Köse, Aslı
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Göncü Köse, Aslı
Köse, Asli Göncü
Göncü-köse, Aslı
Göncü, Aslı
Goncu Kose, Asli
Kose, Asli G. K.
Kose, Asli Goncu
Göncü-Köse, Aslı
Goncu-Kose, Asli
Köse, Asli Göncü
Göncü-köse, Aslı
Göncü, Aslı
Goncu Kose, Asli
Kose, Asli G. K.
Kose, Asli Goncu
Göncü-Köse, Aslı
Goncu-Kose, Asli
Job Title
Prof. Dr.
Email Address
agoncu@cankaya.edu.tr
Main Affiliation
02.04. Psikoloji
Psikoloji
02. Fen-Edebiyat Fakültesi
01. Çankaya Üniversitesi
Psikoloji
02. Fen-Edebiyat Fakültesi
01. Çankaya Üniversitesi
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Current Staff
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Files
Sustainable Development Goals
4
QUALITY EDUCATION
1
Research Products
5
GENDER EQUALITY
1
Research Products
9
INDUSTRY, INNOVATION AND INFRASTRUCTURE
1
Research Products
16
PEACE, JUSTICE AND STRONG INSTITUTIONS
4
Research Products
Documents
14
Citations
227
h-index
8
Documents
29
Citations
189
Scholarly Output
34
Articles
20
Views / Downloads
3442/3531
Supervised MSc Theses
0
Supervised PhD Theses
0
WoS Citation Count
142
Scopus Citation Count
166
WoS h-index
5
Scopus h-index
5
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0
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0
WoS Citations per Publication
4.18
Scopus Citations per Publication
4.88
Open Access Source
10
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0
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Now showing 1 - 10 of 34
Book Part Fifty Shades of Darth Vaders in Organizations: An Overview of Destructive Leadership(2021) Ok, A. Başak; Göncü Köse, Aslı; Toker Gültaş, YoncaArticle Citation - WoS: 7Citation - Scopus: 8Mediating Processes in the Relationships of Abusive Supervision With Instigated Incivility, Cwbs, Ocbs, and Multidimensional Work Motivation(Springer, 2023) Onaran, Sami Okan; Goncu-Kose, AsliWe examined how abusive supervision (AS) affected instigated workplace incivility, counterproductive work behaviors (CWBs), organizational citizenship behaviors (OCBs), and multidimensional work motivations (MWMs), in line with the Job Demands-Resources Model and Social Exchange Theory. We suggested that employees' identification with their workgroup moderates the link between AS and instigated incivility toward coworkers and that organizational identification partially mediates the association of AS with CWBs and OCBs. Furthermore, we hypothesized positive correlations between AS and external regulation as well as amotivation, consistent with the Self-Determination Theory. Finally, we predicted that job-related affective well-being would fully mediate the link between AS and autonomous work motivations while only partially mediating the link between AS and amotivation. Online surveys were used to collect data from 519 white-collar workers. The data revealed that AS was linked to a higher level of incivility toward coworkers. Furthermore, it was linked to both CWBs and OCBs, both directly and indirectly through organizational identification. Organizational identification mediated the associations between AS and MWMs as well. Finally, job-related affective well-being mediated the links of AS with external regulation, amotivation, and autonomous work motivations. Theoretical and practical implications of the findings are discussed as well as suggestions for future research.Article Citation - WoS: 1Citation - Scopus: 4Relationships of Domestic Violence With Bullying, Silencing-The Resilience, and Self-Efficacy: Moderating Roles of Stress-Coping Strategies(Springer, 2023) Karakus, Cansu; Goncu-Kose, AsliThe present study aimed to investigate the relationships of Child Exposure to Domestic Violence (CEDV) with bullying, silencing-the-self (STS) behaviors, resilience, and self-efficacy. In addition, moderating effects of stress-coping strategies in the relationships of CEDV with the outcome variables were examined. Data were collected from 569 adolescents aged between 14 and 17. The findings showed that CEDV was positively related to bullying and STS and it was negatively associated with resilience, overall self-efficacy, academic and emotional self-efficacy. Optimistic style and seeking social support moderated the relationship between CEDV and resilience. Also, the self-confident style, seeking social support, and optimistic style moderated the associations between CEDV and self-efficacy. Findings are discussed in terms of theoretical and practical contributions as well as directions for future research.Article Effects of paternalistic and transformational leadership on follower outcomes(2014) Köse, Asli Göncü; Aycan, Zeynep; Johnson, Russell E.We investigated the motivations through which paternalistic (PL), and transformational (TL) leadership styles of managers were associated with employees’ organizational citizenship behaviors (OCB). PL is common in Eastern cultures, and may be as effective as TL, which is more common in Western cultures, to elicit positive employee outcomes such as OCB. We showed that in Turkish cultural context, both leadership styles enhanced trust in leaders, and trust, in turn, enhanced the intrinsic motivations of employees to perform OCB. PL and TL were related to OCB through different extrinsic motivations. TL increased the perception of instrumentality of OCB for leaders and for work group members which was associated with actual performance of OCB. PL enhanced employees’ motivation to manage their impression which, in turn, was positively related to their OCB.Article Hangi Lider, Kurumda Kalmayı Nasıl Sağlıyor? Çok Boyutlu İş Motivasyonunun Aracı Rolü(2019) Metin, U. Baran; Göncü-köse, AslıYöneticilerin liderlik tipleri çalışanların iş motivasyonlarını en fazla etkileyen faktörler arasında yer almaktadır ancak, Türkiye’de hem bu etkileri hem de liderlik stillerinin çalışan motivasyonları aracılığı ile işle ilgili diğer sonuçdeğişkenleri üzerindeki etkilerini inceleyen araştırmalar az sayıdadır. Bu çalışmanın amacı, yöneticilerin babacan vedönüşümcü liderlik stilleri ile çalışanların çok boyutlu iş motivasyonları arasındaki ilişkileri geçerliği ve güvenirliğitest edilmiş bir ölçek kullanarak Türkiye örnekleminde incelemek (Çalışma 1); ayrıca, liderlik tipleri ile işten ayrılmaniyetleri arasındaki ilişkilerde çok boyutlu iş motivasyonunun kısmi aracı rolünü test etmektir (Çalışma 2). Bu amaçla,Çalışma 1’de 456 çalışandan veri toplanmış ve Gagné ve arkadaşları (2014) tarafından Öz Belirleme Kuramı (Decive Ryan, 1985) temel alınarak geliştirilen Çok Boyutlu İş Motivasyonu Ölçeği’nin (ÇBİMÖ) Türkçeye adaptasyonçalışması gerçekleştirilmiştir. Çalışma 2’de 388 çalışandan veri toplanmış ve önerilen model yapısal eşitlik modellemesi yöntemiyle test edilmiştir. Çalışma 1’in bulguları, ÇBİMÖ’nün diğer ülkelerde yapılan çalışmaların gösterdiği faktöryapılarına uyumlu bir yapı gösterdiğini ve yordayıcı geçerliği olduğunu ortaya koymuştur. Çalışma 2’nin bulguları,genel olarak iki liderlik stilinin de motivasyon tipleriyle önerilen ilişkileri gösterdiğini ancak, iş motivasyonlarınınyalnızca dönüşümcü liderlik ile işten ayrılma niyetleri arasındaki ilişkide kısmi aracılık ettiğini göstermiştir. Bulgular,kuramsal ve uygulamaya yönelik çıkarımlar ile gelecekteki çalışmalara yönelik önerilerle birlikte tartışılmıştır.Article Citation - WoS: 1Citation - Scopus: 1Moderating Effects of Dark Triad on the Relationships of Mobbing and Abusive Supervision With Outcomes(Colegio oficial Psicologos Madrid, 2024) Bingul, Elif; Goncu-Kose, AsliThe Dark Triad (DT) personality traits (i.e., Machiavellianism, narcissism, and psychopathy) are among the antecedents of workplace mistreatment (WM). However, we have limited knowledge regarding how the DT traits of victims affect their responses to WM. We investigated the moderating effects of the DT in the links of mobbing and abusive supervision with job satisfaction, organizational citizenship behaviors (OCBs), and counterproductive work behaviors (CWBs). Data were collected from 715 working adults. Employees who scored high on narcissism were more likely to have higher scores on CWBs than those who scored low on narcissism in case of mobbing and abusive supervision. Individuals who scored high on psychopathy reported higher levels of job satisfaction under high mistreatment conditions than those who scored low on psychopathy. Individuals who scored high on Machiavellianism reported higher levels of OCBs and lower levels of CWBs under high mistreatment than those who scored low on Machiavellianism. Los rasgos de personalidad de la "tr & iacute;ada oscura" (TO, es decir, el maquiavelismo, el narcisismo y la psicopat & iacute;a) se encuentran entre los antecedentes del maltrato en el trabajo (MT). No obstante, limitamos el conocimiento al grado en el que afectan los rasgos TO de las v & iacute;ctimas a su reacci & oacute;n al MT. Indagamos en los efectos moderadores de la TO en la relaci & oacute;n que tienen el acoso y supervisi & oacute;n abusiva con la satisfacci & oacute;n laboral, los comportamientos de ciudadan & iacute;a organizativa (CCO) y los comportamientos contraproductivos en el trabajo (CCT). Se recogieron datos de 715 adultos laboralmente activos. Era m & aacute;s probable que los empleados con una puntuaci & oacute;n elevada en narcisismo tuvieran puntuaciones elevadas en CCT que los que puntuaban bajo en narcisismo cuando hab & iacute;a acoso y supervisi & oacute;n abusiva. Quienes ten & iacute;an puntuaciones elevadas en psicopat & iacute;a reconoc & iacute;an un mayor grado de satisfacci & oacute;n en el trabajo cuando el maltrato era elevado que aquellos que ten & iacute;an una baja puntuaci & oacute;n en psicopat & iacute;a. Aquellos que ten & iacute;an una puntuaci & oacute;n elevada en maquiavelismo reconoc & iacute;an mayor CCO y menor CCT cuando el maltrato era elevado que quienes ten & iacute;an una puntuaci & oacute;n baja en maquiavelismo.Conference Object How We Heal Together: Experiences of Tpa After 6th February Earthquake(John Wiley & Sons Ltd, 2024) Goncu-Kose, AsliArticle Relationships of Transformational and Paternalistic Leadership Styles With Follower Needs, Multidimensional Work Motivations and Organizational Commitment: a Mediated Model(Sage Publications inc, 2024) Civit, Selinay; Goncu-Kose, AsliPaternalistic Leadership (PL) style is suggested to be an emic manifestation of Transformational Leadership (TL) in cultural contexts characterized by high power distance and collectivism. The present study investigated the effects of TL and PL behaviors on employees' multidimensional work motivation and organizational commitment and the mediating effects of satisfaction of psychological needs (needs for autonomy, competence, and relatedness) in these relationships. Data were collected from 423 white-collar employees and analyzed by Structural Equation Modeling. The findings revealed that TL was significantly related to employees' autonomous and controlled work motivations as well as amotivation via its association with the satisfaction of employees' needs for autonomy, competence, and relatedness. PL was associated with employees' autonomous work motivations and amotivation via satisfaction of employees' need for relatedness. Autonomous motivations were positively associated with affective commitment; whereas controlled motivations were positively related to normative commitment. Amotivation was negatively associated with all types of commitment. The findings are discussed in terms of theoretical and practical implications as well as suggestions for future research.Article Citation - WoS: 2Which Leader Makes Us Stay and How? the Mediating Role of Multidimensional Work Motivation(Turkish Psychologists Assoc, 2019) Goncu-Kose, Asli; Metin, U. BaranSupervisors' leadership styles are among the most important variables that influence employees' work motivation. However, in Turkey, only a limited number of studies examined the effects of leadership styles on employee motivations and on distal work-related outcomes via their influences on these motivations. The present study aimed to examine the links of paternalistic and transformational leadership with employees' work motivations by using a valid and reliable work motivation measure and to test the mediating roles of motivations in the relationships between leadership styles and employees' turnover intentions. In Study 1, data were collected from 456 employees and the Multidimensional Work Motivation Scale (MWMS; Gagne et al., 2014), which was developed within the framework of Self-Determination Theory (Deci & Ryan, 1985), was adapted to Turkish. In Study 2, data were collected from 388 employees and the proposed model was tested using structural equation modeling. Study 1 revealed that the factor structure and the predictive validity results of the adapted MWMS were consistent with those of its versions in other languages. Study 2 showed that both leadership styles were associated with motivation dimensions in the proposed directions; however, motivations partially mediated only the link between transformational leadership and turnover intentions.Conference Object Mediating Role of Need for Approval in the Link Between Attachment Styles and Social Media Addiction(John Wiley & Sons Ltd, 2023) Demircioglu, Zeynep I.; Kose, Asli Goncu
