The Effect of Burnout on Organizational Citizenship Behaviour: The Mediating Role of Job Satisfaction

The purpose of this study was to investigate the effect of burnout on organizational citizenship behavior (OCB) in a mediating model in which the job satisfaction was contextual state.  Data were obtained from 257 nurses from three university hospitals. While the data involving burnout and job satisfaction were gathered from the nurses, OCB data were obtained from supervisors. The findings of hierarchical regression analysis demonstrated that the only contributor burnout dimension on OCB-O (ODB toward organization) was the reduced personal accomplishment while emotional exhaustion and depersonalization had no effect. Also the findings of mediation analysis showed that job satisfaction is a mediator in the relation between reduced personal accomplishment and OCB-O and it is not a mediating factor in relation between all three burnout dimensions and OCB-I (OCB toward individuals)

Örgüt Kültürünün Rol Ötesi Olumlu Davranışlara Olan Etkisi: Örgütsel Bağlılığın Aracı Değişken Rolü

One of the examples of behavioral patterns of employees is positive extra role behaviors. The purpose of this study is to determine the direct and indirect effects of contextual and attitudinal factors by focusing on organizational citizenship, which is one of those behaviors. The data which were collected from 384 employees of a private bank by using a survey form including Organizational Citizenship Behaviors Scale, Organizational Culture Scale and Organizational Commitment Scale were analyzed with structural equation modeling technique. The findings of this study indicate that the clan and development tendencies predict conscientiousness and courtesy, and the development tendency predicts sportsmanship and civic virtue behaviors of the employees’ extra role behaviors. Moreover organizational commitment has a partial mediator role in all these processes.Örgütlerde çalışanların sergiledikleri davranış örneklerinden birisi rol ötesi olumlu davranışlardır. Mevcut çalışmada bu davranışlardan vatandaşlık davranışlarına odaklanılarak, bu davranışlara etkisi olan ortamsal ve tutumsal faktörlerin doğrudan ve dolaylı etkilerinin ortaya çıkarılması amaçlanmaktadır. Bu kapsamda özel bir bankanın 384 çalışanından Örgütsel Vatandaşlık Davranışları Ölçeği, Örgüt Kültürü Ölçeği ve Örgütsel Bağlılık Ölçeği’nin yer aldığı bir anket formuyla elde edilen veriler yapısal eşitlik modellemesi tekniğiyle değerlendirilmiştir. Elde edilen bulgular, çalışanların rol ötesi olumlu davranışlarından vicdanlılık ve nezaket davranışlarında klan ve gelişme eğiliminin, centilmenlik ve sivil erdem davranışlarında ise yalnızca gelişme eğiliminin etkileri olduğunu göstermiştir. Ayrıca tüm bu süreçlerde örgütsel bağlılığın kısmi bir aracılık rolünün olduğu ortaya çıkarılmıştır

İnsan Kaynakları Yönetimi Uygulamalarının İşe Yabancılaşma Üzerindeki Etkisi: Sessizliğin ve Ayrımcılığın Düzenleyicilik Rolü1 The Moderated Moderation Role of Employee Silence and Discrimination on the Effect of Human Resource Management Practices on Work Alienation

İşletmelerde yürütülen insan kaynakları yönetimi uygulamalarının örgüt seviyesinde sonuçları yanında çalışan bireyler düzeyinde de bazı sonuçları görülmektedir. Bu araştırmada insan kaynakları yönetimi uygulamalarının çalışanların işlerine yabancılaşmaları üzerindeki etkisi ve bu etki üzerinde ayrımcılık algısının ve çalışan sessizliğinin düzenleyicilik rolü incelenmiştir. Bu amaçla anket yöntemiyle bir işyerinde çalışan 281 kişiden veri toplanmış ve bu veriler kullanılarak araştırma hipotezlerinin sınandığı nicel analizler yapılmıştır. Araştırma sonucunda insan kaynakları yönetimi uygulamalarına yönelik çalışanların algısının artmasının işe yabancılaşmalarını azaltan anlamlı bir etkisinin olduğu tespit edilmiştir. Ayrıca bu etkinin ayrımcılık algısı ve sessizlik düzeyi yüksek çalışanlarda anlamlı olmadığı, ayrımcılık ve sessizliğin düzenleyicilik rolünün olduğu bulgularına ulaşılmıştır. Elde edilen bulgular yazın bağlamında tartışılmıştır. Human resource management practices in businesses have some consequences at the level of working individuals in addition to organization level results. In this research, moderated moderation role of discrimination perception and employee silence on the effect of human resource management practices on alienation of employees were examined. For this purpose, the data were collected from 281 people working in a firm by using questionnaire method and quantitative analyzes were conducted by using these data to test the research hypotheses. As a result of the research, it was found that the increase in the perception of the employees towards the human resources management practices has a significant effect which reduces the alienation to work. Moreover, it was found that this effect was not significant when discrimination perception and silence of employees were at high level. This finding showed that Employee Silence and Discrimination have a Moderated Moderation Role on the effect of human resource management practices on work alienation. The findings were discussed in the context of the literature

Çalışma Yaşamında Duygusal Emek: Bir Ölçek Uyarlama Çalışması(Emotional Labor in Work Life: A Study of Scale Adaptation)

This study includes the adaptation of the Emotional Labor Scale developed by Diefendorff et al. (2005) to the Turkish language, and the findings about its reliability and validity values. The study has been carried out on the data from two different samples (n=152, n=273). The results showed that the scale consists of three sub dimensions as surface acting, deep acting and expression of natural felt emotions similar to the original form. Furthermore criterion validity of the scale is also computed with using the burnout scale. The reliability of the scale was computed for each sample by the Cronbach's alpha coefficient technique and it was found to be ,80. Findings have shown that Turkish adaptation of the Emotional Labor Scale is a reliable and valid instrument that can be used in measuring the emotional labor behaviors observed in work life in Turkey

Genel Bilişsel Yetenek Ölçümlerinde Süre ve Performans İlişkisinde A Tipi Kişiliğin Rolü(The Role of Type A Personality on the Relationship between Time and Performance in Measurement of General Cognitive Ability)

Organizasyonların personel seçiminde kullanılan bilişsel yetenek ölçümlerinin, objektif ve yansız olarak yapılması, ihtiyaç duyulan uygun nitelikteki insan kaynağının temin edilmesi için önemli bir husustur. Ancak, bilişsel yetenek testlerinin kişilik özelliklerinden etkilendiğine dair bazı bulgular öne sürülmektedir. Mevcut araştırmada, genel bilişsel yetenek (GBY) ölçümlerinde süre ve performans ilişkisinde A Tipi kişiliğin rolü 271 üniversite öğrencisinden elde edilen verilerle incelenmiştir. Veriler, A Tipi Kişilik Ölçeği ve Raven Standart Progresif Matrisler Testi ile toplanmıştır. Genel örneklemde ve A Tiplerinde GBY test performansı ve süresi ile A Tipi kişilik arasında anlamlı bir ilişki gözlenmezken, B Tiplerinde test süresinin ve yaşın GBY test performansının yordayıcısı olduğuna ilişkin bulgulara ulaşılmıştır. Objectively and impartially application of cognitive ability measurements that used in personnel selection of organizations, is a vital issue for providing needed appropriate human resources. But, some findings have been suggested that personality traits influence the measurement of cognitive abilities. In the current study the relationship between general cognitive ability (GCA) and Type A personality (TAP) was investigated with the data collected from 271 university students. The assessment instruments used were: Type-A Behavior Scale and Raven Standard Progressive Matrices Test. The findings revealed that, while there was no relationship between GCA, testing time and TAP in the general sample and Type A group, testing time and age were predictors of the GCA test performance in the Type B grou

Türk Psikiyatri Dergisi 2009; Turkish Journal of Psychiatry Locus of Control and Self-Concept in Interpersonal Confl ict Resoluti on Approaches

Discussion: Self-concept and locus of control were related to the behaviors adopted in the interpersonal conflict resolution process. Individuals with a positive self-concept and an internal locus of control adopted solutions to interpersonal conflict resolution that were more effective and constructive

The Role of Big Five Personality on Predicting the Resilience: A Canonical Relation Analysis

WOS: 000385210100006Resilience is an ability to bounce back from adversities, setbacks or difficulties in face of stressful life events. The main purpose of this study was to analyze the role of big five personality in predicting the resilience and to determine the most influent dimensions of resilience in this process. Data were gathered from 286 university students with using survey method. The instruments were Resilience Scale and Big Five Personality Scale. Results of the canonical correlation analysis showed that extroversion, agreeableness, conscientiousness and openness to experience are positively, and neuroticism is negatively related to the resilience. Furthermore, it was determined that perception of self, social resources and social competence sub-dimensions of the resilience, and extroversion and consciousness sub-dimensions of the personality distinguished in predicting the resilience and personality respectively. Ultimately all results proposed that big five personality explain significant variance in resilience structure. The results were discussed in the light of the literature

Power Distance as a Moderator of the Relationship between Organizational Citizenship Behavior and Impression Management

This research discovers predictive effect of employees’ organizational citizenship behaviors on impression management strategies as well as moderation effect of power distance on this interaction. To that end data was collected from 178 schoolteachers, who work at three different public elementary schools in Turkey, through questionnaire and analyzed with multifarious statistical methods. The results from hierarchical multiple regression analysis indicated that individuals engaged in organizational citizenship behaviors in order to form expected impressions of themselves in others’ minds and perception of power distance has moderating effect on this process