Theses supervised by Prof. Dr. Ömür Neczan Özmen
10 theses · Dokuz Eylül University
A research on training and development of employees practices in Kazakhstan
Modernization of industrial production and the development of new technologies increase the demands on the quality of the labor force. In the XXI century, the determinants of the ability to adapt to rapidly changing conditions in the economic potential of the state are the human capital, its quality, the activity of human resources, trends of education and training employees. This study investigated the training and development of employees in human resource management. Based on a combination of literature research and an exploratory survey, the research explores the state and methods of training and development system in the sectors of Science and Education, State and Society, Industry and Manufacturing, and differences between these sectors practices in Kazakhstan.
Sağlık Bilimleri Enstitüsünün örgütsel etkililik analizi
Lisansüstü eğitimde etkililik kavramı, eğitim kurumunun başarısının değerlendirilmesinde önemlidir. Örgütün elindeki kaynaklarla çevresel faktörleri de göz önünde bulundurarak yapmış olduğu faaliyette ne kadar etkin, verimli veya başarılı olduğu etkililiğinin değerlendirmesiyle ölçülebilir. Amaç: Lisansüstü düzeyde eğitim-öğretim, bilimsel araştırma ve uygulama yapan bir kurum olan DEÜ Sağlık Bilimleri Enstitüsü?nün etkililiğinin değerlendirilmesidir. Yöntem: Çalışmada Cameron?un çalışmasından yararlanılarak geliştirilmiş beşli Likert tipi ölçeğe göre oluşturulmuş soru formu kullanılmıştır. Çalışmanın örneklemini 168 lisansüstü öğrenci ile 60 öğretim üyesi oluşturmaktadır. Soru formu, Sağlık Bilimleri Enstitüsünde, 2010-2011 eğitim-öğretim yılında, öğrencilere ve Enstitüde ders ve danışmanlık amacıyla görevlendirilen öğretim üyelerine uygulanmıştır. Soru formunun uygulanması sonucu elde edilen verilerin istatistiksel analizi SPSS 16.0 paket programı ile yapılmıştır. Yapılmış olan istatistiksel analizde frekans analizleri, tanımlayıcı istatistikler, güvenirlik ve geçerlilik analizi, faktör analizi, t-Testi, ANOVA Testi, korelasyon analizleri ve regresyon analizleri değerlendirilmiştir. Bulgular: Örgütsel etkililik algısı, faktör analizi sonucu ?Öğrencinin Eğitim Memnuniyeti?, ?Öğrencinin Kariyer Gelişimi?, ?Profesyonel Gelişimde Enstitünün Rolü ve Yetkinliği?, ?Öğrencinin Kişisel Gelişimi?, ?Anabilim Dalının Yetkinliği ve Etkileşimi? ve ?Örgütsel Sağlık? olarak altı boyut altında toplanmıştır. Demografik değişkenlere göre örgütsel etkililik algısının değiştiği gözlenmiştir. Sonuç: Örgütsel etkililik algısını etkileyen iki önemli değişken ?Örgütsel Sağlık? ve ?Profesyonel Gelişimde Enstitünün Rolü ve Yetkinliği? olarak tespit edilmiştir. Bu durum katılımcıların etkililik algısında, SBE?nin hizmet süreçlerinin ve iş yapış biçiminin ne kadar önemli olduğunu göstermektedir. Anahtar Kelimeler: örgütsel etkililik, lisansüstü eğitim, sağlık
Impact of paternalism, nepotism and fatalism values on recruitment and selection practices in Turkish context
The study was focused on the effects of cultural values on the relationship between, recruitment, selection practices and perceived fairness where previous studies were mainly focused only on the effect of selection practices on perceived fairness and other organizational outcomes without considering recruitment practices and the role of culture. Studies which also considered the culture are found to be covering only some of the values such as individualism, collectivism and power distance. Perceived fairness and the role of cultural values on this relationship were not addressed clearly yet but considering some countries have high nepotism, paternalism and fatalism values, perceived fairness and how these cultural values affect this relationship is sensitive. Specifically, when Turkish context is analyzed cultural values make the relationship between recruitment, selection and perceived fairness more salient to study. The study aimed to investigate the recruitment and selection methods preferred in Turkey and by focusing on the cultural values which are assumed to be pervasive in Turkey it is also aimed to investigate the roles of these values on the relationship between recruitment and selection practices and perceived fairness, and to develop a conceptual model. With regards to the aims of the study, paternalism, nepotism and fatalism are analyzed as the cultural values. Since, the aforementioned values are not investigated in this context, it shows the originality of the research study. To test the hypotheses, data is collected from 424 employees. After confirming the factor structure of the model using AMOS, hypotheses are tested through regression analyses. The results of the study showed that both recruitment and selection practices have effects on perceived fairness and these effects are moderated by cultural values. Nepotism and fatalism are found to be the values which are moderating the relationship between recruitment and selection practices and perceived fairness. Keywords: Paternalism, Nepotism, Fatalism, Recruitment and Selection Practices, Perceived Fairness
The role of media in conflict resolution, culture of conciliation and peacebuilding
Media and communication tools influence society's attitudes, values and ways of thinking towards individuals, events and socio-cultural relationships. Communication tools have a great importance on the shaping the public agenda and to create a social influence thanks to intense interest shown to the visual media. Therefore, from this point of view, it is unlikely to think of media and its components separately from social conflicts. On the contrary, the media plays a major role in the transfer of information and formation of public opinion, continuity of democracy, shaping of conflicts and construction of peace. To explore such phenomena, the concept of Peace Journalism which was first introduced in 1960 by the Norwegian scholar Prof. Johan Galtung will be used in this thesis. Peace Journalism was mainly developed in the 1990s but as an approach, it has in fact, a much longer history. The best example of this is the 1936 International Convention on Radio Broadcasts in Geneva, which, after the end of World War I, used the radios as a model of mass communication as an example of peacebuilding practice, and the media's responsibility for broadcasting for peace. Even if the basics go so far, it is argued that the media, which is described as the fourth force today, fully fulfils its mandate in Peace Journalism. With this context in mind, this study examines the effects of the media on the society by first considering all related concepts individually while questioning their role in shaping social conflicts. While referring to the concepts of Conflict, Peace, and Conflict Resolution, it also highlights the importance of the Story Telling in Conflict Resolution. As journalists talk about real stories, and the importance of transferring them to the society objectivly, this study questions the narrator's values, approaches, and teachings as ways of conveying the event and making an impact on the public opinion formation. How much awareness is there on such matters from media workers, journalists and communicators? What do they think about Peace Journalism? Do they realise that they can be parties to conflicts and peace processes with the news they report, so they have a responsibility in the way they take shape one way or another? Is Peace Journalism widely applied today and is it possible to teach the conceptualisations of Peace Journalism in the improvement of current practice of journalism? In this study, which was prepared to understand the role of the media in conflict resolution and peace settlement, and to find answers to the above questions, an extensive literature review was undertaken and two conflict contexts that Turkey involved were used as case studies - Kardak and Cyprus. An archival research was undertaken for data gathering in which the tendency of the media in the case studies concerned were questioned Moreover, interviews with a significant number of journalists were carried out through a questionnaire survey in order to enrich discussions on journalistic values and approaches to Peace Journalism. Finally, the thesis presents a number of recommendations to different stakeholders for the use of Peace Journalism in the contemporary Turkish media. Keywords: Peace Journalism, Conflict, Conflict Resolution, Storytelling, Mass Media
The influence of ethical blindness on organizational citizenship behavior in organizations
Workplaces are the places where an employee spends considerably amount of his/her working hours during daily time. Any factor during the process may affect the overall productivity, conformity of employee to his/her company. In addition to this, nowadays, growing number of companies show their interest in ethics. The emotional situations and attitudes of the employees tend to be changed before and after having been accepted into a specific position. Either these changes can be occured automatically or those changes might cause from having some blind spots. Ethical Blindness is a kind of situation that the employees act unethical in several conditions without being aware of it. There are three factors that constitute ethical blindness; these are, the rationalization, routinization and ambiguity factors. Therefore, Organizational Citizenship Behavior is the volunteerly contributions to the organization by employees. Organizational citizenship behavior has been analyzed in the literature in detail. In this research, the influence of Ethical Blindness regarding the constructing factors of rationalization, routinization and ambiguity factors on Organizational Citizenship Behavior has been studied. While measuring the influence of Ethical Blindness on Organizational Citizenship Behavior in organizations; for the Ethical Blindness section, the vignette method has been preferred. There were three vignettes including rationalization, routinization and ambiguity factors has been presented to the participants. They were asked to put themselves in the vignette's main character's position then evaluate the statements accordingly. In addition, for the Organizational Citizenship Behavior section, a scale developed by Basım and Şeşen (2006) has been preferred to use including five dimensions of OCB; altruism, conscientiousness, courtesy, civic virtue and sportsmanship dimensions.
Kişilerarası anlaşmazlık çözüm sistemi olarak yeni bir yaklaşım; Anlaşmazlık koçluğu
This study is structured to contribute to the understanding of the theory and the practice of Conflict Coaching. It is a new concept and assumed as part of a more extensive system of Conflict Management and Alternative Dispute Resolution fields. Conflict Coaching is a systematic process involving a collaborative solution, despite having contrary opinions and beliefs about the best plan of action but trying to collaborate in obtaining a common goal. Conflict Coaching address the cognitive and behavioral aspect of learning, improves the educational level of communication skills, empowers the individual in dealing with conflicts, resulting with behavior changes to a collaborative management style of the conflict. The study purpose was to measure the change in the Conflict management style through Conflict Coaching Communication Skill Training. The participants are 40 undergraduate students of The Business Administration Program of The Dokuz Eylül University who are assumed to be the future business people dealing with conflicts in the work environment and will require the essential skills to manage workplace conflicts. A quasi-experimental pre and post-test design were used to indicate the change in the conflict management styles using the Rahim Organizational Conflict Inventory-II (ROCI-II). The scores obtained from pre and post measures indicated the behavioral change in conflict management style towards a more positive collaborative style that the present study aimed for. The dependent variable of the study is Conflict Management Style, and the Independent variable is Conflict Coaching Communication Skill Training. Experimental results showed that the training program resulted with an increase on the collaborating style of conflict management, from %30 to %70 on TIME1 basses involving the first group of 20 participants, and from %20 to %80 on TIME2 basses for the second group 20 participants. Driving from the executive coaching domain and gaining momentum from conflict resolution systems, conflict coaching is a new concept and not widely known nor written about. The findings of this thesis demonstrate a valuable contribution to the literature by exploring behavioral change as a result of gained communicative competence and serve as a reference since the field is in the early stages of development. Keywords: Conflict Coaching, Alternative Dispute Resolution, Conflict Coaching Communication Skill Training, Conflict Management.
Yöneticilerin Z kuşağının çatışma yönetimi ve tarzlarına ilişkin algıları
With the rapid development of technology, the conflict content also hasbeen changed in organizations. Notably, the conflict that arises among employees from different generations has significant effects on corporate performance, efficiency, and sustainability. Some researchers have indicated that generational differences conduce to design and implement divergent policies, practices, and business strategies to manage such differences appropriately (Blythe et al., 2008: 153; Cennamo & Gardner, 2008:904). One of the essential points to be considered by the managers of various generations which strategy or style is preferred. Within the scope of our research, we examined how managers perceive the conflicts between Generation Z and older generations,and approach to the diverse generation of employees. Inparticular, as Generation Z enters the workplace, we intended to examine which conflict management styles that developed by Rahim as ROCI-II scaleis used by managers to manage intergenerational conflict. We figured out from the current research that even though managers commonly prefer to utilize the integrating style for managing conflict between different generations, they are not ready for new challenges which revealed for the first time with the entering of Generation Z in the workforce. Consequently, managers prefer to use dominating style when Generation Z deserves more privilege compared to older generations. Otherwise managers utilize the compromising and obliging styles. This study recommends that managers should focus on conflict management strategies with the inclusion of Generation Z in the business life and take into consideration the characteristics of Generation Z when examining the source of the conflict as well. Keywords:Conflict, Conflict Management,Generations,IntergenerationalConflict
Afet risk azaltmada sektörler arası ı̇şbirlikleri: Türkiye'de kent bağlamında ı̇nceleme
In Turkey, disaster susceptibility and rapid urbanization necessitated active participation of actors in dealing with disasters in reduction phase. Researches on connections of stakeholders in disaster risk reduction (DRR) have been carried out, but apart from "who" must be included and/or "which" connections they have, asking "why" and understanding motivations, attributes towards collaborations would provide better insights for realizing intended efforts. Therefore, this thesis examines the cross-sector collaboration among public, private, and civil society sectors in natural disaster risk reduction efforts in the cities by applying Stakeholder Approach. It summarizes findings from an investigation identifying actors' perspectives towards collaboration, elaborates barriers, benefits of collaboration based on interviews, document analyses. It also proposes a model for effective collaboration. The findings suggest that there are different but interconnected motivations. Having drawn the most realistic picture as possible regarding the current trend in and attributes towards DRR, the researcher claims the necessity of strategic, operational and tactical level collaborations by making recommending flexible but structured organizational design; profiling, clustering and identifying resources, terminology, focal points and sine qu non's; establishing databases that include templates and roadmap documents; using leaders in the process; setting up platforms; and establishing follow-up mechanism is needed. It also provides a ground for future possible academic and empirical works by making "collaborations" an integral element, also leverages the potential of each stakeholder for better collaboration. Keywords: disaster, disaster risk reduction, mitigation, collaboration, urban, cross-sector collaboration, stakeholder approach, public sector, civil society, private sector, Turkey
Türkiye'de mağdur-fail uzlaştırması ve Aydın ili örnek olay çalışması
As there may be conflicts when two or more persons come in contact with one another or the event of relationships among human beings, we may witness the resolution of such conflicts using the concept of reconciliation. The concept of restorative justice, which is a new understanding, has emerged upon the failure of the traditional criminal understanding of the conflicts having a legal dimension to achieve the desired results. Therefore, restorative justice has brought about reconciliation as an alternative resolution. This alternative way of resolution which has been practiced in our country since 2005 is also included in our legal system with the Articles 253-255 of the Code of Criminal Procedure No. 5271 and Article 73/8 of the Turkish Penal Code No. 5237. In this study, the reconciliation process was evaluated in terms of the victim and the offender. The reasons of the victims and offenders to choose the reconciliation method and the effects of reconciliation were investigated. 8 investigation files that were concluded during the investigation stage as a result of the obtained performance executed by 8 different conciliators who were actively involved in the Aydın Public Prosecutor's Office's reconciliation list were examined. The qualitative data analysis was conducted with a semi-structured interview technique as a result of the voluntary participation of 11 victims and 8 offenders included in the relevant investigation files. The categories were formed using content analysis of the participants' answers given to 15 questions included in the questionnaire. This study further attempts to explain how the reconciliation institution is practiced for the victims and offenders who are the main actors of reconciliation. The arrangements in the Turkish Penal Code regarding reconciliation, the extension of the scope of offense and the increase in the files which are positively concluded with reconciliation reveal that reconciliation has been developing successfully in Turkey. It is also hoped that closely observing and deeply interpreting the process and carefully developing suggestions in terms of victims and offenders will contribute to the reconciliation institution as well. Keywords: Reconciliation, Victim-Offender, Restorative Justice, Conciliator, Performance
Examination of the antecedents and consequences of employee engagement
In the last two decades, the significant role of employee engagement has been reported and discussed in business and academic literature. Studies have been conducted to examine various antecedents and consequences of employee engagement and the influences these antecedents have on employee engagement and productivity. According to global engagement report, only %29 of employees fall into highly engaged category. Economic growth moderates the rate of engagement level and considering the economic growth potential, engagement may have a critical role in organizations success in terms of growth, profitability, and productivity. It would be vital for organizations and its leaders to implement a variety of strategies to drive a higher level of employee engagement. According to The Organization for Economic Co-operation and Development (OECD), 39% of employees in Turkey work very long hours where working 50 hours or more is not a very common across other OECD countries with only 13% average rate. Taking well-being of employees and how they feel about their work into consideration, investigating their employee engagement level also becomes very important subject. These industry findings set the motivation for examining various antecedents and consequences of employee engagement in Turkey to find ways to increase the employee engagement rate. This dissertation utilizes job demand resource model (JD-R) to investigate the role of employee engagement within the study framework. Job demand resource model supports that employee engagement is produced by job resources and job demands. The job demand resource model allows a wide-ranging set of job characteristics because the JD-R model assumes that this variety of job characteristics may influence employees' functioning. The job demand resources model distinguishes any kind of job either as job demands or resources. Job demands refer to the part of the job that needs to get done at physiological or psychological costs, especially if the job requires high effort. Where job resources are the part of the job that reduces the demands and it helps with reaching job objectives and developing personal growth. According to the JD-R model, job resources have the potential for leading high employee engagement. This dissertation uses antecedent variables of interpersonal conflict as job demand, psychological well-being and perceived organizational support as job resources and innovative work behavior as the outcome of positive extra-role behaviors. It also tries to understand the role of employee engagement as a mediator between antecedent and outcome variables. The dissertation framework is tested using a heterogeneous sample of employees working in five different industries in Izmir, Turkey. This nonexperimental, correlation study (N=416) examines the relations among interpersonal conflict, psychological wellbeing, perceived organizational support, innovative work behavior, and employee engagement. A self-report survey is applied to a diverse sampling of organizations from the area of retail, healthcare, banking, service, and hospitality. Participants have responded to scales measuring interpersonal conflict, psychological well-being, and perceived organizational support, innovative work behavior, and employee engagement. Eight hypotheses are set to examine the model. Proposed hypotheses are tested through factor analysis and Structural Equation Modeling procedures. The result of SEM provides partial support for eight hypotheses. The present dissertation has a significant contribution to the literature by taking an integrative approach and examined both job resources and personal resources together in JD-R model. Another contribution is to explore the motivational process of JD-R model to examine how job demands and resources together influence employee engagement. Results suggest that antecedents of the model provided a significant and unique influence on employee engagement. Second, the results indicate that employee engagement mediates the effects of antecedents' variables on innovative work behavior, meaning that a portion of antecedents' variables impact on innovative work behavior, stemmed from its indirect impact through employee engagement. Third the results support the hypotheses that there is a positive relationship between employee engagement and innovative work behavior. This dissertation provides a valuable insight by corroborating and extending prior researchers in two ways. First, the study tests the direct or indirect relationship between chosen antecedent of interpersonal conflict, perceived organizational behavior, employee engagement and innovative work behavior with a Turkish sample. Second, it empirically tests an underdeveloped assumption of three different antecedents' variables effect on innovative work behavior by investigating the role of employee engagement in the proposed relationship between interpersonal conflict, psychological well-being, perceived organizational support, and innovative work behavior.