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Citation - WoS: 5
Ethical Climate as a Mediator Between Employees' Organizational Silence Behaviors and Their Trust in Leader: an Empirical Research on Insurance Sector Employees
(Ardabil industrial Management inst, 2018) Karabay, Melisa E.; Şener, İrge; Sener, Irge; Tezergil, Seher A.; İşletme
Leaders play a major role in determining effectiveness across all organizational levels compromising (individual, team and units through their ability of ensuring trust among their subordinates and co-workers). In this study, the effect of trust in leader on employees' organizational silence behavior and ethical climate as a mediating role was investigated. In order to measure the impact of the perceptions of employees' trust in their leaders on their silence behavior particularly on defensive, acquiescent, and pro-social silence, a survey was conducted among 811 employees working in various insurance companies in Istanbul, Turkey. To test the hypotheses, hierarchical regression technique was used. According to the findings, trust in leader negatively affected silence intentions of employees. Furthermore, the findings presented a supporting evidence of the full mediating effect of ethical climate for the relation between trust in leader and overall organizational silence, and acquiescent and pro-social silence behavior. However, findings revealed that ethical climate had a partial mediating effect on the relation between trust in leader and defensive silence behavior of employees. (C) AIMI Journals
Analyzing the Effect of Antecedents of Turnover Intention According To Generations
(Future Acad, 2019) Karabay, Melisa Erdilek; Seiler, Irge; Elci, Meral; Ensari, Sebnem
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: 21
The Effects of Organizational Justice and Ethical Climate on Perceived Work Related Stress
(Elsevier Science Bv, 2014) Elci, Meral; Uslu, Tanyeri; Sener, Irge; Sert, Arzu
Stress leads to negative consequences for employees and organizations. Therefore, understanding the relation of stress with other variables is important. This paper examines the relationship between organizational justice, ethical climate and perceived work Related Stress. According to the findings from 915 employees, there exists a significant negative relationship between distributional and procedural justice and work related stress. In addition, ethical climate also has a negative effect on work related stress. With this study, it can be inferred that development of ethical climate and organizational justice within the organizations help to decrease the work related stress of employees. (C) 2014 The Authors. Published by Elsevier Ltd. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/3.0/).

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