Handbook of Research on Technology Adoption, Social Policy, and Global Integration, 2017
The new international system, that occurs in the last twenty years of twentieth century as a resu... more The new international system, that occurs in the last twenty years of twentieth century as a result of world wars and cold war, is tried to be explained by scholars and economists under a new discipline called global political economy. The interaction and interdependence between economy and policy, globalization and the rise of multinational corporations cause a shift in the international system. International managers appear as the core actors in the sense that actions to be taken by them have strategic importance for organization's global performance and sustainability. Globalization put multiple demands on international managers in terms of various issues such as changing nature of the work itself, glocalization, importance of ethics, environmental considerations and cultural diversity. It is suggested that international managers' leadership behaviors have strategic importance to cope with globalization and its challenges. Within this context, transformational, ethical an...
Competitiveness Review: An International Business Journal, 2021
Purpose This study aims to assess the mediating effect of sustainable competitive advantage (SCA)... more Purpose This study aims to assess the mediating effect of sustainable competitive advantage (SCA) on the relationship between organisational innovativeness (OI) and performance of small- and medium-sized enterprises (SMEs) operating in Konya, Turkey. Design/methodology/approach A survey method is used to collect the necessary data for this research. A total of 264 respondents from 83 SMEs partook in the study. In choosing the sample size, both purposive sampling and simple random techniques are used. The data gathered are analysed using SPSS program and Hayes PROCESS macro v.3.4.1. Findings The results of the analyses reveal that OI has a statistically significant positive effect on SCA and firm performance (FP). Moreover, SCA is found to have a mediating effect on the relationship between OI and FP. Practical implications Policymakers and management of SMEs need to show great commitment to innovativeness and relate it to SCA to create superior customer value, thereby leading to a h...
Purpose – This study has aimed to examine the mediating role of organizational justice in the imp... more Purpose – This study has aimed to examine the mediating role of organizational justice in the impact of ethical leadership on organizational culture. It has been realized that every decision taken and every method applied in the organization affects the behaviors of the employees and in this context strengthens the justice perceptions of the employees. In addition, it is thought that a strong perception of organizational justice, which suggests sufficient accuracy, honesty, respect and justice environment, will be effective in the development of organizational culture. Although this triple spiral of indirect relations is important for today's organizations in the context of sustainability, their level of influence and meaningfulness has been intriguing. Design/methodology/approach – Within the scope of the research, a questionnaire was applied to 348 employees from 13 enterprises located in the 3rd Organized Industrial Zone of Konya province by simple random sampling method. The data obtained by the questionnaire method were analyzed by using the SPSS 24.00 Program via hierarchical regression analysis on the test of the hypotheses determined related to the research. Findings – As a result of the application based on Baron and Kenny (1986) method, it was found that organizational justice has a full mediating role in the effect of ethical leadership on organizational culture. As a result of the basic finding, it was possible to say that ethical leadership behaviors positively affect (increase) organizational culture and organizational culture positively affect organizational justice, too. Discussion – Along with ethical leadership, the organizational culture, which consists of the characteristics of the organization's behavior and way of doing business and regulating its relations with its environment, affects organizational justice, which consists of fair treatment and evaluation processes related to managerial decision-making and implementation. In all dimensions of working life, it is important that the meanings attributed to the leadership behavior practices of the employees in organizations are appropriate for organizational justice in order to achieve collective goals. In addition to this result, it will be beneficial to compare this study by applying it to more people in different industrial zones and sectors in more enterprises.
In today‘s work organizations, managing technology – and its role in organizational processes – a... more In today‘s work organizations, managing technology – and its role in organizational processes – attracts great attention due to its core significance for the success of the organization life as a whole. In attempting to understand technology-related organizational change, involving complex interactions between management, technology and organization structure, one should not interpret it as solely the adaptation process of organizations to the impact of the technology itself instead organizational actors‘ intervention in shaping the direction of technological change.There has been a long debate between economists and organizational sociologist about the analysis of technological change. When the literature is reviewed, the most crucial result that emerges is the interdependence of technological change on many subjects and thus its complexity. It is not only that change is solely driven by technological and competitive pressures, but also it is influenced by social and political fact...
The present business environment of accelerated complexity, ambiguity, uncertainty and volatility... more The present business environment of accelerated complexity, ambiguity, uncertainty and volatility seems not to be settling down soon. Today’s business world is consistently bombarded with turmoil and unprecedented change. This makes it very difficult for organisations to accurately predict possible future opportunities and threats. To overcome this scenario, organisations need to fully embrace and implement agility in their operations. However, for organisations to develop a considerable level of agility that corresponds to the current hypercompetitive and volatile environment, premium needs to be placed on agile leadership. Agile leaders are capable of setting the guiding principles, develop strategies and build mechanisms that will lead to smooth transition to organisational agility (OA). These leaders give directions on how to make organisations agile and ensure that there is a leadership culture that models and promotes a holistic agility in the organisation. The primary purpose...
Organizational justice makes reference to the fairness’ perception of employees in the organizati... more Organizational justice makes reference to the fairness’ perception of employees in the organizations and it is said to be one of the most important predictors holding employees together and keeping them committed to the organization. Many researches showed that organizational justice is positively related to organizational commitment. This present research was planned in a descriptive and correlation pattern to determine the relationship between employees’ organizational justice perception and organizational commitment level in three different authorized dealers (Audi-Seat, Volkswagen and Skoda – four brands) of Doğuş Otomotiv in the province of Konya, Turkey. The research results indicate that there is a statistically meaningful relationship between participants’ organizational justice perception and the levels of organizational commitment. The findings also indicate that the organizational commitment levels of participants can be explained by the sub-dimensions of organizational j...
Business And Management Studies: An International Journal, 2020
Nowadays, despite the increased number of investigations on organisational ambidexterity in busin... more Nowadays, despite the increased number of investigations on organisational ambidexterity in business environment, theoretical and practical literature still face a gap, and there is a lack of phenomenon construction. Besides, the organisational culture is a variable that has been studied for an extended period by many researchers from different fields. However, so far in the literature, the investigation of the relationship between organisational culture and organisational ambidexterity is rare and not exclusive. In this regard, this study is original in that it attempts to examine the relationship between organisational culture and organisational ambidexterity, as well as exploring the effect of the former on the latter in two companies that operate in the same sector but in two different countries – Turkey and North Macedonia, thus allowing a room for comparative analysis as well. The results indicate that the effect of organisational culture on organisational ambidexterity is sig...
Globalization and its counterpart – international/multinational organizations enable different cu... more Globalization and its counterpart – international/multinational organizations enable different cultures coincide with one another in both social and organizational settings. Interaction of diversified cultures necessitates behaving accordingly to different settled cultural values and conditions. At this point, Cultural Intelligence (CI) comes into scene as a crucial asset while being in relation with society or any community from different cultural backgrounds. In organizations, leading heterogeneous individuals coherently is of critical importance for the continuity of the organization itself. Thus, it is anticipated that cultural intelligence shall have a part in leadership styles in terms of its implementation process. The aim of this study is to examine whether cultural intelligence have an impact on leadership styles – transactional and transformational leadership styles -. Four charity organizations located in Erbil, Iraq are chosen as the population. The data collected by sur...
The present empirical research is principally aimed to show the impact of advertisement on the br... more The present empirical research is principally aimed to show the impact of advertisement on the brand equity of Chabahar Free Trade-Industrial Zone (CFZ) of Iran as a tourism destination. The primary data were collected via a 24-item questionnaire possessing a five-point Likert scale. The scales used for the questionnaire were constructed by adapting the expressions used in previous studies. A pilot survey with 20 participants of tourists in CFZ was primarily carried out to examine the suitability of questionnaire structure, content validity, content comprehensiveness, terminology, comprehensibility, convenience, and speed of completing the questionnaire. The statistical population in this study includes all tourists in the CFZ. Since the statistical population is unknown, the probability random sampling technique was used in this study. In total, 384 samples were considered and 155 questionnaires were received. Of the considered questionnaires, 136 valid ones were used for data anal...
Leadership Styles, Innovation, and Social Entrepreneurship in the Era of Digitalization, 2020
The aim of the study is to examine the relationships between ambidextrous leadership behaviors (i... more The aim of the study is to examine the relationships between ambidextrous leadership behaviors (i.e., task-oriented, relation-oriented, change-oriented, and external) in the context of leader behavior level and employee ambidextrous performance (i.e., exploitation and exploration) in the context of individual employee level by suggesting that the interaction of these two may result in organizational ambidexterity. This study aims to contribute to the immature ambidexterity literature by developing some propositions based on the previous ambidexterity researches related to ambidexterity of leaders, employees, and entire organizations. Taking into account ambidextrous leadership theory, it is proposed that while the leaders' task-oriented and relation-oriented behaviors are positively related to the employees' exploitation behaviors, the leaders' change-oriented and external behaviors are positively related to the employees' exploration behaviors. It is recommended for...
Handbook of Research on Current Trends in Asian Economics, Business, and Administration, 2022
Disruptive innovation (DI) is evolving as a strategically significant innovation type in this cur... more Disruptive innovation (DI) is evolving as a strategically significant innovation type in this current dynamic, volatile, and global competitive business environment. The theory of DI is critical in comprehending entrant-incumbent relationships and elucidating how their interplay affects the nature of the market. The fundamental aim of this study is to assess disruptive innovation from the perspectives of new entrants and incumbents using the empirical reviews approach. The chapter contends that disruption is a phenomenon whose forces are always at work, and incumbents can elude it by putting in place the prerequisite measures and having the right caliber of human resources to pre-empt and avert genuine potential disruptive threats. The study demonstrates the steps taken by upstarts to displace leading firms and the responses that can be provided by the latter against disruption. It extends its scope to significance of DI, reasons for failure of incumbents in DI battle, and barriers ...
In today’s business, human factor attracts great attention due to its core significance for the s... more In today’s business, human factor attracts great attention due to its core significance for the success of the organization as a whole. As long as individuals work, produce and consume, the market cycle will not be disturbed and thus will keep going. This signifies the dependence of organizations on individuals such that if there is no individual working for a company, then that company has no existence. Therefore, almost all organizations are concerned with managing their employees’ motivation in order to sustain continuity and they impose restrictions on them for the sake of order and efficiency. Motivation theories are used to realize these purposes by providing analytical tools. Unfortunately, these conventional theories could not go beyond being a tool for shaping, influencing and manipulating human behaviour. In the light of these arguments, by looking from a philosophical perspective it is reasonable to assume that whole notion of motivation is the genuine problem itself. This article will argue that whenever the meaning is lost from work, motivation theories emerge to recreate the meaning and become a “surrogate” for it. This stimulates the denial of death and thus reinforces the notion of immortality of organizations. In response, this illusion makes the present meaningless leading the way to deter the meaning to some future state. The idea behind this movement to future states hides in itself the notion of progress and improvement continuously. From managerial perspective, the article will discuss that programmes such as total quality management are applied to almost every part of the organization – work, product, service – and even to the people, to measure the achievement towards future goals and to sustain control; in the end, resulting in loss of motivation.
Among the countries In the Middle East, Turkey is the second country that has the most biblical s... more Among the countries In the Middle East, Turkey is the second country that has the most biblical sites after Israel. It is called as ―The Other Holy Land‖ because of this reason. The land of Turkey which is bounded by the Mediterranean, Aegean, and Black Seas is referred as Asia Minor or Anatolia in Biblical reference works. Asia Minor or Anatolia as mentioned in history or the present day Turkey is important for Christianity to understand the background of the New Testament. Approximately two-thirds of New Testament books were written either to or from churches in Turkey. The three major apostles; Peter, Paul, and John either ministered or lived in Turkey. Turkey‘s rich spiritual heritage starts at the very beginning in the book of Genesis. Konya or Iconium as mentioned in history is one of the important cities of Turkey in terms of its historical and cultural heritage. It‘s a city that has an important place both in Christian and Islamic world, even in history and present day. Alth...
The new economy, by the courtesy of the information age, requires knowledge-based organizations a... more The new economy, by the courtesy of the information age, requires knowledge-based organizations and in turn new leaders to quickly respond to changes in resources, technologies, marketing and distribution systems. By the same token, the notion of leadership has shifted from a parochial point of view towards a more humanistic and vivid multi-dimensional angle of vision. In this context, transactional and transformational leadership styles in right combination are the source of guidance through the dynamic leadership journey and drawing upon the triple entente of rational, emotional and spiritual intelligence as well will benefit mutual parties – both at individual and organizational level, in terms of effective leadership processes and increased performance outcomes.
Handbook of Research on Technology Adoption, Social Policy, and Global Integration, 2017
The new international system, that occurs in the last twenty years of twentieth century as a resu... more The new international system, that occurs in the last twenty years of twentieth century as a result of world wars and cold war, is tried to be explained by scholars and economists under a new discipline called global political economy. The interaction and interdependence between economy and policy, globalization and the rise of multinational corporations cause a shift in the international system. International managers appear as the core actors in the sense that actions to be taken by them have strategic importance for organization's global performance and sustainability. Globalization put multiple demands on international managers in terms of various issues such as changing nature of the work itself, glocalization, importance of ethics, environmental considerations and cultural diversity. It is suggested that international managers' leadership behaviors have strategic importance to cope with globalization and its challenges. Within this context, transformational, ethical an...
Competitiveness Review: An International Business Journal, 2021
Purpose This study aims to assess the mediating effect of sustainable competitive advantage (SCA)... more Purpose This study aims to assess the mediating effect of sustainable competitive advantage (SCA) on the relationship between organisational innovativeness (OI) and performance of small- and medium-sized enterprises (SMEs) operating in Konya, Turkey. Design/methodology/approach A survey method is used to collect the necessary data for this research. A total of 264 respondents from 83 SMEs partook in the study. In choosing the sample size, both purposive sampling and simple random techniques are used. The data gathered are analysed using SPSS program and Hayes PROCESS macro v.3.4.1. Findings The results of the analyses reveal that OI has a statistically significant positive effect on SCA and firm performance (FP). Moreover, SCA is found to have a mediating effect on the relationship between OI and FP. Practical implications Policymakers and management of SMEs need to show great commitment to innovativeness and relate it to SCA to create superior customer value, thereby leading to a h...
Purpose – This study has aimed to examine the mediating role of organizational justice in the imp... more Purpose – This study has aimed to examine the mediating role of organizational justice in the impact of ethical leadership on organizational culture. It has been realized that every decision taken and every method applied in the organization affects the behaviors of the employees and in this context strengthens the justice perceptions of the employees. In addition, it is thought that a strong perception of organizational justice, which suggests sufficient accuracy, honesty, respect and justice environment, will be effective in the development of organizational culture. Although this triple spiral of indirect relations is important for today's organizations in the context of sustainability, their level of influence and meaningfulness has been intriguing. Design/methodology/approach – Within the scope of the research, a questionnaire was applied to 348 employees from 13 enterprises located in the 3rd Organized Industrial Zone of Konya province by simple random sampling method. The data obtained by the questionnaire method were analyzed by using the SPSS 24.00 Program via hierarchical regression analysis on the test of the hypotheses determined related to the research. Findings – As a result of the application based on Baron and Kenny (1986) method, it was found that organizational justice has a full mediating role in the effect of ethical leadership on organizational culture. As a result of the basic finding, it was possible to say that ethical leadership behaviors positively affect (increase) organizational culture and organizational culture positively affect organizational justice, too. Discussion – Along with ethical leadership, the organizational culture, which consists of the characteristics of the organization's behavior and way of doing business and regulating its relations with its environment, affects organizational justice, which consists of fair treatment and evaluation processes related to managerial decision-making and implementation. In all dimensions of working life, it is important that the meanings attributed to the leadership behavior practices of the employees in organizations are appropriate for organizational justice in order to achieve collective goals. In addition to this result, it will be beneficial to compare this study by applying it to more people in different industrial zones and sectors in more enterprises.
In today‘s work organizations, managing technology – and its role in organizational processes – a... more In today‘s work organizations, managing technology – and its role in organizational processes – attracts great attention due to its core significance for the success of the organization life as a whole. In attempting to understand technology-related organizational change, involving complex interactions between management, technology and organization structure, one should not interpret it as solely the adaptation process of organizations to the impact of the technology itself instead organizational actors‘ intervention in shaping the direction of technological change.There has been a long debate between economists and organizational sociologist about the analysis of technological change. When the literature is reviewed, the most crucial result that emerges is the interdependence of technological change on many subjects and thus its complexity. It is not only that change is solely driven by technological and competitive pressures, but also it is influenced by social and political fact...
The present business environment of accelerated complexity, ambiguity, uncertainty and volatility... more The present business environment of accelerated complexity, ambiguity, uncertainty and volatility seems not to be settling down soon. Today’s business world is consistently bombarded with turmoil and unprecedented change. This makes it very difficult for organisations to accurately predict possible future opportunities and threats. To overcome this scenario, organisations need to fully embrace and implement agility in their operations. However, for organisations to develop a considerable level of agility that corresponds to the current hypercompetitive and volatile environment, premium needs to be placed on agile leadership. Agile leaders are capable of setting the guiding principles, develop strategies and build mechanisms that will lead to smooth transition to organisational agility (OA). These leaders give directions on how to make organisations agile and ensure that there is a leadership culture that models and promotes a holistic agility in the organisation. The primary purpose...
Organizational justice makes reference to the fairness’ perception of employees in the organizati... more Organizational justice makes reference to the fairness’ perception of employees in the organizations and it is said to be one of the most important predictors holding employees together and keeping them committed to the organization. Many researches showed that organizational justice is positively related to organizational commitment. This present research was planned in a descriptive and correlation pattern to determine the relationship between employees’ organizational justice perception and organizational commitment level in three different authorized dealers (Audi-Seat, Volkswagen and Skoda – four brands) of Doğuş Otomotiv in the province of Konya, Turkey. The research results indicate that there is a statistically meaningful relationship between participants’ organizational justice perception and the levels of organizational commitment. The findings also indicate that the organizational commitment levels of participants can be explained by the sub-dimensions of organizational j...
Business And Management Studies: An International Journal, 2020
Nowadays, despite the increased number of investigations on organisational ambidexterity in busin... more Nowadays, despite the increased number of investigations on organisational ambidexterity in business environment, theoretical and practical literature still face a gap, and there is a lack of phenomenon construction. Besides, the organisational culture is a variable that has been studied for an extended period by many researchers from different fields. However, so far in the literature, the investigation of the relationship between organisational culture and organisational ambidexterity is rare and not exclusive. In this regard, this study is original in that it attempts to examine the relationship between organisational culture and organisational ambidexterity, as well as exploring the effect of the former on the latter in two companies that operate in the same sector but in two different countries – Turkey and North Macedonia, thus allowing a room for comparative analysis as well. The results indicate that the effect of organisational culture on organisational ambidexterity is sig...
Globalization and its counterpart – international/multinational organizations enable different cu... more Globalization and its counterpart – international/multinational organizations enable different cultures coincide with one another in both social and organizational settings. Interaction of diversified cultures necessitates behaving accordingly to different settled cultural values and conditions. At this point, Cultural Intelligence (CI) comes into scene as a crucial asset while being in relation with society or any community from different cultural backgrounds. In organizations, leading heterogeneous individuals coherently is of critical importance for the continuity of the organization itself. Thus, it is anticipated that cultural intelligence shall have a part in leadership styles in terms of its implementation process. The aim of this study is to examine whether cultural intelligence have an impact on leadership styles – transactional and transformational leadership styles -. Four charity organizations located in Erbil, Iraq are chosen as the population. The data collected by sur...
The present empirical research is principally aimed to show the impact of advertisement on the br... more The present empirical research is principally aimed to show the impact of advertisement on the brand equity of Chabahar Free Trade-Industrial Zone (CFZ) of Iran as a tourism destination. The primary data were collected via a 24-item questionnaire possessing a five-point Likert scale. The scales used for the questionnaire were constructed by adapting the expressions used in previous studies. A pilot survey with 20 participants of tourists in CFZ was primarily carried out to examine the suitability of questionnaire structure, content validity, content comprehensiveness, terminology, comprehensibility, convenience, and speed of completing the questionnaire. The statistical population in this study includes all tourists in the CFZ. Since the statistical population is unknown, the probability random sampling technique was used in this study. In total, 384 samples were considered and 155 questionnaires were received. Of the considered questionnaires, 136 valid ones were used for data anal...
Leadership Styles, Innovation, and Social Entrepreneurship in the Era of Digitalization, 2020
The aim of the study is to examine the relationships between ambidextrous leadership behaviors (i... more The aim of the study is to examine the relationships between ambidextrous leadership behaviors (i.e., task-oriented, relation-oriented, change-oriented, and external) in the context of leader behavior level and employee ambidextrous performance (i.e., exploitation and exploration) in the context of individual employee level by suggesting that the interaction of these two may result in organizational ambidexterity. This study aims to contribute to the immature ambidexterity literature by developing some propositions based on the previous ambidexterity researches related to ambidexterity of leaders, employees, and entire organizations. Taking into account ambidextrous leadership theory, it is proposed that while the leaders' task-oriented and relation-oriented behaviors are positively related to the employees' exploitation behaviors, the leaders' change-oriented and external behaviors are positively related to the employees' exploration behaviors. It is recommended for...
Handbook of Research on Current Trends in Asian Economics, Business, and Administration, 2022
Disruptive innovation (DI) is evolving as a strategically significant innovation type in this cur... more Disruptive innovation (DI) is evolving as a strategically significant innovation type in this current dynamic, volatile, and global competitive business environment. The theory of DI is critical in comprehending entrant-incumbent relationships and elucidating how their interplay affects the nature of the market. The fundamental aim of this study is to assess disruptive innovation from the perspectives of new entrants and incumbents using the empirical reviews approach. The chapter contends that disruption is a phenomenon whose forces are always at work, and incumbents can elude it by putting in place the prerequisite measures and having the right caliber of human resources to pre-empt and avert genuine potential disruptive threats. The study demonstrates the steps taken by upstarts to displace leading firms and the responses that can be provided by the latter against disruption. It extends its scope to significance of DI, reasons for failure of incumbents in DI battle, and barriers ...
In today’s business, human factor attracts great attention due to its core significance for the s... more In today’s business, human factor attracts great attention due to its core significance for the success of the organization as a whole. As long as individuals work, produce and consume, the market cycle will not be disturbed and thus will keep going. This signifies the dependence of organizations on individuals such that if there is no individual working for a company, then that company has no existence. Therefore, almost all organizations are concerned with managing their employees’ motivation in order to sustain continuity and they impose restrictions on them for the sake of order and efficiency. Motivation theories are used to realize these purposes by providing analytical tools. Unfortunately, these conventional theories could not go beyond being a tool for shaping, influencing and manipulating human behaviour. In the light of these arguments, by looking from a philosophical perspective it is reasonable to assume that whole notion of motivation is the genuine problem itself. This article will argue that whenever the meaning is lost from work, motivation theories emerge to recreate the meaning and become a “surrogate” for it. This stimulates the denial of death and thus reinforces the notion of immortality of organizations. In response, this illusion makes the present meaningless leading the way to deter the meaning to some future state. The idea behind this movement to future states hides in itself the notion of progress and improvement continuously. From managerial perspective, the article will discuss that programmes such as total quality management are applied to almost every part of the organization – work, product, service – and even to the people, to measure the achievement towards future goals and to sustain control; in the end, resulting in loss of motivation.
Among the countries In the Middle East, Turkey is the second country that has the most biblical s... more Among the countries In the Middle East, Turkey is the second country that has the most biblical sites after Israel. It is called as ―The Other Holy Land‖ because of this reason. The land of Turkey which is bounded by the Mediterranean, Aegean, and Black Seas is referred as Asia Minor or Anatolia in Biblical reference works. Asia Minor or Anatolia as mentioned in history or the present day Turkey is important for Christianity to understand the background of the New Testament. Approximately two-thirds of New Testament books were written either to or from churches in Turkey. The three major apostles; Peter, Paul, and John either ministered or lived in Turkey. Turkey‘s rich spiritual heritage starts at the very beginning in the book of Genesis. Konya or Iconium as mentioned in history is one of the important cities of Turkey in terms of its historical and cultural heritage. It‘s a city that has an important place both in Christian and Islamic world, even in history and present day. Alth...
The new economy, by the courtesy of the information age, requires knowledge-based organizations a... more The new economy, by the courtesy of the information age, requires knowledge-based organizations and in turn new leaders to quickly respond to changes in resources, technologies, marketing and distribution systems. By the same token, the notion of leadership has shifted from a parochial point of view towards a more humanistic and vivid multi-dimensional angle of vision. In this context, transactional and transformational leadership styles in right combination are the source of guidance through the dynamic leadership journey and drawing upon the triple entente of rational, emotional and spiritual intelligence as well will benefit mutual parties – both at individual and organizational level, in terms of effective leadership processes and increased performance outcomes.
İş şekillendirme kavramı çalışanların ihtiyaç ve beklentilerinin karşılanmasında ve işlerdeki kar... more İş şekillendirme kavramı çalışanların ihtiyaç ve beklentilerinin karşılanmasında ve işlerdeki karmaşıklığın giderilmesinde önemli bir araç olarak değerlendirilmektedir. Çalışanlar, bu davranışları ile işlerini kendilerine göre şekillendirerek daha anlamlı hale getirmekte, işleriyle daha fazla ilgilenmekte, görevlerini kendi yetenekleri ve ilgi alanlarıyla uyumlu hale getirmekte ve diğer çalışanlarla ilişkilerini yeniden organize etmek gibi değişiklikler gerçekleştirmektedirler. İş şekillendirme uygulamalarının ayrıca çalışanların yenilik davranışlarını da olumlu yönde etkilediği öngörülmektedir. Yenilikçi iş davranışı; çalışanın işletmenin verimliliğini arttırmak için yeni yol ve yöntemler bulma istekliliğini belirtmektedir. Çalışanların bilgiye erişmek, bilgiyi aktarmak ve bilgiyi kullanmak için organizasyon yapısını değerlendirerek bilgi, deneyim ve yeteneklerinin temel altyapısını oluşturması; yeni fırsatlar ve fikirler keşfederek, uygulamaya koyması işletmelerin uzun vadede hayatta kalabilmesi ve sürdürülebilir rekabet avantajı elde edebilmeleri için önem arz etmektedir. Yenilikçi iş davranışının ortaya konulmasında kolaylaştırıcı bir öncül olarak değerlendirilen kişi-iş uyumu kavramı çalışanın bilgi, beceri ve yeteneklerinin işin özellikleri ile uyum göstermesi olarak tanımlanmaktadır. Kişi-iş uyumunun var olduğu bir işletmede işin kişiyle uyarlanması, çalışanların işin amacıyla daha fazla özdeşlemesine yol açarak; enerji, deneyim, bilgi ve motivasyon artışı sağlamakta ve bu durum iş yerinde yenilikçi çalışan davranışını olumlu yönde etkileyebilmektedir. Bu çalışmanın amacı, iş şekillendirmenin yenilikçi iş davranışı üzerindeki etkisini analiz etmek ve bu ilişkide kişi-iş uyumunun aracılık rolünün olup olmadığını belirlemektir. Bu bağlamda, Konya Teknokent’e bağlı 280 çalışana anket uygulanarak elde edilen verilerle hipotez ve araştırma soruları test edilmiştir. Anket formunda yer alan ölçekler; De Jong ve Den Hartog (2010) tarafından geliştirilen 10 ifadeden oluşan “Yenilikçi İş Davranışı Ölçeği”, Brkich vd. (2002) tarafından geliştirilen 9 ifadeden oluşan “Kişi-İş Uyumu Ölçeği” ve Slemp ve Vella-Brodrick (2013) tarafından geliştirilen 19 ifadeden oluşan “İş Şekillendirme Ölçeği”dir. Analiz sonucunda; kişi-iş uyumunun, çalışanların iş şekillendirme ile yenilikçi iş davranışı arasındaki ilişkide kısmi aracılık rolüne sahip olduğu tespit edilmiştir.
19.Uluslararası İşletmecilik Kongresi Bildiriler Kitabı , 2020
Özet
İşletmelerin hayatta kalması ve rekabet ortamına ayak uydurabilmesi için yenilik performansl... more Özet İşletmelerin hayatta kalması ve rekabet ortamına ayak uydurabilmesi için yenilik performansları çok önemli bir unsurdur. Yenilik performansını lider davranışı ve iş görenin psikolojisi etkileyebilmektedir. Bu çalışma, işletmelerde dönüşümcü liderliğin yenilik performansı üzerindeki etkisinde pozitif psikolojik sermayenin rolünü tespit etmek amacıyla yapılmıştır. Literatürde bu konuda yapılan çalışmalardaki araştırma eksikliğini doldurması amaçlanmaktadır. Kolayda örnekleme ile seçilen örneklem üzerinde anket yöntemiyle yapılan araştırmanın evrenini Konya 3. Organize Sanayi Bölgesi oluşturmaktadır. Dağıtılan anketlerin 464 adedinden dönüş alınmış olup 445 adedi geçerli sayılmıştır. Analizleri yaparken SPSS 20 programından yararlanılmıştır. Dönüşümcü liderlik, pozitif psikolojik sermaye ve yenilik performansı arasındaki ilişkilerin pozitif ve anlamlı olduğu bulunmuştur. Bu sonuçlar daha önceki araştırmalarda elde edilen sonuçlarla uyumludur. Analiz sonucunda pozitif psikolojik sermayenin, dönüşümcü liderlik tarzı ile yenilik performansı arasındaki ilişkide kısmi aracılık etkisine sahip olduğu tespit edilmiştir. Abstract Innovation performance is a very important factor in order to survive and keep up with the competitive environment. Leadership types and employee psychology may affect innovation performance as well. This study is conducted to determine the role of psychological capital in the effect of transformational leadership on innovation performance in enterprises. It is aimed that it will fill the lack of research in the literature on this subject. 3rd Organized Industrial Zone in Konya is the universe of the research on which the survey method is conducted on the sample selected by random sampling. 464 of the distributed questionnaires are returned and 445 of them are considered valid. SPSS 20 program is used to make the analyzes. The relationships between transformational leadership, psychological capital and innovation performance are found to be positive and significant complying with the previous researches. Also, it has been determined that positive psychological capital has a partial mediating effect on the relationship between transformational leadership style and innovation performance.
Handbook of Research on Technology Adoption, Social Policy, and Global Integration / IGI Global USA, 2017
The new international system, that occurs in the last twenty years of twentieth century as a resu... more The new international system, that occurs in the last twenty years of twentieth century as a result of world wars and cold war, is tried to be explained by scholars and economists under a new discipline called global political economy. The interaction and interdependence between economy and policy, globalization and the rise of multinational corporations cause a shift in the international system. International managers appear as the core actors in the sense that actions to be taken by them have strategic importance for organization’s global performance and sustainability. Globalization put multiple demands on international managers in terms of various issues such as changing nature of the work itself, glocalization, importance of ethics, environmental considerations and cultural diversity. It is suggested that international managers’ leadership behaviors have strategic importance to cope with globalization and its challenges. Within this context, transformational, ethical and authentic leadership styles will be discussed.
Bilgi çağının artan dinamizmi, sonsuz değişim ve gelişim içerisinde olan müşteri istekleri, yenil... more Bilgi çağının artan dinamizmi, sonsuz değişim ve gelişim içerisinde olan müşteri istekleri, yenilik beklentilerinin ve ihtiyaçlarının sürekli artan hızı, etiksel/ahlaksal skandalların getirdiği güven zedelenmesi ve bugünün ihtiyaçlarını karşılamanın zorunluluğunun yanında yaşanan gelecek kaygıları, işletmelerin, yönetim ve organizasyon şekillerini yeniden incelemelerini gerekli kılmaktadır. Hızla değişen çevre koşulları ve artan rekabetçi baskılar, işletmeleri, çevik, yaratıcı, esnek, çok yönlü olmaya zorlamakta ve farklı stratejik alternatiflerin belirlenmesini zorunlu hale getirmektedir. Bu alternatiflerden birisi, sürdürülebilir rekabet gücü ve hayatta kalabilmek için işletmelerin mevcut yeteneklerinden yararlanması ve yenilerini araştırması olarak tanımlanan ve son dönemde sıklıkla üzerinde durulan Örgütsel Ustalık stratejisidir. Liderler, örgütsel yetenek ve kaynakları, değişen çevre koşullarına uydurmak için adapte etme, birleştirme ve yeniden yapılandırma sürecinde temel rol oynarlar. Çıkış noktası Üst Kademe Teorisi olarak şekillenen bu çalışmada, Türk bankacılık sektöründeki üst düzey yönetimin (genel müdür/CEO) Etkileşimci, Dönüşümcü ve Otantik Liderlik özelliklerinin, bankaların Örgütsel Ustalık (organizational ambidexterity) düzeyleri üzerine etkisi araştırılmıştır.
The increasing dynamism of the information age, infinite transformation and development of customer demands, the increasing rate of innovative expectations, trust depreciation aroused by moral scandals and the need to afford the daily necessities along with the future concerns necessiate the revaluation of management and organizations styles of the corporations. Rapidly alternating environmental conditions and increasing competitive pressures force the companies to be agile, creative, elastic, and ambidextrous while compelling to define different strategic alternatives. One of those alternatives is the strategy of Organizational Ambidexterity which is defined as exploiting the abilities of the corporation and explore for new opportunities to sustain competitive advantage and to survive. The leaders play the dominant role in the adaptation, combination and reconstruction process of the organizational power and resources in order to adapt to different conditions. In the light of Upper Echelons View, this study explores the effect of top management teams’s Transactional, Transformational and Authentic Leadership behaviours on organizational ambidexterity of Turkish banking sector.
EXPLORING THE SIGNIFICANCE OF EMOTIONAL INTELLIGENCE (EI) IN ORGANIZATIONS / Gazi Kitapevi, 2015
The rules for and of work are changing. The concept of ‘work’ is becoming more blurred
involving... more The rules for and of work are changing. The concept of ‘work’ is becoming more blurred
involving both the minds and the hearts of the individuals. If an organization is considered as a ‘living organism’, then the ‘heart’ of it is the people constituting it.
Therefore, one cannot imagine an ‘emotionless’ individual and in return an ‘emotionless’ organization. The concept of Emotional Intelligence (EI), which combines emotions with intelligence, emerges in this stage. In organizational context, it is the unique intersection of heart and mind, working together. This study is a journey by itself to explore
below the surface appearances and to have an understanding of whether EI has recognition and a role inside organizations and how it contributes to successful organizations and effective decision-making process. Are organizations together with their leaders aware of the EI concept and its dispositions? Do they attach value to it? If not, why? How much emotion – to what extent? How EI influence recruitment decisions and effect work outcomes? To address these issues, the managing director of Philip Morris-SA, Turkey - Turhan Talu, the general manager of Canon, Turkey – Sinan Ergin
, and the founder of Servotel Corporation – Ömer İsvan have been interviewed in-depth. A unique picture about EI was emerged in each interview out of different interpretations. Some conclusions can be summarized as follows. A great value has said to be attached to something called EI somehow but it is not clear exactly to what this value is given
– in other words, what EI really means. Overall, there is consensus about the fact that emotional intelligence enhances workplace outcomes and has the potential to contribute to effective decision-making and leadership process however does not guarantee success in the absence of suitable cognitive skills
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İşletmelerin hayatta kalması ve rekabet ortamına ayak uydurabilmesi için yenilik performansları çok önemli bir unsurdur. Yenilik performansını lider davranışı ve iş görenin psikolojisi etkileyebilmektedir. Bu çalışma, işletmelerde dönüşümcü liderliğin yenilik performansı üzerindeki etkisinde pozitif psikolojik sermayenin rolünü tespit etmek amacıyla yapılmıştır. Literatürde bu konuda yapılan çalışmalardaki araştırma eksikliğini doldurması amaçlanmaktadır. Kolayda örnekleme ile seçilen örneklem üzerinde anket yöntemiyle yapılan araştırmanın evrenini Konya 3. Organize Sanayi Bölgesi oluşturmaktadır. Dağıtılan anketlerin 464 adedinden dönüş alınmış olup 445 adedi geçerli sayılmıştır. Analizleri yaparken SPSS 20 programından yararlanılmıştır. Dönüşümcü liderlik, pozitif psikolojik sermaye ve yenilik performansı arasındaki ilişkilerin pozitif ve anlamlı olduğu bulunmuştur. Bu sonuçlar daha önceki araştırmalarda elde edilen sonuçlarla uyumludur. Analiz sonucunda pozitif psikolojik sermayenin, dönüşümcü liderlik tarzı ile yenilik performansı arasındaki ilişkide kısmi aracılık etkisine sahip olduğu tespit edilmiştir.
Abstract
Innovation performance is a very important factor in order to survive and keep up with the competitive environment. Leadership types and employee psychology may affect innovation performance as well. This study is conducted to determine the role of psychological capital in the effect of transformational leadership on innovation performance in enterprises. It is aimed that it will fill the lack of research in the literature on this subject. 3rd Organized Industrial Zone in Konya is the universe of the research on which the survey method is conducted on the sample selected by random sampling. 464 of the distributed questionnaires are returned and 445 of them are considered valid. SPSS 20 program is used to make the analyzes. The relationships between transformational leadership, psychological capital and innovation performance are found to be positive and significant complying with the previous researches. Also, it has been determined that positive psychological capital has a partial mediating effect on the relationship between transformational leadership style and innovation performance.
Hızla değişen çevre koşulları ve artan rekabetçi baskılar, işletmeleri, çevik, yaratıcı, esnek, çok yönlü olmaya zorlamakta ve farklı stratejik alternatiflerin belirlenmesini zorunlu hale getirmektedir. Bu alternatiflerden birisi, sürdürülebilir rekabet gücü ve hayatta kalabilmek için işletmelerin mevcut yeteneklerinden yararlanması ve yenilerini araştırması olarak tanımlanan ve son dönemde sıklıkla üzerinde durulan Örgütsel Ustalık stratejisidir. Liderler, örgütsel yetenek ve kaynakları, değişen çevre koşullarına uydurmak için adapte etme, birleştirme ve yeniden yapılandırma sürecinde temel rol oynarlar. Çıkış noktası Üst Kademe Teorisi olarak şekillenen bu çalışmada, Türk bankacılık sektöründeki üst düzey yönetimin (genel müdür/CEO) Etkileşimci, Dönüşümcü ve Otantik Liderlik özelliklerinin, bankaların Örgütsel Ustalık (organizational ambidexterity) düzeyleri üzerine etkisi araştırılmıştır.
The increasing dynamism of the information age, infinite transformation and development of customer demands, the increasing rate of innovative expectations, trust depreciation aroused by moral scandals and the need to afford the daily necessities along with the future concerns necessiate the revaluation of management and organizations styles of the corporations.
Rapidly alternating environmental conditions and increasing competitive pressures force the companies to be agile, creative, elastic, and ambidextrous while compelling to define different strategic alternatives. One of those alternatives is the strategy of Organizational Ambidexterity which is defined as exploiting the abilities of the corporation and explore for new opportunities to sustain competitive advantage and to survive. The leaders play the dominant role in the adaptation, combination and reconstruction process of the organizational power and resources in order to adapt to different conditions. In the light of Upper Echelons View, this study explores the effect of top management teams’s Transactional, Transformational and Authentic Leadership behaviours on organizational ambidexterity of Turkish banking sector.
involving both the minds and the hearts of the individuals. If an organization is considered as a ‘living organism’, then the ‘heart’ of it is the people constituting it.
Therefore, one cannot imagine an ‘emotionless’ individual and in return an ‘emotionless’ organization. The concept of Emotional Intelligence (EI), which combines emotions with intelligence, emerges in this stage. In organizational context, it is the unique intersection of heart and mind, working together. This study is a journey by itself to explore
below the surface appearances and to have an understanding of whether EI has recognition and a role inside organizations and how it contributes to successful organizations and effective decision-making process. Are organizations together with their leaders aware of the EI concept and its dispositions? Do they attach value to it? If not, why? How much emotion – to what extent? How EI influence recruitment decisions and effect work outcomes? To address these issues, the managing director of Philip Morris-SA, Turkey - Turhan Talu, the general manager of Canon, Turkey – Sinan Ergin
, and the founder of Servotel Corporation – Ömer İsvan have been interviewed in-depth. A unique picture about EI was emerged in each interview out of different interpretations. Some conclusions can be summarized as follows. A great value has said to be attached to something called EI somehow but it is not clear exactly to what this value is given
– in other words, what EI really means. Overall, there is consensus about the fact that emotional intelligence enhances workplace outcomes and has the potential to contribute to effective decision-making and leadership process however does not guarantee success in the absence of suitable cognitive skills