Browsing by Author "Kalemci, R.A."

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Citation - Scopus: 1
Does the Fuzzy Logic Model Explains More? Moderating Effect of Personality on the Relationship Between Sr-Hrm and Job Performance
(Emerald Publishing, 2025) Ozkan-Canbolat, E.; Kalemci, R.A.; Kalemci-Tuzun, I.
Purpose: The purpose of this study is to examine the moderating effect of personality traits on social responsibility-oriented human resources management (SR-HRM) practices and job performance. Design/methodology/approach: The sample of the study consists of 442 employees working in firms developing knowledge and innovation-based systems in Ankara (Turkey). The strengths of this study stem from its methodology, which contributes to the literature in terms of analysis comparing linear and fuzzy set qualitative comparative analyzes (fsQCA). Findings: Both linear analyses and fsQCA results show the moderating effect of conscientiousness on the relationship between job performance and SR-HRM. Both models demonstrate the impact of agreeableness on business performance. Study results indicate that linear and fsQCA examine the moderating effect of conscientiousness in the same way as the literature. The linear analysis results differ from fsQCA, which examined the moderating effect of compatibility in this study. The fsQCA results of this study show that SR-HRM affects job performance when extraversion and conscientiousness are taken into account. Research limitations/implications: Further research may compare linear and fuzzy logic models about moderating and mediating effects. Future researchers may highlight the increasing importance of linear and fsQCA in any organizational behavior or organizational theory subject. Practical implications: The main implication is that managers should consider the significant impacts of effective SR-HRM development on employees’ job performance. Personality traits should be taken into account in HRM processes such as recruitment and retention. Social implications: The main contribution of the current study is the insight it provides into the moderating effects of the big five personality traits on the relationship between job performance and SR-HRM and how they differ in the linear model and fsQCA. Originality/value: The current study contributes to the relevant literature by presenting the research design and questions. Using a multi-method approach, this research provides a better understanding of patterns between variables and contributes to the existing literature. © 2024, Emerald Publishing Limited.
Citation - Scopus: 0
Post-Pandemic Effects on the Realisation of Sustainable Development Goals (Sdgs) for Oecd Countries
(Taylor and Francis, 2023) Kalemci, R.A.; Ünsal, M.G.
In September 2015, the United Nations General Assembly (UN) adopted 17 Sustainable Development Goals (SDGs), expected to be completed by 2030, to eradicate poverty and combat inequality and injustice globally. For the UN 2030 Agenda, the goals were defined to eventually be achieved, but so far, each country has a different level of progress in this process. However, since the beginning of 2020, the world has been threatened by the COVID-19 pandemic. The pandemic has had widespread health and economic, political, and social effects. The COVID-19 pandemic was an unexpected and unforeseeable crisis for Organisation for Economic Co-operation and Development (OECD) countries. In this chapter, we use data envelopment analysis (DEA) to discuss how the COVID-19 pandemic has affected OECD nations’ ability to realise their SDGs. © 2024 selection and editorial matter, Erman Akilli, Burak Güneş and Ahmet Gökbel.
Citation - Scopus: 24
.Workplace Deviance and HRM Relations: A Case Study of Turkish Hotel Employees
(Routledge, 2018) Tuzun, I.K.; Kalemci, Rabia Arzu; Kalemci, R.A.; 42537
The main purpose of this study is to examine the negative associations between employees' perception of the effectiveness of performance appraisal practices and deviant workplace behavior. This study also tests the mediating effect of the forms of organizational justice in the relationship between performance appraisal practices and deviant workplace behavior. Moreover, it also investigates how line managers' performance appraisal politics may influence the relationship between perceptions of performance appraisal practices and employee deviant workplace behavior. In order to facilitate this study, the research team employed a survey design. A total of 193 service employees from different service establishments attended the forum where the study was conducted in the capital city of Turkey, Ankara. The results of this study strongly support the premise that effective performance appraisal practices influence employee deviance behavior, and especially that interactional justice is an important predictor of employee violative behavior. Moreover, the findings indicate that there is no evidence regarding the moderating effect of employees' perception of managers' appraisal politics in the negative relationship between performance appraisal effectiveness and employee deviance. © 2018 Taylor & Francis Group, LLC.