Theses supervised by Doç. Dr. Aslı Göncü Köse
10 theses · Çankaya University
Mediating and moderating psychological processes in the links of abusive supervision with instigated incivility, CWBS, OCBS, and multidimensional work motivation
In line with the theoretical framework provided by Job Demands-Resources Model (Demerouti, Bakker, Nachreiner & Schaufeli, 2001), the present study aimed to investigate the effects of abusive supervision on instigated incivility towards co-workers, counterproductive work behaviors, organizational citizenship behaviors, autonomous work motivations (intrinsic, identified), controlled work motivations (external, introjected) and amotivation. In line with the propositions of Job-Demands-Resources Model (Demerouti, Bakker, Nachreiner & Schaufeli, 2001) and Social Exchange Theory (Blau, 1964), it was proposed that employees' identification with their work group would moderate the relationship between abusive supervision and instigated incivility towards co-workers, and that the link of abusive supervision with counterproductive work behaviors and the link of abusive supervision with organizational citizenship behaviors would be partially mediated by organizational identification. Consistent with the propositions of Self-Determination Theory (SDT; Ryan & Deci, 2000), abusive supervision is suggested to be directly and positively associated with external regulation and amotivation; however, it was not expected to be significantly related to employees' introjected motivation. Finally, job-related affective well-being was proposed to fully mediate the relationship between abusive supervision and autonomous work motivations, and it was hypothesized to partially mediate the link of abusive supervision with amotivation. Data were collected from 519 white-collar employees via online surveys. The results revealed that abusive supervision was positively associated with instigated incivility towards coworkers; however, contrary to expectations, identification with the work group did not moderate this relationship. Moreover, abusive supervision was positively associated with CWBs both directly and indirectly via its effects on organizational identification. Contrary to expectations, abusive supervision was positively associated with employee OCBs. As expected, job-related affective well-being mediated the relationships between abusive supervision and autonomous work motivations. Also, in line with the expectations, abusive supervision was positively associated with external regulation and amotivation both directly and indirectly through its effects on job-related affective well-being. The findings are discussed in terms of theoretical and practical implications as well as suggestions for future research.
Relationships of child exposure to domestic violence with bullying, silencing the self behaviors, resilience and self-efficacy: Moderating roles of stress coping strategies and friendship quality
Children have been exposed to domestic violence all over the world and the number of children being victimized continues to increase. Previous studies investigated the associations of child exposure to domestic violence (CEDV) with externalizing and internalizing behaviors. However, to our knowledge, no studies up to now has examined the effects of CEDV on externalizing and internalizing symptoms as well as on resilience in a comprehensive study and moderating processes involved in these relationships were ignored. In order to fill this void, the present study aimed to investigate the relationships of CEDV with (1) bullying, (2) silencing the self behaviors (STS), (3) resilience and (4) self efficacy within the frameworks of Social Learning Theory, Attachment Theory, and Silencing the Self Theory. In addition, moderating effects of friendship quality and stress-coping strategies in the relationships of CEDV with bullying, STS, resilience and self-efficacy were examined. Data was collected from 569 high school students whose ages ranged between 14 and 17. The results showed that, CEDV as well as the subdimensions of CEDV were positively correlated with bullying and STS and they were negatively correlated with resilience, overall self-efficacy, and with the subdimensions of academic and emotional self-efficacy. In addition, the results of the moderation analyses showed that, optimistic style and seeking social support moderated the relationship between CEDV and resilience. Also, self-confident style, seeking social support and optimistic style moderated the associations between CEDV and self-efficacy. Finally, friendship quality moderated the relationship between CEDV and self-efficacy. These results suggest that moderating variables can provide buffering effects that may weaken the negative effects of CEDV on adolescents. Findings are discussed in terms of theoretical and practical contributions as well as directions for future research.
Relationships between leadership styles, follower needs, multidimensional work motivations and organizational commitment: A mediated model
The present study aimed to investigate the effects of the four leadership styles (i.e., transformational leadership, paternalistic leadership, task-oriented leadership and relationship-oriented leadership) on employees' multidimensional work motivations and organizational commitment and to reveal the mediating effets of psychological need satisfaction processes (i.e., satisfaction of emlployees' needs for autonomy, competence and relatedness) in the proposed relationships. Data were collected from 461 white-collar employees working in various sectors and analyzed by using Structural Equation Modeling. The findings revealed that TL and T-O leadership behaviors were important predictors of employees' autonomus, and controlled work motivations as well as amotivation via their effects on satisfaction of employees' needs for autonomy, competence and relatedness. Employees' intrinsic motivation levels were found to be positively associated with their affective and normative commitment and employees' identified regulation levels were found to be positively associated with their affective commitment. Moreover, employees' introjected motivation levels were found to be positively associated with their normative commitment and employees' external regulation levels were found to be positively associated with their continuance commitment. Also, as expected, employees' amotivation was found to be negatively associated with their affective, normative, and continuance commitment. Additionally, TL and PL leaderhsip styles were found to be directly and positively associated with employees' affective and normative commitment. Finally, R-O leadership style was found to be the least effective leadership style in predicting the outcome variables. The findings are discussed in terms of theoretical and practical implications as well as suggestions for future research.
Antecedents of social media addiction and cyberbullying among adolescents: Attachment, the dark triad, rejection sensitivity and friendship quality
With the acceleration of internet use, social media addiction is included in our lives. When looking at the antecedents of SMA, being young has been found to be a risk factor for SMA. It is more important to investigate the effects of SMA on adolescents because, in addition to being in the risk group, adolescents adopt the latest technologies more easily and they are vulnerable to the negative effects of these technologies. The internet is not always used for "innocent" purposes such as self-entertainment or getting information; sometimes it can also be used for malicious purposes, such as humiliating or bullying others. In addition to the benefits of technological advances in education and training, rapid technological developments may also result in problematic behaviors especially among children and young and recently, possibilities brought by technology and more widespread use of technology by young people have created a new concept, namely, cyberbullying, which expands the concept of traditional bullying and that includes using technology for bullying others. The aim of the present study is to examine the effects of attachment anxiety and attachment avoidance on SMA and cyberbullying as distal outcome variables and partial mediating effects of the Dark Triad (DT) personality traits, angry rejection sensitivity (RS) and anxious RS, and friendship quality in the links of attachment anxiety and avoidance among adolescences. In general, the findings supported the proposed theoretical model. The findings revealed that attachment anxiety was found to be a significant predictor of SMA among adolescent sample. The effect of attachment anxiety on cyberbullying was found to be insignificant. However, angry RS and anxious RS mediated the link between attachment anxiety and cyberbullying. Angry and anxious RS also fully mediated the link between attachment anxiety and friendship quality. The association between attachment avoidance and cyberbullying was mediated by psychopathy. Machiavellianism and psychopathy partially mediated the link between attachment avoidance and friendship quality. The results are discussed in terms of theoretical and practical implications along with suggestions for future research.
Moderating effects of emotion regulation and responsibility attributions in the relationships between workplace incivility and work-related outcomes
The present study aimed to investigate the positive effects of experienced workplace incivility on counterproductive work behaviors, depressive symptoms and silencing-the-self behaviors and the negative effects of experienced workplace incivility on co-worker satisfaction, satisfaction with the supervisor, and psychological well-being. In addition, the moderating effects of emotion regulation strategies (i.e., cognitive reappraisal and expressive suppression) and of responsibility attributions for negative behaviors performed by different agents (i.e., self, supervisor, and co-workers) in the links of experienced workplace incivility with the psychological and behavioral outcome variables were examined. Data were collected from 409 workers who volunteered to complete the survey packages. The model was analyzed using Structural Equation Modeling (SEM) and provided a good fit to the data. The results revealed that, as hypothesized, both supervisor and co-worker incivility were directly related to counterproductive work behaviors. Furthermore, while supervisor incivility was associated with employees'satisfaction with the supervisor and depression symptoms; coworker incivility was associated with co-worker satisfaction. Responsibility attributions for negative co-worker behaviors moderated the association of co-worker incivility and counterproductive behaviors. In addition, cognitive reappraisal moderated the relationships of both supervisor and co-worker incivility with CWBs as well as the relationship between co-worker incivility and co-worker satisfaction. The findings are discussed regarding their theoretical contributions and implications for practice along with suggestions for future research. Keywords: Incivility, responsibility attributions, emotion regulation, counterproductive work behaviors, silencing-the-self behaviors, depressive symptoms.
Moderating effects of employees' dark and light personality traits and cultural tendencies in the relationships of workplace mistreatment with work-related outcomes
This study aimed to investigate the effects of workplace incivility, mobbing and abusive supervision on job satisfaction, voice behaviors, loyalty, OCBs, CWBs and two types of burnout (i.e., personal and work-related burnout. Furthermore, the moderating effects of personality traits (i.e., dark triad, agreeableness and conscientiousness) and cultural variables (i.e., power distance and fatalism) in the links of workplace mistreatment (i.e., workplace incivility, mobbing, abusive supervision) with outcome variables (i.e., job satisfaction, voice behaviors, loyalty, OCBs, CWBs, personal and work-related burnout). Data were collected 715 employees who volunteered to complete the online survey packages. Study's model was tested using SEM and it provided good fit to the data. As expected, workplace mistreatment was negatively related to the job satisfaction, voice behaviors, and loyalty but not with OCBs. Furthermore, workplace mistreatment was related to burnout and CWBs. Narcissism had moderating effect in the relationship between workplace mistreatment and CWBs. Conscientiousness moderated the relationships between workplace mistreatment and CWBs as well as loyalty. Agreeableness moderated the relationships between workplace mistreatment and CWBs. Lastly, fatalism moderated the relationships of workplace mistreatment and job satisfaction, voice behaviors andloyalty. The findings are discussed regarding their theoretical contributions, suggestion for future studies as well as implications for practices.
Are there bright sides of the dark side? Effects of managers' dark triad personality traits on organizational outcomes and moderating roles of organizational culture
In this study, effects of the dark triad personality traits (DT; Machiavellianism, narcissism, and psychopathy; Paulhus & Williams 2002: 557) of managers on psychosocial support and career support they provide to their subordinates (Volmer et al. 2016: 414), and their knowledge hiding behaviors (Teo & Lim 2018: 37), were examined. In addition, moderating effects of organizational culture in the proposed relationships were investigated. Data were collected from 53 managers and 223 subordinates by using online surveys resulting in 223 supervisor-subordinate pairs working in different sectors. The findings revealed that grandiose narcissism was not associated with any of the dependent variables. Vulnerable narcissism was both positively associated with knowledge hiding behaviors and psychosocial support. Psychopathy was positively associated with knowledge hiding behaviors and negatively associated with both psychosocial and career support. As expected, Machiavellianism was not associated with any of the dependent variables. In line with the hypotheses, role and support cultures reduced the detrimental effects of managers' DT traits. More specifically, role culture has led to a decrease in knowledge hiding behaviors of managers with high Machiavellian tendencies. Furthermore, support culture has led to an increase in vulnerable narcissistic managers' intention to provide career and psychosocial support to their subordinates. Support culture also led to a decrease in knowledge hiding behaviors of managers with high psychopathic and Machiavellian tendencies. On the other hand, power and achievement cultures enhanced the negative effects of managers' DT traits. More specifically, power culture has led to a decrease in psychopathic managers' intention to provide career and psychosocial support to their subordinates. Moreover, in power culture managers with high DT personality traits (vulnerable narcissism, psychopathy, and Machiavellianism) were less likely to provide psychosocial support to their subordinates. Power culture also increased the knowledge hiding behaviors of managers with high narcissism and Machiavellianism. Finally, achievement culture has led to a decrease in narcissistic managers' intention to provide career support to their subordinates. Achievement culture also increased the knowledge hiding behaviors of managers with high psychopathy and Machiavellianism tendencies. Findings and their theoretical and practical contribution were discussed along with suggestions for future research. Keywords: The Dark triad personality traits, Knowledge hiding, Psychosocial support, Career support, Organizational culture.
Effects of sexism orientations and target attractiveness on perceived leadership effectiveness of woman managers portraying different leadership styles
Leadership involves many expectations such as attaining new skills and implementing one's style to the necessities of the given role and leadership effectiveness is influenced by the attitudes and stereotypes of subordinates. The first goal of my thesis is to examine the effects of employees' sexism orientations on perceived leadership effectiveness for women managers with the moderating role of employee gender. In line with the propositions of the ambivalent sexism theory (Glick & Fiske, 1996, 1997), in Study 1 it is suggested that both hostile and benevolent sexism orientations would be negatively related to perceived leadership effectiveness for women managers. The relationship between sexism ratings and perceived leadership effectiveness for women managers were analyzed for different leadership styles which were paternalistic, transformational, task-oriented, relationship-oriented leadership (PL, TL, T-O, R-O). In addition, the moderating role of employee gender in the associations between individuals' sexism orientations and perceived leadership effectiveness for women managers is examined. Data were collected from 407 participants. The results revealed that the links of evaluators' hostile sexism and benevolent sexism to perceived leadership effectiveness of women managers who demonstrated PL, TL, and R-O leadership styles were significant. In Study 2, I aimed to shed the light on the relationship between the 'femme-fatale' effect and the perceived leadership effectiveness of women managers. Data were collected from 425 participants. Participants were randomly assigned to target attractiveness and target gender conditions. The results revealed that there was a positive association between benevolent and hostile sexism with leadership effectiveness and preference ratings for PL style. In addition, both benevolent and hostile sexism was positively associated with leadership effectiveness ratings and preference ratings for R-O style for female managers. Finally, the link between hostile sexism and effectiveness for managers with T-O leadership style was significant. The findings were discussed regarding theoretical and practical implications along with directions for future studies on sexism and perceived leadership effectiveness for women managers.
Effects of the big five, Machiavellianism, and Narcissism onpersonnel selection methods and leader preferences
Current research focuses on the effects of the Big Five personality traits, Machiavellianism, and narcissism on preferences for six different personnel selection methods (resume, interview, personality test, general cognitive ability test, reference letter, performance in a job sample) and preferences for four different leadership styles (i.e., Transformational leadership, Paternalistic leadership, Relationship-Oriented leadership, and Task-Oriented leadership) In Study 1, data were collected from 460 university students studying in different parts of Turkey. In Study 2, data were collected from 479 working adults in Turkey. The results were calculated by performing correlation analysis in the SPSS program. The findings showed that students with higher conscientiousness scores preferred the cognitive ability test method in their personnel selection system. Similarly, students with higher neuroticism and Machiavellianism scores preferred cognitive and work ability test methods. In addition, working adults with a high neuroticism score preferred interview and reference letters methods. Moreover, the "similar to me" effect, as assumed, finds partial support in the student sample; and it was fully supported among the working adult sample. In other words, the participants preferred leaders/managers lwho are similar to themselves. Students with high agreeableness scores preferred PL style. In addition, students who scored high on the Machiavellianism preferred the T-O leadership style. Likewise, working adults who scored high on extraversion, openness to experience, and conscientiousness scores preferred TL style. Working adults with high narcissism scores preferred TL and T-O leadership styles. Similarly, working adults with a high score on the agreeableness preferred the R-O leadership style. The findings are discussed in relation to their theoretical contributions and practical implications, along with recommendations for future research.
Yöneticinin ayrımcılık davranışlarının çalışanların kurumsal tutumlarına etkileri: Liderlik stilleri, lider-grup benzerliği ve çalışanların demografik özelliklerinin düzenleyici rolleri
Ayrımcı eylemler, belirli bir gruba ait oldukları için insanlara karşı eşit olmayan muamele olarak tanımlanmaktadır (Goldman ve ark. 2006: 795). Ayrımcılık davranışlarının yaygın olduğu kurumlarda yönetimsel yozlaşma, profesyonelliğin azalması, çalışanların bilinçli olarak işe geç gelme ve kaytarma eğilimlerinin artması ve neticesinde kurumun veriminin düşmesi gibi problemlerle karşılaşılabilir (Boy 2018: 51). Sosyal psikoloji alanyazınında uzun yıllardır önyargının sonucu olarak algılanan ayrımcılığa dair araştırmalar yapılıyor olmasına karşın (ör., Stainback & Irvin 2012: 657; Schmitt vd. 2014: 921) endüstri ve örgüt psikolojisi ile örgütsel davranış alanyazınında kurumsal ayrımcılığı ve yöneticinin ayrımcılık davranışlarını ele alan çalışmaların sayısı son derece azdır (James vd. 1994: 1574). Türkiye'de bu konuda yapılmış tek çalışmada Sümer ve arkadaşları (2019), Türkiye'de işyerlerinde gözlemlenen ayrımcılık davranışlarını incelemişler ve iş yerlerindeki ayrımcılığın aile ve medeni durum, cinsel yönelim, yaş, statü, inanç/dünya görüşü/ideoloji, engellilik, aidiyet ve dış görünüş temelli olmak üzere farklı alt boyutları olduğunu bulmuşlardır. Bu çalışmada ilk olarak, Sümer ve arkadaşları (2019) tarafından geliştirilmiş olan kurumsal ayrımcılık ölçeğinden yararlanılarak, yöneticilerin sergilediği ayrımcılık davranışları ölçeği oluşturuldu. İkinci olarak, sosyal kimlik kuramının (social identity theory, Tajfel ve Turner 1979: 33) önermelerinden yola çıkarak, yöneticilerin sergilediği ayrımcılık davranışları ile çalışanların örgütsel bağlılığın farklı boyutlarındaki (devam bağlılığı, normatif ve duygusal bağlılık) düzeyleri, üç boyuttan oluşan adalet algıları (işlemsel, kişilerarası ve bilgisel adalet algıları), arasındaki ilişkiler önerilen regresyon modeli çerçevesinde test edilmiştir. Bunun yanı sıra, belirtilen ilişkilerde iki farklı liderlik stilinin (babacan liderlik ve iş-odaklı liderlik) ve lider-grup benzerliğinin (leader-group prototypicality, Hogg 1996: 295) düzenleyici etkileri araştırılmıştır. Babacan liderlik stilini baskın olarak gösteren yöneticilere sahip olan çalışanların, yöneticilerinin yüksek seviyede ayrımcılık davranışları sergilemeleri durumunda bile, babacan liderlik stilinde düşük skor alan yöneticilerin astlarına kıyasla daha yüksek düzeyde örgütsel bağlılık ve adalet algısı rapor etmeleri beklenmektedir. Diğer yandan, iş odaklı liderlik stili baskın olan yöneticilere sahip olan çalışanların, yöneticilerinin yüksek seviyede ayrımcılık davranışları sergilemeleri durumunda, bu liderlik stilinde düşük seviyede değerlendirilen yöneticilere sahip olan çalışanlara oranla daha düşük düzeyde örgütsel bağlılık ve adalet algısı rapor etmeleri beklenmektedir. Ek olarak, yöneticinin lider-grup benzerliğinin yüksek olması durumunda, yöneticinin ayrımcılık davranışları ile çalışanların örgütsel bağlılık, adalet algıları arasındaki negatif yönlü ilişkilerin, yöneticinin lider-grup benzerliğinin düşük olduğu duruma kıyasla daha zayıf olması beklenmektedir. Ayrıca, çalışanların yaş ve cinsiyetinin, yöneticinin ayrımcılık içeren davranışları ile sonuç değişkenleri arasındaki ilişkilerdeki düzenleyici etkileri incelenmiştir. Çalışma verisi 720 çalışandan toplanarak, verinin analizleri (tanımlayıcı istatistikler, çoklu uç skorlar, korelasyon analizleri) IBM SPSS programı kullanılarak yapılmıştır. Yöneticinin ayrımcı davranışları ile çalışanların örgütsel adaleti, örgütsel bağlılığı, iş tatmini ve psikolojik iyilik halleri arasında negatif korelasyon test edilmiştir. Ek olarak, moderasyon hipotezlerinin çoğu desteklenmiştir. Çalışmanın bulguları, teoriye yaptığı katkılar, gelecek çalışmalar için öneriler ve uygulamaya yönelik çıkarımlar çerçevesinde tartışılmıştır.