Browsing by Author "Karabay, Melisa Erdilek"

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ANALYZING THE EFFECT OF ANTECEDENTS OF TURNOVER INTENTION ACCORDING TO GENERATIONS
(2019) Şener, İrge; Şener, İrge; Elçi, Meral; Ensari, Şebnem; Özşahin, M.; Hıdırlar, T.; 21583
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
Does workplace envy always have detrimental consequences in organizations? A study of public and private sector employees
(2021) Şener, İrge; Karabay, Melisa Erdilek; Elçi, Meral; Erman, Halil; 21583
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.
Investigating The Predictors Of Virtual Learning Success And Satisfaction Of Secondary School Students During Covid-19 Pandemic Restrictions
(2020) Şener, İrge; Şener, İrge; Doyduk, Hande Begüm; Türkyilmaz, Gülendam; 21583
Covid-19 pandemic, which continues to affect all areas of life, also has significant effects on education. Due to the restrictions applied during the pandemic period, students had to continue their spring term education through distance education tools. It is important to understand the factors affecting students’ satisfaction towards learning and their perceived success, in order to make virtual learning more effective which is expected to continue after the pandemic. In this sense, a survey study was conducted among 180 students studying at two secondary schools on the Anatolian side of Istanbul. Research findings revealed that the effects of virtual course flexibility and perceived usefulness on both virtual learning satisfaction and perceived success were found positive and significant, where the effect of perceived usefulness was found to be highest. Besides, the findings revealed that technology quality positively affected the perceived success, whereas student’s computer anxiety negatively affected their learning satisfaction. © 2020. All Rights Reserved.
The effects of paternalistic leadership on task performance: testing a moderated mediation model in turkish organizations*
(2021) Şener, İrge; Karabay, Melisa Erdilek; Şener, İrge; Elçi, Meral; 21583
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 İstanbul, 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 per-son-organization fit had no mediating effect. Practical implications and further recommendations are also discussed.