanan kontrolün çalışanların işe ilişkin tutumlarını (özellikle örgütsel sinizmi) etkilemede kritik role sahip olduğunu göstermektedir.

Sosyo ekonomi, Oct 25, 2022

This study aims to determine the mediating role of employee well-being in the relationship betwee... more This study aims to determine the mediating role of employee well-being in the relationship between psychological capital and turnover intention. The hypotheses were tested by path analysis on the data from 163 blue collars. According to the study, there is a strong positive relationship between psychological capital and well-being. Psychological capital positively predicts subjective and psychological well-being but cannot directly predict workplace well-being. The turnover intention doesn't have a significant relationship with psychological capital, well-being, and its sub-dimensions, and the dimensions of well-being don't have a mediating effect. Turnover intention tends to decrease in married and highly educated employees.

Sosyo ekonomi, Jul 26, 2023

The study aims to investigate whether organisational performance shows a significant difference a... more The study aims to investigate whether organisational performance shows a significant difference according to the different strategies applied by the organisations. In the study, in which Miles and Snow's (1978) strategy typology was used, and two different scales were taken as the basis for determining business strategies, performance was examined based on perceived organisational performance from a qualitative perspective. Research data were obtained from large-scale organisations operating in different sectors in Türkiye. The findings reveal that employee relations performance, one of the sub-dimensions of performance, shows a significant difference according to different strategic types. It has been determined that defender, prospector, and analyser strategies positively affect perceived market performance, product service performance and employee relations performance.

Journal of Management & Organization, Dec 27, 2016

Through two studies, this paper investigates the moderating effects of personality traits (i.e., ... more Through two studies, this paper investigates the moderating effects of personality traits (i.e., extraversion, conscientiousness, agreeableness and neuroticism) and the mediating effect of psychological empowerment on the relationship between perceived transformational leadership and job satisfaction. Study 1 searches whether personality traits moderate the effects of perceived transformational leadership on followers' job satisfaction. Using a sample of 221 R&D employees employed by information technology organizations, the results of Study 1 indicate that the more conscientious the employee, the stronger the relationship between perceived transformational leadership and job satisfaction. Study 2 explores whether psychological empowerment mediates the effects of perceived transformational leadership on followers' job satisfaction. Based on data from 348 academics, the results support the mediating role of psychological empowerment on job satisfaction, in that when employees perceive their leader as transformational they feel more psychologically empowered, which in turn increases job satisfaction levels. Implications for future research and practice are discussed.

Journal of Economics and Behavioral Studies, Aug 30, 2015

The concept of coworker trust has gained importance for the last decade due to increased teamwork... more The concept of coworker trust has gained importance for the last decade due to increased teamwork and collaboration within organizations. However, there is a need to study the concept of trust with emic perspective reflecting people or society's different values, norms and expectations. The aim of this study is to examine the role of allocentrism and idiocentrism, which represent individual level manifestations of collectivism and individualism on coworker trust and its dimension (i.e. affect-and cognition-based trust). Besides that, this study investigates whether willingness to work with somebody else is affected by cognitiveor affect-based trust. Data were gathered from German and Turkish samples and analyzed separately. Hypotheses were supported in a German sample such that allocentrism predicted both overall coworker trust and affect-based trust, while idiocentrism predicted cognition-based trust. In Turkish sample, allocentrism was found to be associated with overall coworker trust and cognition-based trust. Neither idiocentrism, nor allocentrism could predict affect-based trust in this sample. Remarkably, willingness to work with German coworkers was associated with cognitive-based trust. The results demonstrated the differential effects of idiocentrism and allocentrism on coworker trust and they are discussed together with its implications.

International Journal of Manpower, Feb 13, 2023

PurposeThis study explores the effect of the strategic fit (tight-fit, minimal-fit and non-fit) b... more PurposeThis study explores the effect of the strategic fit (tight-fit, minimal-fit and non-fit) between business strategies and human resource (HR) practices on perceived organizational performance (POP). It also investigates the moderating role of firm size on strategic fit–performance linkage.Design/methodology/approachThe data were gathered via an online survey from HR managers of companies listed in “Fortune-500 Turkey, ISO-Top and Second-Top 500”. The form was distributed to 669 organizations, and 102 of them responded. The data were analyzed using one-way ANOVA and moderation analysis.FindingsNo statistically significant difference was found in organizational performance according to different strategic fit categories. The moderating effect of firm size was not significant. Yet, tight-fit and minimal-fit appear to be linked to higher organizational performance. The results reveal that business strategies aligned with HR practices could have a favorable impact on organizational performance.Originality/valueThe study differs from previous studies in terms of methodology, the conceptualization of strategic fit categories, the nature of the sample and non-Western origin.

Gender in Management: An International Journal, Jan 10, 2023

Purpose The primary purpose of this study is to examine the relationship between ambivalent sexis... more Purpose The primary purpose of this study is to examine the relationship between ambivalent sexism (hostile and benevolent sexism) and managerial choice, considering organizational culture as a moderating variable. Additionally, the study addresses employees’ preference for working with same-sex managers as opposed to opposite-sex managers. Design/methodology/approach Data were collected from 245 white-collar employees working in a large-sized holding company in Ankara, Türkiye, using the survey method. PROCESS Macro was used to test the hypotheses. Findings Neither hostile nor benevolent sexism directly affected managerial choice. However, perceived gender equality within an organization was found to significantly affect the preference for working with female managers. Gender equality in organizational culture did not have a significant moderating effect on the relationship between hostile and benevolent sexism and the inclination to work with women managers. Furthermore, the participants reported a tendency to work with same-sex managers independent of their sexist attitudes and perceived organizational culture. Originality/value This study sheds light on the literature by examining the joint effects of sexism and perceived gender inequality on the desire of working women managers. In doing so, this study differs from previous studies focusing solely on individual variables such as personality and sexism or situational variables as hindering factors for women’s attainment of managerial positions.

European Management Journal, Jul 1, 2023

European Management Journal

International Journal of Manpower

PurposeThis study explores the effect of the strategic fit (tight-fit, minimal-fit and non-fit) b... more PurposeThis study explores the effect of the strategic fit (tight-fit, minimal-fit and non-fit) between business strategies and human resource (HR) practices on perceived organizational performance (POP). It also investigates the moderating role of firm size on strategic fit–performance linkage.Design/methodology/approachThe data were gathered via an online survey from HR managers of companies listed in “Fortune-500 Turkey, ISO-Top and Second-Top 500”. The form was distributed to 669 organizations, and 102 of them responded. The data were analyzed using one-way ANOVA and moderation analysis.FindingsNo statistically significant difference was found in organizational performance according to different strategic fit categories. The moderating effect of firm size was not significant. Yet, tight-fit and minimal-fit appear to be linked to higher organizational performance. The results reveal that business strategies aligned with HR practices could have a favorable impact on organizational...

Sosyoekonomi

Çalışmanın amacı; psikolojik sermaye ve işten ayrılma eğilimi ilişkisinde, çalışan iyi olma halin... more Çalışmanın amacı; psikolojik sermaye ve işten ayrılma eğilimi ilişkisinde, çalışan iyi olma halinin aracı rolünün belirlenmesidir. Hipotezler 163 mavi yakalıdan toplanan veriye, yol analizi yapılarak test edilmiştir. Buna göre; psikolojik sermaye ile çalışan iyi olma hali arasında pozitif yönde, güçlü bir ilişki bulunmaktadır. Psikolojik sermaye, öznel ve psikolojik iyi olma halini pozitif yönde tahmin etmekte, iş yeri iyi olma halini doğrudan tahmin edememektedir. İşten ayrılma eğiliminin psikolojik sermaye, iyi olma hali ve alt boyutlarıyla anlamlı bir ilişkisinin olmadığı ve iyi olma hali boyutlarının aracı etkisinin bulunmadığı tespit edilmiştir. İşten ayrılma eğilimi, evli ve eğitim düzeyi yüksek çalışanlarda azalma eğilimi göstermektedir.

Gender in Management: An International Journal

Purpose The primary purpose of this study is to examine the relationship between ambivalent sexis... more Purpose The primary purpose of this study is to examine the relationship between ambivalent sexism (hostile and benevolent sexism) and managerial choice, considering organizational culture as a moderating variable. Additionally, the study addresses employees’ preference for working with same-sex managers as opposed to opposite-sex managers. Design/methodology/approach Data were collected from 245 white-collar employees working in a large-sized holding company in Ankara, Türkiye, using the survey method. PROCESS Macro was used to test the hypotheses. Findings Neither hostile nor benevolent sexism directly affected managerial choice. However, perceived gender equality within an organization was found to significantly affect the preference for working with female managers. Gender equality in organizational culture did not have a significant moderating effect on the relationship between hostile and benevolent sexism and the inclination to work with women managers. Furthermore, the parti...

Handbook of Research Methods on the Quality of Working Lives, 2019

Psychology, Health & Medicine, 2020

The extant literature has merely focused on the receiving aspect of support. However, social rela... more The extant literature has merely focused on the receiving aspect of support. However, social relationships involve complex interactions, including receiving and giving support, the instrument that measures the bidirectional structure of social support has become crucial for improving the quality of life and wellbeing of individuals. This paper aims to adapt and assess aTurkish version of two-way social support scale. The validation of the Turkish version of the two-way social support scale was conducted on a sample of 252 university students and 278 community samples. Findings indicated that the 4-factor model fit the data well and support construct validity. Results also provided preliminary support for convergent validity. Low correlations (.21 to.45) between two-way social support sub-scales and altruism scale suggested the existence of divergent validity. Internal consistency reliability analyses revealed Cronbach’s alpha values between.80 and.90 for each subscale. The predictiv...

Journal of Family Issues, 2020

The purpose of this article is twofold. First, it aims to investigate the mediating role of famil... more The purpose of this article is twofold. First, it aims to investigate the mediating role of family–work conflict (FWC) on the relationship between the dimensions of perfectionism (adaptive vs. maladaptive) and well-being, and second, it aims to explore whether gender moderates this mediated relationship. Data are gathered from 238 dual working and married employees working in different sectors. The moderated mediation analyses are conducted using PROCESS macro developed by Hayes and Preacher (2013). The findings reveal that FWC plays a critical mediating role in transmitting the effects of maladaptive perfectionism to well-being. Regarding it the moderated relationship, we find that the positive relationship between maladaptive perfectionism and FWC is stronger for men than it is for women. However, the effect of adaptive perfectionism on FWC is found to be stronger for women compared to that for men. We discuss these findings in relation to gender roles and FWC policies and research.

Destructive Leadership and Management Hypocrisy

Much of the cross-cultural research addresses the ongoing debate regarding the convergence or div... more Much of the cross-cultural research addresses the ongoing debate regarding the convergence or divergence of leadership theories and models in countries having different cultures and socio-economic conditions. This chapter aims to integrate destructive leadership and culture by pointing out the plausible cultural norms and values inducing or preventing destructive leadership. The chapter firstly provides brief definitions of culture and destructive leadership along with the cultural dimensions used to categorize the societies. Additionally, the chapter reviews the research findings pertaining to the perception of destructive leadership in different cultures and societies. While acknowledging the existence of universals regarding negative/dark leadership behaviours, the divergence regarding the understanding and enactment of the leadership is also stressed out.

International Journal of Organizational Leadership

The current study tests an integrative model that considers the plausible effects of transformati... more The current study tests an integrative model that considers the plausible effects of transformational and passive-avoidant leadership styles on employees' affective, normative, and continuance commitment to the organization. While leadership styles are treated as predictors of commitment, perceived stress is treated as a mediating factor in understanding the underlying mechanism of commitment. Data were collected from 232 white and blue-collar employees working at regional divisions of a privatized organization, monitoring Turkey's electricity distribution services. The hypothesized mediation model was tested using structural equation modeling. Using the bootstrapping method, the indirect effects of both transformational leadership and passive-avoidant leadership on affective and normative commitment via perceived stress were found to be significant. However, contrary to the expectations, the mediating effects of perceived stress were found to be insignificant for relations between transformational leadership and continuance commitment and between passive-avoidant leadership and continuance commitment. The overall results suggest that employees tend to feel less tension and stress and thus ultimately become more affectively and normatively committed to the organizations when the supervisors exhibit transformational leadership behaviors. Passive-avoidant leadership behaviors, on the other hand, act as distal predictors of affective and normative commitment via perceived stress. By enacting passively and showing ignorance to subordinates' needs, passive leaders seem to intensify workplace stressors for followers.

Journal of Business Research - Turk

Placing employees to the right job, training these employees according to organizational needs an... more Placing employees to the right job, training these employees according to organizational needs and assessing their performance has gained utmost importance for increasing the effectiveness and efficiency of the organizations. The aim of this study is to make qualitative analysis of human resource practices at banking industry by examining the annual reports and official web sites of state, private and foreign capital banks in regards to staffing, training, performance appraisal and rewarding. Findings suggest that banks generally use interview technique when making selection among experienced candidates, whereas they use ability and achievements tests as a screening method and then based on the scores, they conduct interviews and make selection among unexperienced candidates. Most banks offer job-related trainings as well as trainings based on self-development. Those trainings are conducted mostly through the web site and training centers, so called banking academy and schools. Performans appraisals are conducted either once or twice a year and goal achievements and competencies are used as assessment criteria. Performance, tenure and budget-related factors are found to be taken into account in payment decisions. The study shows that banks have similar human resource practices and these practices are compatible with high performance work systems..

Journal of Business Research - Turk

Bu çalışmanın temel amacı, algılanan kontrolün örgütsel sinizm üzerindeki etkisinde çalışanların ... more Bu çalışmanın temel amacı, algılanan kontrolün örgütsel sinizm üzerindeki etkisinde çalışanların adalet ve iş yükü algılamalarının aracı rolü olup olmadığını ortaya çıkarmaktır. Araştırmaya konu olan veriler toplam 201 akademik personelden elde edilmiştir. Katılımcılar, çalışma yaşam alanları ve örgütsel sinizm anketlerine yanıt vermişlerdir. Örtük değişkenlerle yapılan yol analizinde, algılanan iş yükü ve adaletin, kontrol ve örgütsel sinizm arasındaki ilişkide aracılık rolleri üstlendiği tespit edilmiştir. Şöyle ki, iş yerindeki karar ve uygulamalarda söz sahibi olan akademik personel, hem üniversitedeki uygulamaların adil olduğuna hem de iş yükünün yönetilebilir düzeyde olduğuna inanmakta ve bu da onların çalıştıkları kurumlarına yönelik olumsuz ve şüpheci tutumlarını azaltmaktadır. Elde edilen bu sonuç, algılanan kontrolün çalışanların işe ilişkin tutumlarını (özellikle örgütsel sinizmi) etkilemede kritik role sahip olduğunu göstermektedir.