Dönüşümcü Liderliğin Örgütsel Özdeşleşme ve Örgütsel Vatandaşlık Davranışlarına Etkisi

Discretionary behaviors that are not dictated by formal job descriptions but that help the organization attain its objectives are commonly labelled as organizational citizenship behaviors (OCB). The extant OCB literature is limited, because most proposed models lack an integrative approach that considers both individual and organizational antecedents and their interactions. The present study attempts to fill this gap in the literature by proposing and testing a model of OCB that brings together organizational justice perceptions and positive affectivity and their joint effects. Drawing upon theoretical frameworks such as equity theory, social exchange theory and affect infusion model, this study proposed and tested a moderation model. The results indicated that positive affectivity was the significant determinant of OCB. Limitations and implications were discussed.Gönüllü olarak yapılan, iĢ görenin resmi iĢ tanımının bir parçası olmayan, ancak örgütün performansını artıran çalıĢan davranıĢlarına örgütsel vatandaĢlık davranıĢları denmektedir (ÖVD). Mevcut ÖVD yazınında, hem bireysel hem de örgütsel öncülleri içeren aynı zamanda bunların etkileĢimini de göz önüne alan, bütünleĢtirici kuramsal modellere çok az rastlanmaktadır. Bu çalıĢma, yazındaki bu eksikliği gidermek amacıyla örgütsel adalet algıları ve pozitif duygu durumun ÖVD üzerindeki hem doğrudan hem de ortak etkilerini göz önüne alan bir model öne sürmüĢ ve test etmiĢtir. Öne sürülen modelin kuramsal çerçevesini eĢitlik kuramı, sosyal mübadele kuramı ve duygu aĢılama modeli oluĢturmaktadır. Anket yöntemi ile toplanan veriler yönetsel regresyon yöntemi ile incelenmiĢtir. Sonuçlar pozitif duygu durumun ÖVD üzerindeki doğrudan etkisini desteklemektedir

Analyzing the effects of diversity perceptions and shared leadership on emotional conflict: a dynamic approach

Recent attempts to incorporate time to the study of groups reveal temporal factors can impact group functioning. However, studies of group diversity to date are largely cross-sectional and capture the relationship between diversity and its outcomes at one point in time. The present research attempts to overcome this shortcoming by analyzing the interplay between diversity and emotional conflict across time. At the same time, the current study aims to establish an empirical basis for the commonly stated assertion in intergroup relations research that the basis of categorization shifts from surface-level attributes to deep-level attributes as groups mature. Finally, by incorporating shared leadership, this study aims to suggest a contextual lever that can help groups avoid potential disadvantages of diversity. In a longitudinal study of 301 individuals from 81 groups, the present study found that surface-level diversity was negatively linked to emotional conflict in the beginning and the end of groups' interaction whereas deep-level diversity was positively linked to emotional conflict in the middle of groups' interaction. Shared leadership was found to moderate the relationship between diversity and emotional conflict. Implications for human resource management are discussed

Gender diversity in the upper echelons and firm sustainability performance: an examination of Istanbul stock exchange companies

Sustainability has become an important determinant of competitive advantage.Firms are expected to demonstrate environmental and socialoutcomes. Boards of directors and top management teams (TMTs) arethe ultimate decision-making units responsible for meeting the needsof stakeholders. This paper investigates female representation and genderdiversity on boards and TMTs and firm sustainability performance.The main issue addressed is whether female representation and genderdiversity on boards and TMTs impacts the firm’s ability to meet sustainabilityindex requirements. Group diversity and critical mass literatureprovide the theoretical background. Group diversity literaturesuggests that diversity in attributes such as gender results in greatervariety of ideas, perspectives, knowledge, creativity and innovationin turn competitive advantage. Research on critical mass argues thatwomen representation on boards needs to reach a critical mass level beforeit can a ect decision-making process and firm performance.Thisstudy hypothesizes that 1)as gender diversity on the board and TMTincreases so too does the firm’s sustainability performance and 2)thenumber of females on the upper echelons (board and TMT) has a positiverelationship with sustainability performance. To test the hypotheses,binary regression was conducted. The sample consists of top 100best performing companies in the Istanbul stock exchange. The resultsprovide support for the hypotheses

Organizasyonlarda Yeni Liderlik Davranış Modelleri

Organizasyonlarda Davranış kitabı işletme, pazarlama, insan kaynakları yönetimi, yönetim ve organizasyon, çalışma ekonomisi ve endüstri ilişkileri gibi anabilim alanlarında, insan örgüt etkileşimi bağlamında ihtiyaç duyulan bilgi eksikliklerini gidermek ve konunun önemini vurgulamak amacıyla yazılmıştır. Bu kitabı ders kapsamında okuyan öğrencilerin tümü gelecekte iş hayatında yer alacak ve çeşitli örgütlerin bünyesinde faaliyet göstereceklerdir. Organizasyonlarda davranış iş yaşamında çalışan insan davranışlarını incelemekte, bu davranışların nedenlerini öğrenmeye çalışmakta, geleceğe yönelik tahminler yaparak insanı ayrıntılarıyla tanımlamaya çalışmaktadır. Bireylerin örgüt içerisindeki öneminin artması ile birlikte, bireyi üretim faktöründen çok bir üretim kaynağı olarak görmekteyiz. Bu nedenle insanı ayrıntılı olarak inceleyen bilim dallarının önemi giderek artmaktadır. Bu bağlamda organizasyonlarda davranış birey, toplum, grup, örgüt ve çevre değişkenlerini de kapsayan bir ilgi alanı içerisinde çalışmaktadır. Örgüt yapısı, yönetim biçimi, örgütün resmi yapısı, yapılan iş, uygulanan teknoloji, iş yaparken uygulanan yöntemler, insanların davranışları ve bunların dışçevre ile ilişkileri bu bilim dalı kapsamında ele alınmaktadır. Organizasyonlarda Davranış kitabında da işyerlerinde faydalanabileceğiniz konular açık ve kolay anlaşılabilir bir şekilde, alanının en iyisi akademisyenleri tarafından yazılmıştır. Organizasyonlarda Davranışın Temelleri, Tarihsel Gelişimi ve Yeni Yaklaşımlar; İş Motivasyonu, İş Tatmini ve Bağlılık; Yeni Liderlik Davranış Modelleri; Sosyal Gruplar ve Takım Çalışması; Organizasyonlarda İş Çevresi, Teknoloji, Yapı ve İş Tasarımı; Etik Davranışlar ve Yönetimi; Organizasyonlarda Kültür ve Değişim; Güç, Politika ve Çatışma gibi güncel konular kitapta yer almaktadır. Bu kitap ortak bir çabanın ürünü olarak ortaya çıkmıştır. Emeği geçen tüm yazarlara teşekkürü bir borç biliriz. Bize duydukları güvenle böyle bir kitabın hazırlanması için tüm olanakları sunan başta Rektörümüz olmak üzere, İşletme, İktisat ve Açık öğretim Fakültesi Dekanlarına teşekkür ediyoruz. Ayrıca kitap basım sürecinde yoğun emek harcayan Anadolu Üniversitesi Dizgi Birimi ve Basımevi’nin değerli çalışanlarına teşekkür ederiz

Social identification and altruism in diverse teams

This paper investigates social identity and altruism in diverse teams. Past research identifies cooperative and altruistic behaviour as essential for team effectiveness. An important question concerns the extent to which individuals, as they interact with demographically dissimilar team members, will display altruism. This question is addressed drawing upon relational demography research and a social identity approach. The present study posits that identification with demographic subgroups within a diverse team is a major hurdle to attaining altruism. When team members identify with demographic subgroups, they are less likely to identify with the team and to engage in altruism. Using a sample of 221 individuals from 13 diverse teams, this study found that demographic identity salience was negatively associated with team identification and team identification was positively associated with altruism. Demographic identity salience was not related to altruism. This study examined fundamental but under-studied propositions of social identity approach within diverse team context

The Effects of Transformational Leadership on Organizational Identification and Organizational Citizenship Behaviors

The present study examines the role of transformational leadership as one of the antecedents of organizational citizenship behaviors (OCB). The extant literature that examines antecedents of OCB, many times, focuses on the direct effects of a variety of variables, ignoring the processes through which such variables encourage OCB. Thereby the OCB literature is full of black box theories. The current study attempts to address this black box by identifying and examining organizational identification as the process through which transformational leaders bring about OCB from their employees. Hence, the major contribution of this study is investigating the mediating role of organizational identification in transformational leadership-OCB association. Drawing from the theoretical framework of Social Identity Approach, three hypotheses were proposed. The hypotheses were tested using a survey in a sample of 148 bank employees using mediated regression analysis. All study hypotheses were supported. Implication and limitations of the study are discussed

Gender diversity in the upper echelons and firm sustainability performance: an examination of Istanbul stock exchange companies

Sustainability has become an important determinant of competitive advantage.Firms are expected to demonstrate environmental and socialoutcomes. Boards of directors and top management teams (TMTs) arethe ultimate decision-making units responsible for meeting the needsof stakeholders. This paper investigates female representation and genderdiversity on boards and TMTs and firm sustainability performance.The main issue addressed is whether female representation and genderdiversity on boards and TMTs impacts the firm’s ability to meet sustainabilityindex requirements. Group diversity and critical mass literatureprovide the theoretical background. Group diversity literaturesuggests that diversity in attributes such as gender results in greatervariety of ideas, perspectives, knowledge, creativity and innovationin turn competitive advantage. Research on critical mass argues thatwomen representation on boards needs to reach a critical mass level beforeit can a ect decision-making process and firm performance.Thisstudy hypothesizes that 1)as gender diversity on the board and TMTincreases so too does the firm’s sustainability performance and 2)thenumber of females on the upper echelons (board and TMT) has a positiverelationship with sustainability performance. To test the hypotheses,binary regression was conducted. The sample consists of top 100best performing companies in the Istanbul stock exchange. The resultsprovide support for the hypotheses