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This study explores the various dynamics that Syrian women under temporary protection in Türkiye encounter in the labor market. By conducting a qualitative study on female Syrian employees residing in six different cities in Türkiye and... more
This study explores the various dynamics that Syrian women under temporary protection in Türkiye encounter in the labor market. By conducting a qualitative study on female Syrian employees residing in six different cities in Türkiye and basing our analysis on the neoclassical theory of labor supply, the study seeks to elucidate nationwide factors that potentially affect these women’s work decisions. It also attempts to identify if any differences exist in the labor market outcomes for Syrian women compared to their female Turkish counterparts or male Syrian counterparts. Therefore, the study employs a gender perspective and aims to provide an in-depth analysis of the experiences of working Syrian women by distinguishing them from the overall Syrian population living in Türkiye. Study findings point to both pecuniary and nonpecuniary factors that shape the labor supply behavior of these women.
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Organizations should be able to cope with uncertainty and also adapt to technological, economic, political, and cultural changes in order to maintain their existence and to provide negative entropy. The main reason for organizational... more
Organizations should be able to cope with uncertainty and also adapt to technological, economic, political, and cultural changes in order to maintain their existence and to provide negative entropy. The main reason for organizational development is to help organizations respond to the new work life conditions. From a classical management approach to today's positive organization approach, numerous studies indicate that organizational development that ensures managers and employees perform their tasks more effectively is not an option; rather, it is a necessity for organizations. Organizational development predominantly provides the necessary atmosphere for conflict management, problem solving, and effective communication. Organizational development provides for anticipation of the organization and effective adaptation. This also makes organizational success possible by increasing the individual development and performance of employees.
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The main purpose of the study is to investigate resilience (emotional resilience), hope, and job dissatisfaction based on the personal differences and work-related changes of remote working employees because of the COVID-19 pandemic... more
The main purpose of the study is to investigate resilience (emotional resilience), hope, and job dissatisfaction based on the personal differences and work-related changes of remote working employees because of the COVID-19 pandemic period. The study is designed as a quantitative study with a quota sampling method. The data for the hypotheses prepared for the research question is obtained by the survey method. In addition to the socio-demographic information form, job dissatisfaction, resilience, and hope scales are used to test the hypotheses. The study sample consists of 269 participants working remotely due to COVID-19 pandemic. Hypotheses are analysed with difference and relation tests. It was concluded that there was a significant and negative correlation between job dissatisfaction for both hope and resilience, job dissatisfaction negatively affects the hope and resilience level of employees, but socio-demographic characteristics were not determinative on their emotinal experi...
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Kurumsal yönetim, özellikle yaşanan kriz ve skandalların etkisi ile piyasalarda ve sonrasında ilgili literatürde önem kazanan bir konu haline gelmiştir. Bu çalışma literatürde yer alan firma düzeyindeki akademik ve ticari kurumsal yönetim... more
Kurumsal yönetim, özellikle yaşanan kriz ve skandalların etkisi ile piyasalarda ve sonrasında ilgili literatürde önem kazanan bir konu haline gelmiştir. Bu çalışma literatürde yer alan firma düzeyindeki akademik ve ticari kurumsal yönetim indekslerini bir bütün olarak özetlemek ve alandaki başlıca çalışmalar ışığında tek bir kurumsal yönetim mekanizması oluşmasının önündeki engelleri ortaya koyarak literatüre katkı sağlamayı amaçlamaktadır. Bu amaca yönelik olarak nitel bir çalışma yapılmış, literatürde yer alan firma düzeyindeki akademik ve ticari kurumsal yönetim indeksleri incelenerek aralarındaki farklar ve kurumsal yönetim indekslerine yönelik var olan tartışmalar özetlenmiştir. Bu bulgular çalışmanın sonunda ifade edilen gerekçelerden dolayı kurumsal yönetime dair standartlaşmanın henüz mümkün görünmediğini ortaya koymaktadır.
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The effective resolution of inevitable organizational conflicts has an important role in both individual and organizational output. In influencing and decision making, the impact of leaders is much more important than other employees, so... more
The effective resolution of inevitable organizational conflicts has an important role in both individual and organizational output. In influencing and decision making, the impact of leaders is much more important than other employees, so leaders in the conflict resolution process play a critical role in organization. Naturally, the decision-making process is influenced by the personality of the leader. However, ineffective conflict resolution styles damage the fundamental values of the organization such as beliefs, trust, and a sense of belonging, all of which will occur in the organization as well as the numeric outputs of the organization. Although the concepts of conflict, personality, and leadership are often dealt with in the literature, there are few studies examining the relationship between a leader's personality traits and conflict resolution. At such an important point, the possible effects of the personality of the leader should be discussed both theoretically and emp...
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Organizational culture creates a sense of identity and belonging for employees and also has importance in desired organizational behaviors by overlapping organizational values with individual values (Smircich, Administrative Science... more
Organizational culture creates a sense of identity and belonging for employees and also has importance in desired organizational behaviors by overlapping organizational values with individual values (Smircich, Administrative Science Quarterly, 28, 339–358, 1983). On the other hand, the individual values, beliefs, anticipations, attitudes, behaviors and actions that employees have are considered important factors in shaping and adopting organizational culture (Daft, Organizational theory and design. West Publishing, 1986). Values are immensely substantial with regard to influencing organizational dynamics, especially at a management level (Chusmir and Parker, Journal of Social Psychology, 132, 87–100, 1992). Personal values set standards about thought and sense unclear besides shaping the decisions and behaviors of managers thus constituting an ideology and consequently an organizational culture (Russell, Leadership & Organization Development Journal, 22, 76–84, 2001).
Research Interests: Organizational Behavior, Management, Sociology, Organizational Theory, Organizational Culture, and 15 moreLeadership, Strategic Management, Organization Studies, Human Resource Management, Culture, Organizational Leadership, Global Leadership, Leadership Development, Organization Theory, Organizational Development, Business Management, Business and Management, Personal values, Leadership styles, and Springer
Organizational culture creates a sense of identity and belonging for employees and also has importance in desired organizational behaviors by overlapping organizational values with individual values (Smircich, Administrative Science... more
Organizational culture creates a sense of identity and belonging for employees and also has importance in desired organizational behaviors by overlapping organizational values with individual values (Smircich, Administrative Science Quarterly, 28, 339–358, 1983). On the other hand, the individual values, beliefs, anticipations, attitudes, behaviors and actions that employees have are considered important factors in shaping and adopting organizational culture (Daft, Organizational theory and design. West Publishing, 1986). Values are immensely substantial with regard to influencing organizational dynamics, especially at a management level (Chusmir and Parker, Journal of Social Psychology, 132, 87–100, 1992). Personal values set standards about thought and sense unclear besides shaping the decisions and behaviors of managers thus constituting an ideology and consequently an organizational culture (Russell, Leadership & Organization Development Journal, 22, 76–84, 2001).
Research Interests: Organizational Behavior, Management, Sociology, Organizational Theory, Organizational Culture, and 15 moreLeadership, Strategic Management, Organization Studies, Human Resource Management, Culture, Organizational Leadership, Global Leadership, Leadership Development, Organization Theory, Organizational Development, Business Management, Business and Management, Personal values, Leadership styles, and Springer
Organizational culture creates a sense of identity and belonging for employees and also has importance in desired organizational behaviors by overlapping organizational values with individual values (Smircish, 1983). On the other hand,... more
Organizational culture creates a sense of identity and belonging for employees and also has importance in desired organizational behaviors by overlapping organizational values with individual values (Smircish, 1983). On the other hand, the individual values, beliefs, anticipations, attitudes, behaviors and actions that employees have are considered important factors in shaping and adopting organizational culture (Daft, 1986). Values are immensely substantial with regard to influencing organizational dynamics, especially at a management level (Chusmir & Parker, 1999). Personal values set standards about thought and sense unclear besides shaping the decisions and behaviors of managers thus constituting an ideology and consequently an organizational culture (Russell, 2001). Because of the mentioned critical importance, this study aims to holistically examine the association among culture, leadership, and values. For that purpose, this chapter continues in the following manner; (i) The ...
Research Interests: Organizational Behavior, Management, Sociology, Organizational Theory, Organizational Culture, and 15 moreLeadership, Strategic Management, Organization Studies, Human Resource Management, Culture, Organizational Leadership, Global Leadership, Leadership Development, Organization Theory, Organizational Development, Business Management, Business and Management, Personal values, Leadership styles, and Springer
Positive psychological capital has been one of the most studied organizational behavior concepts in recent years. Findings of positive psychological capital have proved that the subject needs to be developed with micro interventions, and... more
Positive psychological capital has been one of the most studied organizational behavior concepts in recent years. Findings of positive psychological capital have proved that the subject needs to be developed with micro interventions, and thus, have led to new researches in the literature. This study was designed to test whether the micro interventions to the positive psychological capital level will affect the level of positive psychological capital of the employees, as well as the level of engagement to both the job and to organization. Positive psychological capital development training, based on the direction of Luthans and his coworkers (2006, 2008 ve 2010) were implemented by Solomon four group experimental design. The training was carried out in 7 sessions with the participation of 110 volunteers from various sectors. The training program led to a 5% increase in positive psychological capital levels of employees but no significant change was observed in the engagement to job a...