Browsing by Author "Karabay, Melisa Erdilek"

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Citation - WoS: 0
ANALYZING THE EFFECT OF ANTECEDENTS OF TURNOVER INTENTION ACCORDING TO GENERATIONS
(Future Acad, 2019) Şener, İrge; Karabay, Melisa Erdilek; Seiler, Irge; Elci, Meral; Ensari, Sebnem; 21583; İşletme
There are many predictors that determine the turnover intention of employees. Among these predictors, mobbing behaviour can be disruptive in the workplace since workplace deviance is a matter which most organizations wrestle today. Organizational commitment is an important variant for employees to achieve organizational success whereas ethical climate is the picture of an organization which demonstrates its' moral philosophy. This study examines the main effects of ethical climate, mobbing, and organizational commitment in predicting turnover intention among the sample of 166 employees, working in a municipality, particularly in Istanbul province, Turkey. The findings indicate that mobbing affect turnover intention positively, while ethical climate has no effect in estimating turnover intention. Study results also suggest that commitment (continuance and affective) is also found to be negatively related to turnover intention of employees. In addition, for Generation-X members, continuance commitment and for Generation-Y members, affective commitment has a significant effect on turnover intention. (C) 2019 Published by Future Academy www.FutureAcademy.org .UK
Citation - WoS: 4
Citation - Scopus: 5
Does workplace envy always have detrimental consequences in organizations? A study of public and private sector employees
(Emerald Group Publishing Ltd, 2022) Sener, Irge; Şener, İrge; Karabay, Melisa Erdilek; Elci, Meral; Erman, Halil; 21583; İşletme
Purpose Based on the situational approach for envy, the purpose of this paper is to examine the effect of two-dimensional workplace envy (being envied and envying others) on the task and contextual performance of employees working in either private or public sector organizations. Design/methodology/approach This study was conducted on survey data collected from 988 private sector employees and 530 employees from the public sector employed in Istanbul. Following a quantitative empirical design, structural equation modeling was used to test the hypotheses. Findings The study results revealed that envying-others dimension has a significant negative effect on both task performance and contextual performance. In addition, the findings indicate more envious feelings of private sector employees than public sector employees. For public sector employees, male participants were found to envy others more than females. Research limitations/implications In addition to the contributions, this study has its limitations. First, although the study was carried out with a comprehensive sample, it is limited to the views of 1,518 employees in Istanbul and is a cross-sectional study. Also, employee performance is evaluated through self-reporting, which forms another limitation; it could have been more reliable for the supervisors to assess their subordinates' performance. Practical implications Apart from scholars, our findings have implications for practitioners. Feelings such as envy that comes with a sense of competition can create an environment that stimulates people, motivates them to work, can make them productive and can also cause an ultimately destructive situation. This makes it critical to manage envy in the workplace. Though there may be facilitators behind it, one crucial factor that fuels envy in the workplace is the lack of fair human resources policies and systems. Still, human resources management is undeveloped in most public organizations. With effective human resources management, there may be some roadmaps for managers to dissolve conflicts arising from envy. First, it is imperative to have systems that will separate the employee from the others, which everyone will accept, strengthening the feelings of justice among employees. Envy often occurs following a social comparison. Management can implement an incentive system that supports employee collaboration and avoid nepotism. Especially in private organizations where the competition is more among employees, managers should give more attention to understand their subordinates' feelings. The managers' attention to expressing their feelings toward their subordinates could establish an equal distance within the workplace. In this sense, language selection is critical, and managers should be mindful of linguistic triggers. Managers should not avoid giving both positive and negative feedback to their employees. Unwarranted and unsystematic reward and/or punishment systems, made with the good intentions of increasing competition, can trigger envy. Finally, managers should implement an open-door policy and open communication that will encourage all team members to be transparent to each other. Originality/value The study was based on a rationale that envy has detrimental workplace outcomes that lead to low task and contextual performance. Although there exists a recent interest for examining the relation between workplace envy and employee performance, based on being envied and envying others dimensions, these studies are limited. This study focuses on these dimensions and performance relations, and it also provides a comparative outlook for public and private sector employees in Turkey in terms of workplace envy.
İşyerinde Kıskanma ve Kıskanılma: Ölçek Uyarlama ve Ölçüt Bağımlı Geçerliliği
(2021) Şener, İrge; Karabay, Melisa Erdilek; Elçı, Meral; Şener, İrge; Erman, Halil; 21583; İşletme
İşyerinde kıskançlık, genellikle olumsuz sonuçlara sebebiyet veren bir duygu olarak değerlendirilmektedir. Buna rağmen, kıskançlık ile ilgili ulusal yazında yapılan çalışmalar oldukça sınırlıdır. Bu ihtiyaçtan hareketle, bu çalışma ile işyerinde kıskançlık ölçeğini Türkçeye uyarlayarak, söz konusu ölçeğin ölçüt bağımlı geçerliliği için çalışanların psikolojik sahiplenme algıları ile ilişkisinin incelenmesi amaçlanmıştır. Çalışma, kamu (N=337) ve özel sektörde (N=547) yer alan katılımcılarla kolayda örneklem yöntemi ile yürütülmüştür. Araştırma bulgularına göre ölçeğin, orijinalinde olduğu gibi kıskanılma ve kıskanma olmak üzere iki boyuttan oluştuğu tespit edilmiştir. Elde edilen sonuçlar, işyerinde kıskançlık ölçeğinin hem kıskanma hem de kıskanılma boyut ortalamalarının kamu çalışanlarında daha yüksek olduğunu ve özel sektör çalışanları bağlamında kıskanma boyutu ile psikolojik sahiplenme arasında zayıf ama istatistiksel olarak negatif yönlü anlamlı bir ilişkinin varlığını ortaya çıkarmıştır.
Kadın Yöneticilerin Cam Tavan Algıları ve Kadın Yöneticilere Karşı Tutum: Finansal Hizmetler Sektöründe Bir Uygulama
(2018) Şener, İrge; Şener, İrge; Karabay, Melisa Erdilek; Tezergil, Seher Arıkan; 21583; İşletme
Kadın çalışanların örgütlerde alt kademelerde çalışmaları ve kariyerlerinde ilerlerken deyönetim kadrolarından uzak kalmalarını yansıtan cam tavan günümüz örgütlerinde halen dikkatçeken bir husustur. Bu çerçevede, bu araştırmada hizmet sektöründe finansal hizmetler alanındafaaliyet gösteren farklı sermaye yapısına sahip iki örgütte çalışanlara ve kadın yöneticilereodaklanılmış ve çalışanların kadın yöneticilere karşı tutumları ile kadın yöneticilerin cinsiyetrollerinden kaynaklanan cam tavan algılarının belirlenmesi amaçlanmıştır. Araştırmanınörneklemini finansal hizmetler sektöründe çalışan, toplam 144 çalışan ile 36 kadın yöneticioluşturmaktadır. Çalışmanın bulgularına göre, kadın yöneticilere karşı tutumun çalışanlarıncinsiyetlerine göre farklılık göstermekte olduğu (p=0,003<0,05) ancak çalışanların eğitimseviyesi (p=0,747>0,05) ve çalıştıkları örgütün ulusal veya yabancı sahiplik yapısının iseçalışanların kadın yöneticilere karşı tutumlarında fark yaratmadığı (p= 0,742>0,05) tespitedilmiştir. Bu bulguların yanı sıra, kadın yöneticilerin cam tavanın mevcudiyetine ilişkinalgılarının, kendi deneyimlerine göre daha yüksek seviyede olduğu ortaya çıkmıştır. Bu durum,cam tavan algısını etkileyen bireysel ve örgütsel unsurların yanı sıra cinsiyet rolleri ile ilgilitoplumsal unsurların etkisinin önemini ortaya çıkarmaktadır.
Citation - WoS: 4
Citation - Scopus: 4
The effects of paternalistic leadership on task performance: testing a moderated mediation model in turkish organizations*
(Nomos verlagsgesellschaft Mbh & Co Kg, 2021) Cetin, Fatih; Şener, İrge; Karabay, Melisa Erdilek; Sener, Irge; Elci, Meral; 21583; İşletme
Drawing on the findings from a serial moderated mediation model, this study aims to expand prior research by investigating the interaction between paternalist leadership and employee task performance. Study also aims to test the indirect effects of perceived person-organization fit and psychological ownership on the relationship between paternalistic leadership and employee task performance, through serial mediation models. Furthermore, the moderating role of organizational size in direct and all indirect relations between paternalistic leadership and task performance, through five different models is tested. Sample consists of 1,652 employees from various industries in Istanbul, Turkey. Hypothesized relationships were tested through structural equation modelling. The findings demonstrated the significant positive direct relationship between paternalistic leadership and employee task performance. Psychological ownership mediated the relationship of paternalistic leadership and task performance while person-organization fit had no mediating effect. Practical implications and further recommendations are also discussed.