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Öğe İKY UYGULAMALARININ İŞE ADANMIŞLIK VE İŞ YAŞAM DENGESİ ÜZERİNDEKİ ETKİSİ: ÖRGÜTSEL ADALET ALGISININ ARACI, KAYIRMACILIĞIN DÜZENLEYİCİ ROLÜ(2019) Özeren, Emir; Arslan, AykutÖz: Küreselleşme, iş gücü farklılıklarının önem kazanması, gelişen teknoloji ve artan rekabet etkin İKYuygulamalarını ön plana çıkartmakta, örgütün rekabet üstünlüğü elde etmesinde taklit ve ikame edilmesi güçinsan kaynağının giderek daha stratejik bir rol kazanması hususu gündeme gelmektedir. Buradan hareketle,çalışmanın amacı, İKY uygulamalarının, örgütsel adalet algısının aracı olduğu durumlarda, işe adanmışlık ve işyaşam dengesi üzerindeki etkisini incelemektir. Ayrıca, kayırmacılığın (nepotizm) İKY uygulamaları ile örgütseladalet algısı arasındaki ilişkide düzenleyici rolü araştırılmıştır. Çalışma, havacılık sanayinde faaliyet gösterenbir imalat işletmesinin tam zamanlı 387 personelinden 2016 yılı Ocak ve Şubat ayları içerisinde toplamda 5hafta ara verilerek iki zamanlı olarak (boylamsal) toplanan veriler yoluyla gerçekleştirilmiştir. Veri toplamasürecinde ortak yöntem varyansı hatasını en aza indirmek amacıyla nicel metodoloji ve yönetim örgütyazınında önerildiği şekliyle böyle bir prosedür izlenmiştir. Sonuçlar, İKY uygulamalarının işe adanmışlık ve işyaşam dengesi üzerinde anlamlı düzeyde olumlu etkide bulunduğuna işaret etmektedir. Örgütsel adaletalgısının İKY uygulamaları ile iş-yaşam dengesi arasındaki ilişkide kısmi aracılık etkisi tespit edilmiştir. Örgütseladalet algısının İKY uygulamaları ile işe adanmışlık üzerindeki aracı etkisi ile kayırmacılığın İKY uygulamaları veörgütsel adalet algısı arasındaki düzenleyici rolü ise belirlenememiştir.Öğe The mediating role of temperament and character on the relationship between mindfulness and entrepreneurial personality(Nomos Verlagsgesellschaft Mbh & Co Kg, 2018) Yener, Serdar; Arslan, Aykut; Demirtas, OzgurThe number of studies investigating the concept of entrepreneurship has increased in recent years, with efforts now focusing on using different disciplines and models to gain an understanding of its characteristics such as personality, psychology, and biological features being of particular interest. Within this context, this study seeks answers whether both the personality and psychology variables affected entrepreneurship. A group of entrepreneurs (n=197) from the Turkish city of Konya, a city renowned for the dynamism of its SMEs (Small- and Medium-Sized Enterprises), is used as the study sample. The results indicate that the full model explains 63% of the variance: yet, only temperament seems to mediate this relationship but not the character.Öğe The Moderated Influence of Ethical Leadership, Via Meaningful Work, on Followers' Engagement, Organizational Identification, and Envy(Springer, 2017) Demirtas, Ozgur; Hannah, Sean T.; Gok, Kubilay; Arslan, Aykut; Capar, NejatThis study examines a proposed model whereby ethical leadership positively influences the level of meaning followers experience in their work, which in turn positively impacts followers' levels of work engagement and organizational identification, as well as reduces their levels of workplace envy. We further hypothesized that cognitive reappraisal strategies for emotional regulation would moderate the ethical leadership-meaningful work relationship. The model was tested in a stratified random field sample of 440 employees and their direct supervisors in the aviation industry in Turkey. Results based on data collected at two points in time showed that ethical leadership has a significant and positive direct effect on engagement and organizational identification, as well as indirect effects on those two outcomes through meaningfulness. Finally, results show that ethical leadership has a significant negative direct effect on workplace envy. Further, results showed that cognitive reappraisal emotion regulation strategy positively moderates, i.e., strengthens, the relationship between ethical leadership and meaningful work.Öğe A Strategic Influence of Corporate Social Responsibility on Meaningful Work and Organizational Identification, via Perceptions of Ethical Leadership(Elsevier Science Bv, 2016) Akdogan, A. Asuman; Arslan, Aykut; Demirtas, OzgurAs a way of having strong relations with the stakeholders, Corporate Social Responsibility (CSR) may become a strategy for the companies. But research on relationship between the perceived CSR of internal stakeholders (employees) and organizations are limited. This study examined a model of CSR on organizational identification (OI), via the mediating role of meaningful work (MFW). It also investigated the moderating role of ethical leadership (EL). Data were obtained from the employees of an Aviation company operating in Kayseri, Turkey. The results indicate that there is a positive relationship between CSR and OI. In addition, MFW partially mediated the relationship between CSR and OI. Furthermore, no evidence of the moderator role of EL on CSR and MFW relation was found. (C) 2016 The Authors. Published by Elsevier Ltd.Öğe Why perceived organizational and supervisory family support is important for organizations? Evidence from the field(Springer Heidelberg, 2019) Demirtas, Ozgur; Arslan, Aykut; Karaca, MustafaThe relationship between perceived organizational support and its work-outcomes were usually based on social exchange theories. By keeping the social exchange framework in mind, this study additionally draws on affective infusion model and on functionalist perspective to study moderating role of cognitive emotion regulation (CER) in relationships among perceived organizational-supervisory family support (POFS-PSFS) and organizational identification, psychological contract breach, and work-family conflict (WFC). Results show that perceived POFS and PSFS are positively related to organizational identification, negatively related to WFC, and psychological contract breach. Employees with higher levels of CER tend to identify themselves more with their organizations and less with WFC (at Time 2) than do employees with low levels of CER in response to perceived organizational family support (at Time 1). Furthermore, employees with higher levels of CER tend to identify themselves more with their organizations, and have less psychological contract breach, and WFC (at Time 2) than do employees with low levels of CER in response to perceived supervisory family support (at Time 1). In the end, the implications, limitations, and future research directions were also discussed.Öğe Why perceived organizational and supervisory family support is important for organizations? Evidence from the field (vol 13, pg 841, 2019)(Springer Heidelberg, 2019) Demirtas, Ozgur; Arslan, Aykut; Karaca, Mustafa[Abstract Not Available]Öğe You May Not Reap What You Sow: How Employees' Moral Awareness Minimizes Ethical Leadership's Positive Impact on Workplace Deviance(Springer, 2017) Gok, Kubilay; Sumanth, John J.; Bommer, William H.; Demirtas, Ozgur; Arslan, Aykut; Eberhard, Jared; Ozdemir, Ali IhsanAlthough a growing body of research has shown the positive impact of ethical leadership on workplace deviance, questions remain as to whether its benefits are consistent across all situations. In this investigation, we explore an important boundary condition of ethical leadership by exploring how employees' moral awareness may lessen the need for ethical leadership. Drawing on substitutes for leadership theory, we suggest that when individuals already possess a heightened level of moral awareness, ethical leadership's role in reducing deviant actions may be reduced. However, when individuals lack this strong moral disposition, ethical leadership may be instrumental in inspiring them to reduce their deviant actions. To enhance the external validity and generalizability of our findings, the current research used two large field samples of working professionals in both Turkey and the USA. Results suggest that ethical leadership's positive influence on workplace deviance is dependent upon the individual's moral awareness-helpful for those employees whose moral awareness is low, but not high. Thus, our investigation helps to build theory around the contingencies of ethical leadership and the specific audience for whom it may be more (or less) influential.
