Mustafa Koyuncu - Academia.edu (original) (raw)

Papers by Mustafa Koyuncu

Creating Balance?, 2010

Work-family issues have received increasing attention by both organizations interested in effecti... more Work-family issues have received increasing attention by both organizations interested in effective human resource management and by researchers (cf. Brough and Kalliath, 2009). Work-family concerns were initially included in the occupational stress field but have now emerged as an important research focus on its own. Work-family issues, whether seen in terms of conflict, balance or synergy, have important consequences for

Journal of Intercultural Management, 2016

This exploratory research examined the relationship of a personal and an organizational resource,... more This exploratory research examined the relationship of a personal and an organizational resource, optimism and levels of hospital support respectively, on a variety of work and well-being outcomes in a sample of nurses in Turkey. Data were collected from 212 nurses using anonymously completed questionnaires. Feelings of psychological empowerment was positioned as a mediator between resources and work and well-being outcomes which included job satisfaction, work engagement, affective hospital commitment, work-family conflict, family-work conflict, and intent to quit. The sample scored at moderate levels on the measures of resources and work outcomes, though scoring higher of feelings of psychological empowerment. These data indicate potential room for improvement in the work experiences of our nursing respondents. Hierarchical regression analyses controlling for personal demographics indicated that levels of hospital support were significantly and positively associated with most work...

International Journal of Business and Management, 2015

This study explored the relationship among measures of Career Priority and Family Priority with a... more This study explored the relationship among measures of Career Priority and Family Priority with a number of other variables including personal demographics, work situation characteristics, work motivations, work investments, work outcomes and indicators of psychological well-being. Data were collected for 94 men and 48 women in managerial and professional jobs working for different firms in different cities and various industrial sectors in Turkey. Career priority and Family priority were uncorrelated in this sample. Career priority was significantly correlated with several study measures. Managers indicating a higher Career priority were more satisfied and engaged in their jobs and indicated higher levels of psychological well-being. Somewhat surprisingly, Family priority was generally unrelated to these work and well-being outcomes.

Isguc The Journal of Industrial Relations and Human Resources, 2008

This study examined the relationship between virtues and indicators of work satisfaction and enga... more This study examined the relationship between virtues and indicators of work satisfaction and engagement, extra-work satisfactions and psychological wellbeing among physicians. Data were collected from 431 physicians in Turkey using anonymously completed questionnaires. A virtue is any psychological process that enables a person to benefit him or herself and others. Three virtues were considered: gratitude, optimism, and proactive behaviors. This emphasis was consistent with emerging trends in both psychology and organizational studies, termed positive psychology or positive organizational scholarship respectively, to focus on strengths and excellence rather an weakness and pathology. Hierarchical regression analyses, controlling for both personal demographic and work situation characteristics, indicated that virtues accounted for significant increments in explained variance on most outcome measures. Optimism emerged as a particularly consistent predictor of most outcomes. Explanations for the association of virtues with favorable outcomes are offered along with potentially practical implications.

Turizam

This research investigated the relationship of perceived workplace learning culture, workplace le... more This research investigated the relationship of perceived workplace learning culture, workplace learning potential, perceived employability, feelings of psychological empowerment, important work outcomes, and selfreported assessments of service quality among supervisors and managers in five star hotels in Turkey. Data were collected from 205 managers, an eighty-nine percent response rate, from twelve hotels, using anonymously completed questionnaires. Work outcomes included job satisfaction, perceptions of service quality and intent to quit. Managerial Self-efficacy was significantly related to perceptions of workplace learning culture, opportunities for learning, employability and all other work outcomes. In addition, stronger workplace learning cultures and more opportunities for learning also had positive effects of several work outcomes. The present research has limitations which should be noted to better assess the results. First, all data were collected using self-report questionnaires with the possibility of response set tendencies and common method biases. Second, all data were collected at one point in time making it challenging to address issues of causality. Third, although the sample was relatively large, all respondents came from high quality properties in only one large city in Turkey (Istanbul), thus the extent to which our findings would apply to hotels in other regions or hotels of lower quality is indeterminate. Practical implications include training supervisors on ways to develop and support a workplace learning culture, training all employees on the benefits of personal efficacy and ways to increase it, and training employees on the benefits of their own learning and ways to enhance this.

Gender in Management: An International Journal, 2012

Purpose-The purpose of this paper is to explore gender differences in the work and career experie... more Purpose-The purpose of this paper is to explore gender differences in the work and career experiences and psychological health of women and men in managerial and professional jobs in Turkey. Design/methodology/approach-Data were collected for 94 men and 48 women in managerial and professional jobs in Turkey. Comparisons of women and men using one-way ANOVA provided considerable support for the hypotheses. Findings-Women and men were found to differ on many personal demographic and work situation characteristics: women were younger, less likely to be married or have children, were at lower organizational levels, worked fewer hours and earned less income. Women and men had similar levels of education, however. Women and men were similar on almost all work outcomes (e.g. job satisfaction, work engagement, intent to quit) and indicators of psychological health (e.g. exhaustion, life satisfaction). However, men worked significantly more hours than did women. Originality/value-The research extends previous work by scholars using a sample from Turkey. It is not often that research of this nature utilizes samples from countries outside of North America, Europe and Australasia. Furthermore, unlike some published research, this study uses many instruments/measures, all with excellent psychometric properties.

Gender in Management: An International Journal, 2012

The user has requested enhancement of the downloaded file.

Cross Cultural Management: An International Journal, 2014

ABSTRACT Purpose - Although qualified women are still underrepresented at ranks of senior managem... more ABSTRACT Purpose - Although qualified women are still underrepresented at ranks of senior management in all countries, considerable progress has been made in identifying work experiences associated with career success and advancement. The studies of mentor relationships in North America have shown that women receiving more functions from their mentors reported benefits such as greater job and career satisfaction, and female mentors provided more psychosocial functions than did male mentors. The present study examined antecedents and consequences of mentor relationships in a sample of managerial and professional women working for a large organization in Turkey. The paper aims to discuss these issues. Design/methodology/approach - Data were collected from 192 women managers and professionals using anonymously completed questionnaires. Findings - The following results were obtained: having a mentor relationship had little impact on work outcomes, female and male mentors generally provided the same mentor functions, and mentor functions had little impact on work outcomes. Practical implications - Highlights the potential role of both organizational and societal values in mentoring programs. Originality/value - These findings are at odds with previously reported results obtained in Anglo-Saxon countries. Possible explanations for the failure to find previously reported benefits of mentoring are offered.

Cross Cultural Management: An International Journal, 2014

ABSTRACT Purpose - Although qualified women are still underrepresented at ranks of senior managem... more ABSTRACT Purpose - Although qualified women are still underrepresented at ranks of senior management in all countries, considerable progress has been made in identifying work experiences associated with career success and advancement. The studies of mentor relationships in North America have shown that women receiving more functions from their mentors reported benefits such as greater job and career satisfaction, and female mentors provided more psychosocial functions than did male mentors. The present study examined antecedents and consequences of mentor relationships in a sample of managerial and professional women working for a large organization in Turkey. The paper aims to discuss these issues. Design/methodology/approach - Data were collected from 192 women managers and professionals using anonymously completed questionnaires. Findings - The following results were obtained: having a mentor relationship had little impact on work outcomes, female and male mentors generally provided the same mentor functions, and mentor functions had little impact on work outcomes. Practical implications - Highlights the potential role of both organizational and societal values in mentoring programs. Originality/value - These findings are at odds with previously reported results obtained in Anglo-Saxon countries. Possible explanations for the failure to find previously reported benefits of mentoring are offered.

Iup Journal of Management Research, Oct 1, 2013

Http Dx Doi Org 10 1080 13032917 2008 9687070, Jul 26, 2011

The hospitality and tourism industry is a significant contributor to the economies of many countr... more The hospitality and tourism industry is a significant contributor to the economies of many countries. As a result, countries need an educated, skilled and committed workforce to be successful. To fill this need, colleges and university have developed programs of study to improve the quality of human resources working in this industry. This study considers predictors of comment to a

Mustafa Kemal Universitesi Sosyal Bilimler Enstitusu Dergisi, 2014

This study aims that investigate of hotel employees' social loafing behavior and relation with th... more This study aims that investigate of hotel employees' social loafing behavior and relation with the organizational culture. The research's main group is composed of 4 and 5 star hotels in Istanbul. The questionnaires were sent to the hotel business which agreed to participate in this research study and we had 316 valid surveys in return. The obtained data were analyzed with SPSS 20.0 program. Research findings showed that perceived organizational culture, socialization and solidarity affects to social loafing behavior perception. According to this, chain and 5 star hotel workers' communal culture perception is higher than independent and 4 star hotel workers. In addition which are component of organizational culture, it has seen that solidariton has significant negative effect on social loafing behaviour than socialization. In this respect, in the tourism and hospitality sector which is the collective and group working are so important, the businesses should create communal culture with improving their social and solidaristic character so they will prevent undesirable behaviours like social loafing.

ISGUC, The Journal of Industrial Relations and Human Resources, 2012

Europe’s Journal of Psychology, 2011

This study examined the relationship between self-reports of hospital culture and indicators of w... more This study examined the relationship between self-reports of hospital culture and indicators of work satisfaction and engagement, perceptions of hospital functioning and quality of nursing care, and psychological well-being of nursing staff in Turkish hospitals. It represents the first study of its kind. Data were collected from 224 staff nurses using anonymously completed questionnaires, a 37% response rate. Two aspects of hospital culture were included: hospital support and hospital health and safety climate.

This paper reports the results of four studies on the relationship between virtues and indicators... more This paper reports the results of four studies on the relationship between virtues and indicators of work engagement, satisfaction and psychological wellbeing among four groups of respondents (Canadian and Turkish nurses, physicians, and female managers) in two countries (Canada and Turkey). A virtue is any psychological process that enables a person to benefit oneself and others. Data were collected from respondents using anonymously completed questionnaires. Three virtues were considered: optimism, gratitude and proactive behavior. In general, scores on the three virtues were significantly and positively correlated. Hierarchical regression analyses, controlling for both personal demographic and work situation characteristics, indicated that virtues accounted for significant increments in explained variance on most of the outcome measures used in the various studies. Suggestions for increasing the levels of virtues through training are offered. This paper contributes to the emergin...

ISGUC, The Journal of Industrial Relations and Human Resources, 2013

Purpose -The aim of this article is to examine the relationship of service employees perceptions ... more Purpose -The aim of this article is to examine the relationship of service employees perceptions of servant leadership provided by their supervisors/managers and employee's reports of service quality provided to clients by their hotels. Design/methodology/approach -Data were collected from 221 frontline employees, a 37 per cent response rate, working in four-and five-star hotels in Cappadocia, Turkey. Previously developed and validated measures of servant leadership and service quality were used and both were found to be highly reliable in this study. Findings -Respondents were generally young, had relatively short organizational tenure and had high school educations. Respondents having longer organizational tenures and those working in five-star hotels reported lower levels of servant leadership. Longer tenured employees, and males, rated some dimensions of service quality lower as well. Service employees reporting higher levels of servant leadership from their supervisors/managers generally indicated higher levels of service quality. Research limitations/implications -Some limitations should be noted. First, all data were collected using respondent self-reports, raising the limited possibility of response set tendencies. Second, the sample, while reasonably large, may not be representative of all hotel employees in Turkey. Third, all properties were located in one region of Turkey and may not be representative of hotel employees in other regions of the country. Practical implications -First, organizations could select individuals exhibiting higher levels of servant leadership potential based on indications that these individuals are interested in developing long-term relationships with staff and co-workers and in helping them become more skilled in doing their jobs. Selection can also be augmented by servant leadership training . Supervisors/managers could be coached to help them develop their staff and help them meet their The current issue and full text archive of this journal is available at www.emeraldinsight.com/0959-6119.htm 1083

International Journal of Contemporary Hospitality Management, 2014

Creating Balance?, 2010

Work-family issues have received increasing attention by both organizations interested in effecti... more Work-family issues have received increasing attention by both organizations interested in effective human resource management and by researchers (cf. Brough and Kalliath, 2009). Work-family concerns were initially included in the occupational stress field but have now emerged as an important research focus on its own. Work-family issues, whether seen in terms of conflict, balance or synergy, have important consequences for

Journal of Intercultural Management, 2016

This exploratory research examined the relationship of a personal and an organizational resource,... more This exploratory research examined the relationship of a personal and an organizational resource, optimism and levels of hospital support respectively, on a variety of work and well-being outcomes in a sample of nurses in Turkey. Data were collected from 212 nurses using anonymously completed questionnaires. Feelings of psychological empowerment was positioned as a mediator between resources and work and well-being outcomes which included job satisfaction, work engagement, affective hospital commitment, work-family conflict, family-work conflict, and intent to quit. The sample scored at moderate levels on the measures of resources and work outcomes, though scoring higher of feelings of psychological empowerment. These data indicate potential room for improvement in the work experiences of our nursing respondents. Hierarchical regression analyses controlling for personal demographics indicated that levels of hospital support were significantly and positively associated with most work...

International Journal of Business and Management, 2015

This study explored the relationship among measures of Career Priority and Family Priority with a... more This study explored the relationship among measures of Career Priority and Family Priority with a number of other variables including personal demographics, work situation characteristics, work motivations, work investments, work outcomes and indicators of psychological well-being. Data were collected for 94 men and 48 women in managerial and professional jobs working for different firms in different cities and various industrial sectors in Turkey. Career priority and Family priority were uncorrelated in this sample. Career priority was significantly correlated with several study measures. Managers indicating a higher Career priority were more satisfied and engaged in their jobs and indicated higher levels of psychological well-being. Somewhat surprisingly, Family priority was generally unrelated to these work and well-being outcomes.

Isguc The Journal of Industrial Relations and Human Resources, 2008

This study examined the relationship between virtues and indicators of work satisfaction and enga... more This study examined the relationship between virtues and indicators of work satisfaction and engagement, extra-work satisfactions and psychological wellbeing among physicians. Data were collected from 431 physicians in Turkey using anonymously completed questionnaires. A virtue is any psychological process that enables a person to benefit him or herself and others. Three virtues were considered: gratitude, optimism, and proactive behaviors. This emphasis was consistent with emerging trends in both psychology and organizational studies, termed positive psychology or positive organizational scholarship respectively, to focus on strengths and excellence rather an weakness and pathology. Hierarchical regression analyses, controlling for both personal demographic and work situation characteristics, indicated that virtues accounted for significant increments in explained variance on most outcome measures. Optimism emerged as a particularly consistent predictor of most outcomes. Explanations for the association of virtues with favorable outcomes are offered along with potentially practical implications.

Turizam

This research investigated the relationship of perceived workplace learning culture, workplace le... more This research investigated the relationship of perceived workplace learning culture, workplace learning potential, perceived employability, feelings of psychological empowerment, important work outcomes, and selfreported assessments of service quality among supervisors and managers in five star hotels in Turkey. Data were collected from 205 managers, an eighty-nine percent response rate, from twelve hotels, using anonymously completed questionnaires. Work outcomes included job satisfaction, perceptions of service quality and intent to quit. Managerial Self-efficacy was significantly related to perceptions of workplace learning culture, opportunities for learning, employability and all other work outcomes. In addition, stronger workplace learning cultures and more opportunities for learning also had positive effects of several work outcomes. The present research has limitations which should be noted to better assess the results. First, all data were collected using self-report questionnaires with the possibility of response set tendencies and common method biases. Second, all data were collected at one point in time making it challenging to address issues of causality. Third, although the sample was relatively large, all respondents came from high quality properties in only one large city in Turkey (Istanbul), thus the extent to which our findings would apply to hotels in other regions or hotels of lower quality is indeterminate. Practical implications include training supervisors on ways to develop and support a workplace learning culture, training all employees on the benefits of personal efficacy and ways to increase it, and training employees on the benefits of their own learning and ways to enhance this.

Gender in Management: An International Journal, 2012

Purpose-The purpose of this paper is to explore gender differences in the work and career experie... more Purpose-The purpose of this paper is to explore gender differences in the work and career experiences and psychological health of women and men in managerial and professional jobs in Turkey. Design/methodology/approach-Data were collected for 94 men and 48 women in managerial and professional jobs in Turkey. Comparisons of women and men using one-way ANOVA provided considerable support for the hypotheses. Findings-Women and men were found to differ on many personal demographic and work situation characteristics: women were younger, less likely to be married or have children, were at lower organizational levels, worked fewer hours and earned less income. Women and men had similar levels of education, however. Women and men were similar on almost all work outcomes (e.g. job satisfaction, work engagement, intent to quit) and indicators of psychological health (e.g. exhaustion, life satisfaction). However, men worked significantly more hours than did women. Originality/value-The research extends previous work by scholars using a sample from Turkey. It is not often that research of this nature utilizes samples from countries outside of North America, Europe and Australasia. Furthermore, unlike some published research, this study uses many instruments/measures, all with excellent psychometric properties.

Gender in Management: An International Journal, 2012

The user has requested enhancement of the downloaded file.

Cross Cultural Management: An International Journal, 2014

ABSTRACT Purpose - Although qualified women are still underrepresented at ranks of senior managem... more ABSTRACT Purpose - Although qualified women are still underrepresented at ranks of senior management in all countries, considerable progress has been made in identifying work experiences associated with career success and advancement. The studies of mentor relationships in North America have shown that women receiving more functions from their mentors reported benefits such as greater job and career satisfaction, and female mentors provided more psychosocial functions than did male mentors. The present study examined antecedents and consequences of mentor relationships in a sample of managerial and professional women working for a large organization in Turkey. The paper aims to discuss these issues. Design/methodology/approach - Data were collected from 192 women managers and professionals using anonymously completed questionnaires. Findings - The following results were obtained: having a mentor relationship had little impact on work outcomes, female and male mentors generally provided the same mentor functions, and mentor functions had little impact on work outcomes. Practical implications - Highlights the potential role of both organizational and societal values in mentoring programs. Originality/value - These findings are at odds with previously reported results obtained in Anglo-Saxon countries. Possible explanations for the failure to find previously reported benefits of mentoring are offered.

Cross Cultural Management: An International Journal, 2014

ABSTRACT Purpose - Although qualified women are still underrepresented at ranks of senior managem... more ABSTRACT Purpose - Although qualified women are still underrepresented at ranks of senior management in all countries, considerable progress has been made in identifying work experiences associated with career success and advancement. The studies of mentor relationships in North America have shown that women receiving more functions from their mentors reported benefits such as greater job and career satisfaction, and female mentors provided more psychosocial functions than did male mentors. The present study examined antecedents and consequences of mentor relationships in a sample of managerial and professional women working for a large organization in Turkey. The paper aims to discuss these issues. Design/methodology/approach - Data were collected from 192 women managers and professionals using anonymously completed questionnaires. Findings - The following results were obtained: having a mentor relationship had little impact on work outcomes, female and male mentors generally provided the same mentor functions, and mentor functions had little impact on work outcomes. Practical implications - Highlights the potential role of both organizational and societal values in mentoring programs. Originality/value - These findings are at odds with previously reported results obtained in Anglo-Saxon countries. Possible explanations for the failure to find previously reported benefits of mentoring are offered.

Iup Journal of Management Research, Oct 1, 2013

Http Dx Doi Org 10 1080 13032917 2008 9687070, Jul 26, 2011

The hospitality and tourism industry is a significant contributor to the economies of many countr... more The hospitality and tourism industry is a significant contributor to the economies of many countries. As a result, countries need an educated, skilled and committed workforce to be successful. To fill this need, colleges and university have developed programs of study to improve the quality of human resources working in this industry. This study considers predictors of comment to a

Mustafa Kemal Universitesi Sosyal Bilimler Enstitusu Dergisi, 2014

This study aims that investigate of hotel employees' social loafing behavior and relation with th... more This study aims that investigate of hotel employees' social loafing behavior and relation with the organizational culture. The research's main group is composed of 4 and 5 star hotels in Istanbul. The questionnaires were sent to the hotel business which agreed to participate in this research study and we had 316 valid surveys in return. The obtained data were analyzed with SPSS 20.0 program. Research findings showed that perceived organizational culture, socialization and solidarity affects to social loafing behavior perception. According to this, chain and 5 star hotel workers' communal culture perception is higher than independent and 4 star hotel workers. In addition which are component of organizational culture, it has seen that solidariton has significant negative effect on social loafing behaviour than socialization. In this respect, in the tourism and hospitality sector which is the collective and group working are so important, the businesses should create communal culture with improving their social and solidaristic character so they will prevent undesirable behaviours like social loafing.

ISGUC, The Journal of Industrial Relations and Human Resources, 2012

Europe’s Journal of Psychology, 2011

This study examined the relationship between self-reports of hospital culture and indicators of w... more This study examined the relationship between self-reports of hospital culture and indicators of work satisfaction and engagement, perceptions of hospital functioning and quality of nursing care, and psychological well-being of nursing staff in Turkish hospitals. It represents the first study of its kind. Data were collected from 224 staff nurses using anonymously completed questionnaires, a 37% response rate. Two aspects of hospital culture were included: hospital support and hospital health and safety climate.

This paper reports the results of four studies on the relationship between virtues and indicators... more This paper reports the results of four studies on the relationship between virtues and indicators of work engagement, satisfaction and psychological wellbeing among four groups of respondents (Canadian and Turkish nurses, physicians, and female managers) in two countries (Canada and Turkey). A virtue is any psychological process that enables a person to benefit oneself and others. Data were collected from respondents using anonymously completed questionnaires. Three virtues were considered: optimism, gratitude and proactive behavior. In general, scores on the three virtues were significantly and positively correlated. Hierarchical regression analyses, controlling for both personal demographic and work situation characteristics, indicated that virtues accounted for significant increments in explained variance on most of the outcome measures used in the various studies. Suggestions for increasing the levels of virtues through training are offered. This paper contributes to the emergin...

ISGUC, The Journal of Industrial Relations and Human Resources, 2013

Purpose -The aim of this article is to examine the relationship of service employees perceptions ... more Purpose -The aim of this article is to examine the relationship of service employees perceptions of servant leadership provided by their supervisors/managers and employee's reports of service quality provided to clients by their hotels. Design/methodology/approach -Data were collected from 221 frontline employees, a 37 per cent response rate, working in four-and five-star hotels in Cappadocia, Turkey. Previously developed and validated measures of servant leadership and service quality were used and both were found to be highly reliable in this study. Findings -Respondents were generally young, had relatively short organizational tenure and had high school educations. Respondents having longer organizational tenures and those working in five-star hotels reported lower levels of servant leadership. Longer tenured employees, and males, rated some dimensions of service quality lower as well. Service employees reporting higher levels of servant leadership from their supervisors/managers generally indicated higher levels of service quality. Research limitations/implications -Some limitations should be noted. First, all data were collected using respondent self-reports, raising the limited possibility of response set tendencies. Second, the sample, while reasonably large, may not be representative of all hotel employees in Turkey. Third, all properties were located in one region of Turkey and may not be representative of hotel employees in other regions of the country. Practical implications -First, organizations could select individuals exhibiting higher levels of servant leadership potential based on indications that these individuals are interested in developing long-term relationships with staff and co-workers and in helping them become more skilled in doing their jobs. Selection can also be augmented by servant leadership training . Supervisors/managers could be coached to help them develop their staff and help them meet their The current issue and full text archive of this journal is available at www.emeraldinsight.com/0959-6119.htm 1083

International Journal of Contemporary Hospitality Management, 2014