Theses supervised by Doç. Dr. Özlem Kunday
16 theses · Yeditepe University
A study on the relationship between personality types, emotional intelligence and stress management: Case of engineers in Turkey
Stress has always been a major part of human history. The presence of stress is the number one factor that directly affects the person's work. Nowadays there is no place for work or private life without stress. In this study, the place of stress in the engineering sector, managing stress, emotional intelligence in stress management, personality types will be examined and the relationship between these features and their own will be studied. Although there are different factors that affect stress management, this study will focus on the concept of emotional intelligence that emerged at the end of the twentieth century and the role of personality traits in stress management. In this study prepared , the relationship between stress management, emotional intelligence and personality types was evaluated and moderating role of the personality types were examined in this relationship. 112 participants who work on the engineering field were involved in this research. Demographic questions, emotional intelligence scale which is prepared by BarOn, stress management scale and personality types scale were used to the participants. According to the findings obtained from research , emotional intelligence has positive relationship with stress management. Personality types has no direct positive relationship with stress management. However , personality types has partial moderating role in the relationship between emotional intelligence and stress management. Keywords: Stress, Stress Management, Emotional Intelligence, Personality Types
The impact of hrm practices on employee wellbeing, job satisfaction and individual work performance
The relationship between hrm practices, jobsatisfaction, employeewellbeingandindividualworkperformanceconsisting of task perforamance and contextual performance has turned into a popular and significant subject. However, there is a few study examining the relationship among these variables by scholars. Hence, this study focuses on the effects hrm practices on employee well being and job satisfaction. Moreover, in this study, the impact of job satisfaction on employee well-being is investigated. Lastly, this study examines the effect of employee well-being on individual work performance which occurs from task performance, contextual performance, adaptive performance and counterproductive work behavior seperately. The data was collected from various white-collar employees of a international company located in Istanbul, İzmir, Manisa, Bursa and Kocaeli, Turkey. 198 survey candidates participated in the study. For this, conveniencesampling method was used. The survey questionnaire was sent electronically by online survey via Google Doc's survey program. As a result, the research shows that for the private sector employees, there are positive relationships between the variables except the relationship between employee well being and counter productive work performance. In the light of the findings, both theoretical and managerial implications will be provided.
Dynamics of business model transformations in established companies and the role of technological innovations:A multiple-case study in digital factory and healthcare business segments of an established technology company
In the era of digital technologies, the parameters shaping the business environment are changing continuously with an increasing speed. Companies are under pressure to review, change and align their existing business models with the new environments. However, many established companies have tight engagements with their traditional, profitable and functioning business models. As business parameters change, established companies struggle to adapt their legacy business models into the new business environments, because they fear to risk their existing customers, partners, revenues and profits. How the established companies transform their traditional business models over the time, is subject to in depth research. Current study focuses on the dynamics of business model transformations in established companies and aims to identify and map the driving and resisting forces as well as enabling factors throughout the entire transformation process. The study also targets to reveal the role of underlying factors such as technological changes and technical innovations in the process. The research is based on a multiple-case study methodology with a single unit of analysis. Two real-life business cases in a global, multi-national and technology-oriented established company have been studied. The selected cases were from two different business segments; namely digital factory and healthcare. The key findings of this study are expected to guide the practitioners in strategic management and executive roles in the established companies through their transformation projects. The identified variables and presented causal-loop diagrams are expected to inspire the researchers for further research in the business model transformation and strategic management fields.
The effect of personality types and family relations on decision making in family businesses
All around the world, especially in Turkey, family businesses are a majority as a company structure many businesses run depending on the trust between family members. In Turkey mostly the relationship among relatives are much more important compared to western countries because of the traditions. The relationship inside family businesses doesn't always end up with just working area. Because these people are together at the homes as well. So the family dynamics, personalities and the situation at home will affect the business as well. In this study, the relationship between family relations and decision making was searched and the moderating role of personality types was observed in this relationship. 106 participants were included in the research. Demographic questions, Decision Making Scale, Family-Company Relationship Scale and Personality Type Scale were applied to the participants. According to the findings obtained from the research, family relations has a significant effect on decision making in family business. Personality Type has a partial moderating role in the relationship between family relations and decision making.
The effect of leadership styles on job satisfaction with the mediating role of creativity
With the 4th industry revolution, advertising sector become a key source of economic growth. Therefore, it took the attention of many researchers. The issue of leadership and the attitude of the leaders towards the employees is of great interest as it forms the basis of the working environment in today's world. The objective of this research is to examine the relationship between transactional and transformational leadership and creativity and job satisfaction of employees in Turkey's emerging advertising sector. In the light of the studies in the literature, a questionnaire was prepared and distributed to the employees in the advertising sector in order to measure the creativity and job satisfaction of the employees according to the leadership style. The analysis of the collected data reveals the relationships between the concepts and how these concepts affect each other. The relationship between leadership, creativity and job satisfaction in the advertising sector has not been researched before and will make significant contributions to the literature and will provide resources for future research. Keywords: Leadership, Employee Creativity, Job Satisfaction, Advertising Sector
Esnek çalışma ve iş tasarımının iş becerikliliği üzerinden çalışan katılımına etkisi: İstanbul hizmet sektörü örneği
Technological advances, especially with the new industrial revolution, are transforming how jobs are being defined and designed, including "where" and "when" work tasks can be completed. At the same time, engaging employees has become an even stronger priority for companies within this dynamic and ever-changing environment. Yet, driving employee engagement remains to be challenging for practitioners, even after decades of research and experimentation. Flexible work arrangements and job (re)design processes could potentially strengthen employee engagement, but there isn't enough empirical evidence on how these practices could be leveraged effectively. This research aims to extend the knowledge base on which practices elevate employee engagement and why. It analyzes the effects of perceived work location flexibility, perceived schedule flexibility, job design and job crafting on employee engagement, including the analysis of the interlinkages between these concepts. Flexible work arrangements are explored as potential catalyst of job crafting as well, where employees proactively reformulate their jobs in accordance with their own needs and aspirations. The research focuses on the white-collar employees in the service sector of Istanbul. The data was collected through an online employee survey with 122 responses included in the final analysis. The results were analyzed through a variety of methods, including reliability and factor analysis, validity tests as well as structural equation modeling based on maximum likelihood estimation. The findings indicate that traditional job characteristics alone are not enough to enhance the engagement of employees. Job crafting and schedule flexibility are instrumental for advancing individual engagement levels.
Relationship between governance quality of public institutions and organizational innovativeness, with emphasis on the mediating role of horizontal, vertical and institutional trust: A comparative study between Switzerland and Turkey
The purpose of this study is to explore whether the mediating effect of "Horizontal, Vertical and Institutional Trust" is exist on the relationship between "Governance Quality of Public Institutions (GQoPI)" and "Organizational Innovativeness (OI)", and if there is any, how much it differs in a developing country "Turkey", compared to the World's most innovative country: "Switzerland". Outcome of this paper is hoped to be useful for managers in developing countries to achieve higher organizational innovativeness, regardless of poor performance of their macro environment. A quantitative research was employed in Switzerland and Turkey, and primary data was collected through survey instruments from over 400 participants. Research will bring two new contributions to previous studies. First, unlike previous mono-country researches, its coverage will reach to two very distinct and different countries and this will enable us to compare and contrast findings. Second, comparison of "horizontal, vertical and institutional trust" as a new mediating factor was introduced in the literature. Managers and entrepreneurs can enhance organizational innovativeness by creating high-trust environment within their organization in countries where perceived quality of public institutions' governance is ineffective.
The relationship between work values, job satisfaction and intention to leave
The objective of the study is to put forward the effect of the work values of the administrative personnel working for a foundation university with the same board of executives and in charge of similar working conditions on the relationship between job satisfaction and the intention to quit work. The research sample comprises of 251 white collar administrative personnel working for this foundation university. This study is important in that, it covers administrative staff from the same foundation university, and in that it examines the effect of work values on job satisfaction and intention to leave. The results of the study supported the hypothesis. Work Values have a significant and positive relationship with three dimensions of job satisfaction. According to Hypothesis 2, work values have a significant and negative relationship with intention to leave. Also, job satisfaction has a significant and negative relationship with intention to leave. The questions of the study showed that findings revealed higher levels of self-improvement and actualiaziton, social values, monetary values and general work value for female employees than male employees. Young women care more about self-improvement and actualization values, self-improvement and actualization levels of single employees were higher than that of married employees, employees with lower level education care more about social values, employees with less work experience tend to care more about self-improvement and actualization values. Key Words: Work Values, Job Satisfaction, Intention to Leave
Customer-based brand equity and employer branding: Innovativeness as a moderator
In the highly competitive markets of today's globalized world, brand equity efforts and making the best use of human resources are two important tools for companies to compete. Innovation is another must for companies who aim sustainable growth. The effect of customer-based brand equity on employer branding is investigated in this study. In addition, it was investigated whether innovativeness is a moderator in this relationship. Regression analysis was held for the survey which was applied to 195 potential and existing white-collar workers. Detailed outcomes of the analysis are discussed inside of the study. This study contributes to both marketing and human resources literature in the sense of combining branding efforts. Striking results are found in terms of the moderating effect of innovativeness. Keywords: employer brand, employer branding, customer-based brand equity, brand image, brand loyalty, innovation, innovativeness, innovation performance, organizational innovativeness
A study on the relationship between mobbing and job satisfaction in the chemistry industry
Every individual inserted in a work environment is a potential victim of the scourge of mobbing, to a greater or lesser degree. Mobbing that occurs in the workplace is not only harmful to the person who suffers, but also seriously affects the organization, resenting aspects as important to a company as productivity both in quantity and quality. And, job satisfaction can have consequences for both the individual and the organization, affecting behavioral aspects and the worker's physical and mental health. This study aims to determine the relationship between mobbing and job satisfaction in the chemical industry sector. A total of 208 employees were selected from the population using convenience sampling method. The data of the research were collected by the researcher through a data collection questionnaire with a structured nature. The questionnaire included demographic questions, Leymann Inventory of Psychological Terror (LIPT) and Minnesota Job Satisfaction Inventory. The findings of the research revealed that the mobbing and intimidation levels of the employees in the chemical industry are very low, about 11%. The area where employees are most exposed to mobbing has been identified as self-expression and communication. And, the job satisfaction level of the employees was found to be 58%, has been identified as a serious problem. There is no significant difference between men and women in job satisfaction, and mobbing. As all sub-dimensions of mobbing and total mobbing increase, job satisfaction decreases. It can be said that mobbing has a role in reducing job satisfaction by 40%. In addition, it was founded that there is no moderating effect of gender on mobbing and job satisfaction relations as a result of the study. The findings of mobbing and satisfaction in chemical industry sector were given in detail and the relations between mobbing and job satisfaction were presented together with the moderating role of gender. Key Words: Chemical Industry, Harassment, Job Satisfaction, Mobbing
Sağlık çalışanlarında örgütsel adalet algısının örgütsel bağlılığa etkisi
Gerek yerel gerek ise global bağlamda yoğun rekabet ortamında bulunduğumuz günümüzde örgütlerin, bu ortamlarda pozisyonlarını korumak için nitelikli çalışanlar kazanması ve onları örgütte tutması gerekmektedir. Nitelikli çalışanları yalnızca maddi olanaklar aracılığıyla örgütte tutmak genellikle mümkün olmamakla birlikte, onların çeşitli gereksinimlerini karşılamak ve örgüt ile çalışanlar arasındaki ideal ilişkiyi kurmak gerekmektedir. Çalışanların kendilerini örgütün içinde hissetmesi ve örgütsel hedefler uğruna çalışması adına, onların başta örgütsel bağlılığı güçlendirici etkinlikler olmak üzere amaçları önceden belirlenmiş çeşitli etkinliklere dahil edilmesi önem taşımaktadır. Örgütsel adalet algısı olarak adlandırılan, çalışanların bulundukları örgüt içinde onlara adil olarak davranıldığı algısı; örgütsel bağlılık için büyük önem taşımakta ve örgütsel bağlılığın en önemli ögeleri arasında bulunmaktadır. Örgütsel adalet ve bağlılık çalışanlarda çok sayıda olumlu örgütsel davranışlara yol açmaktadır. Özellikle kurumun başarısının büyük bölümünün çalışanlara bağlı olduğu sağlık kurumlarında, adalet algısı ve bağlılık kavramları daha da önemli hale gelmektedir. Bu yüzden yöneticiler, örgütsel hedeflerini elde edebilmek adına örgütsel adalet algısına ve örgütsel bağlılığa sahip çalışanlara ihtiyaç duymaktadır. Bu kapsamda çalışmada, sağlık kurumu çalışanlarının örgütsel adalet algısının örgütsel bağlılıkları üzerindeki etkisi belirlenmeye çalışılmıştır. Çalışmanın teori kısmında, örgütsel adalet ve örgütsel bağlılık kavramları üzerine alanyazın çalışması yapılmıştır. Çalışmanın araştırma bölümünde ise belirlenen kurum çalışanlarına yönelik gerçekleştirilen nicel araştırma metodu ile elde edilen veriler analiz edilmiş ve sonuçlar yorumlanmıştır. Araştırmada çalışanların örgütsel adalet algısı ve örgütsel bağlılık düzeyleri arasında pozitif yönlü anlamlı bir ilişki olduğu bulunmuştur. Bu doğrultuda çalışmanın hipotezi kabul edilmiş oldu. Özellikle iş hayatında çalışanların performansını yükseltmek ve başarıyı yakalamak içim önemli unsurlardan biri olan örgütsel bağlılık düzeyini arttırmak gerekmektedir. Bu sonuca elde edebilmek için ise çalışanların örgütsel adalet algılarının arttırılması gerekir.
Özel kurumlarda çalışan hemşirelerin duygusal zekâ düzeyi ve problem çözme becerisinin işten ayrılma niyeti üzerine etkisi
Hemşireler, sağlık sektörünün en önemli sağlık çalışanları arasında bulunmaktadır. Hemşirelerin verimli ve yüksek performanslı görev yapabilmeleri için ağır çalışma koşullarının dikkatle izlenmesi ve gerekli durumlarda tedbirler alınması gereklidir. Hemşirelik, insan ile etkili iletişim kurmayı ve kişileri anlayabilmeyi gerektiren bir meslektir. Özellikle, duygusal zekâ ve problem çözme becerileri gelişmiş olan hemşirelerin örgütsel bağlılık seviyelerinin yüksek beklenebilir. Bu çalışmada, İstanbul ilinde yerleşik üç özel sağlık kuruluşunda görev yapan toplam 168, hemşirenin duygusal zekâ ve problem çözme becerilerinin işten ayrılma niyetleri üzerine etkilerinin incelenmesi amaçlanmıştır. Bu bağlamda, hemşirelere demografik bilgileri, duygusal zekâ düzeyleri, problem çözme becerileri ve işten ayrılma niyetleri üzerine ölçeklerden oluşan bir anket uygulaması yapılmıştır. Elde edilen bulgular SPSS 19 programı kullanılarak analiz edilmiştir. Sonuç olarak, işten ayrılma niyeti ile duygusal zeka (öz yönetim ve öz farkındalık) ve problem çözme (kaçıngan yaklaşım) arasında pozitif yönlü korelasyon bulunmuştur. Sonuç olarak, işten ayrılma niyeti ile duygusal zeka ve problem çözme arasında pozitif bir ilişki olduğu anlaşılmıştır.
Kamu kurumlarında çalışan sağlık yöneticilerinin duygusal zekalarının iş tatminine etkisi
Günümüzde ulusal ve uluslararası alanda varlık gösteren tüm işletmelerin verimli ve etkin performans ortaya koyabilmeleri için hem duygusal zekâsı hem de iş tatmin düzeyleri yüksek, tüm farklı gelişime ve değişime ayak uydurabilen çalışanlara sahip olmaları zorunlu hale gelmiştir. İşini benimseyip severek yapan kişilerin işlerinde çok daha verimli olacaklarıyla ilgili bir inanış olmasına rağmen, bunun ortaya çıkmasında etkili olan faktörler konusunda detaylı araştırmalara ihtiyaç duyulmaktadır. Çalışma hayatında, insan faktörünün zaman ilerledikçe daha fazla önem kazanmasıyla, kurumlar için hareketli çevre koşullarına uyum sağlamanın en önemli şartı; çalışanlarını anlamak denilebilir. Çalışanlarının amaçlarını ve isteklerini anlayabilmesi ve onları iş hayatında motive edebilmesi için; lider konumundaki bir yöneticinin ilk olarak kendi amaç ve arzularını anlaması ve sonra da kendini duygusal olarak motive edebilmesi gerekmektedir. Bu kapsamda hazırlanan çalışmanın amacı, önemli bir kamu alanı olan sağlık kurumlarında çalışan yöneticilerin, duygusal zekâ düzeyleri ile kendi iş tatminleri arasındaki ilişkinin belirlenmesi ve bu doğrultuda veri elde etmeye yönelik uygulamalı bir alan araştırması yapmaktır. Araştırmada veri toplama aracı olarak yüz yüze anket tekniği kullanılmıştır. Çalışmanın amacı doğrultusunda araştırmada iki çeşit değişken bulunmaktadır. Bağımlı değişken iş tatmini, bağımsız değişken ise duygusal zekadır. Araştırmanın örneklemini İstanbul il merkezinde faaliyet gösteren İstanbul İl Sağlık Müdürlüğü merkez yerleşkesinde ve ek hizmet binalarında görev yapan toplam 136 yönetici oluşturmuştur. Anketlerden elde edilen veriler bilgisayar ortamında SPSS v22.0 istatistik paket programı aracılığıyla analiz edilmiştir. Yapılan araştırma sonucunda duygusal zeka ile iş tatmini arasında anlamlı bir ilişki olduğu görülmüştür. Ayrıca duygusal zeka ve iş tatminin yöneticilerin cinsiyet ve yaş değişkenine göre anlamlı bir ilişkisi olduğu da bulunmuştur. Anahtar Kelimeler: Duygusal Zeka, İş Tatmini, Sağlık, Sağlık Yöneticileri.
The relationship between job satisfaction, intention to leave and entrepreneurial intention in ship building industry
Ship building industry is one of the most difficult industries in the world and especially shipyard part of subject industry has coercive working environment. Aim of the study is measuring job satisfaction level which is expected low because of though working conditions and find the relationship between job satisfaction, job leave intention of industry professionals and their entrepreneurial intentions. A questionnaire has been prepared in the light of previous studies in the literature and distributed to ship building industry professionals to collect necessary data for measuring job satisfaction level, intention to leave and entrepreneurial intention. Analysis of collected data revealed major/minor relationships between concepts and demographic variables' effects on that concepts. Investigation of the relationship between job satisfaction, intention to leave and entrepreneurial intention has not been performed specifically for the ship building industry in Turkey before. Results will make valuable contribution to the current literature and being an information source with findings.
Analyzing the relationship between organizational culture, talent management and employee outcomes: A study on telecommunication professionals in Turkey
The topic of talent management (TM) continues to receive a high level of attention in today's world. Organizations have obliged to conduct and strengthen effective TM practices. This study is based on four main parts of TM: employee recruitment and selection, training and development, performance management, and career management. Organizational culture and TM are inseparable. This study analyzes the association between the adaptability trait of organizational culture (ATOC) and TM. ATOC covers creating change and organizational learning. Employee engagement (EE), trust (T), and intention to leave (IL) are taken as dependent variables. This study also analyzes the mediation effect of TM on the relationship between ATOC and employee outcomes. Besides, a new scale to measure TM was developed and used for this study. Firstly, a pilot study was conducted on a sample of 134, and 751 telecommunication employees participated to the survey. As a result, this study found a statistically significant relationship between ATOC and TM factors. Findings of this study also indicated a positive relationship between TM factors and trust. There were significant relationships between TM and EE factors. There were negative and significant associations between TM factors and IL. It was observed that TM partially mediated the relationship between ATOC and EE, T, IL. The results also indicated that there were significant differences between some demographic and dependent variables. This study aims to provide a valuable contribution to the existing literature by developing a new scale of TM and conducting an empirical study on the researched key concepts.
The effect of transformational leadership on work engagement and the mediating role of psychological safety
The external environment of organizations has become a state where systematic changes are experienced, seeking better performance and increasing conditions of competitiveness. This external environment requires organizations to acquire new skills for success, develop their communication networks with the internal and external environment, motivate employees both individually and as a group, and develop methods of obtaining and managing organizational information. In this rapidly changing environment, organizations should have a qualified organizational force as well as a strong organizational structure. Organizations that have skilled employees and can manage them effectively can survive in a competitive environment. Businesses that show the right leadership approaches to their employees and keep their psychological safety perceptions high are expected to have highly committed employees. In this study prepared from this point of view, the relationship between transformational leadership and work engagement was investigated and the mediating role of psychological safety was evaluated in this relationship. 155 employees working in a multinational company were included in the research. Sociodemographic Information Form, Transformational Leadership Scale, Psychological Safety Scale and Work Engagement Scale were applied to the participants. According to the findings obtained from the research, transformational leadership and psychological safety perception increase work engagement. Transformational leadership has a positive effect on the perception of psychological safety. According to Baron and Kenny (1986) model, the psychological security perception has a partial mediating role in the relationship between transformational leadership and work engagement. Keywords: Transformational leadership, psychological safety, work engagement