Justice for employee voice: a dimensional analysis

This study aims to put forward whether distributive justice and procedural justice have a direct effect on the behaviour of voice and whether interactional justice has a moderating role on this effect. In order to evaluate the relations between variables, a survey technique is used and data were collected from 173 employees from a marble company in the city of Mugla (Turkey) with a convenience sampling method. In the test of hypotheses, regression analysis is used. The regression analysis was conducted via the Conditional Process Macro for SPSS developed by Andrew F. Hayes. The findings of the research showed that procedural justice affects employee voice positively and interactional justice has a moderating role in this effect. Additionally, as per the findings, it was seen that on the effect of procedural justice on employee voice, different levels of interactional justice have the same directional effect. Theoretical and practical implications were made by considering all the findings

Relationship between Person–Environment Fit Types and Turnover Intention: A Moderated Mediation Model

In this study, drawing on Hobfoll’s Conservation of Resources (COR) Theory, we tested a moderated mediation model that investigates person–organization (PO) fit as the mediator and per- son–job (PJ) fit as the moderator in the relationship between person–supervisor (PS) fit and turnover intention. Data were collected from 232 bank employees in Turkey by using a survey method. Consistent with hypothesized conceptual scheme, results showed that PO fit mediated the relationship between PS fit and turnover intention. Furthermore, moderated mediation results indicate that PJ fit not only moderated the relationship between PS fit and PO fit but also reinforced the indirect effect of PS fit on turnover intention (via PO fit). We argue that indirect effect of PS fit on turnover intention through PO fit was stronger for employees with high job fit than for employees with low job fit. The theoretical and practical implications, limitations, and future research directions are also discussed

Nepotizm varsa ben yokum: nepotizm, iş standardizasyonu ve işten ayrılma niyeti arasındaki ilişki

WOS:000457787100007The study focuses on hotel employees and the effect of perception of nepotism on turnover intention. It also explains the moderating role of job standardization over this effect. The data used in this study were obtained from a hotel located in Antalya, Turkey, during 2017. The data were collected via questionnaire and analyses were carried out using SPSS 18 and AMOS 18 programs. 134 questionnaires were evaluated and it was understood that perception of nepotism has a positive effect on hotel employees' turnover intention. Additionally, the study has shown that work standardization plays a role in shaping the effect of nepotism on the turnover intention; in other words, it was observed that employees' perceptions of nepotism, together with the perception of job standardization, intensified their intention to leave work. All of these findings are meant to be a guide for both hotel managers and investors who consider investing in tourism sector.Otel çalışanları üzerine odaklanan bu araştırma, nepotizm algısının işten ayrılma niyetine etkisini ve bu etkide iş standardizasyonunun biçimlendirici rolünü açıklamaktadır. Araştırmada kullanılan veriler 2017 yılında Türkiye’de Antalya ilinde faaliyet gösteren bir otelden elde edilmiştir. Verilerin elde edilmesinde anket tekniği kullanılmış ve analizler SPSS 18 ve AMOS 18 programlarıyla yapılmıştır. 134 anketin değerlendirmeye alındığı araştırmada otel çalışanlarının nepotizm algısının işten ayrılma niyetini pozitif yönde etkilediği belirlenmiştir. Ayrıca araştırmada nepotizmin işten ayrılma niyetine etkisinde iş standardizasyonunun biçimlendirici rol üstlendiği; bir diğer ifadeyle, nepotizm algılayan çalışanların iş standardizasyonu algısıyla birlikte işten ayrılma niyetlerinin daha da güçlendiği gözlenmiştir. Araştırmada elde edilen bu bulguların hem otel yöneticilerine hem de turizm sektörüne yatırım yapmayı düşünen yatırımcılara rehber olacağı düşünülmüştür

Justice For Employee Voice: A Dimensional Analysis

WOS:000822622600004This study aims to put forward whether distributive justice and procedural justice have a direct effect on the behavior of voice and whether interactional justice has a moderating role on this effect. In order to evaluate the relations between variables, a survey technique is used and data were collected from 173 employees from a marble company in the city of Mugla (Turkey) with a convenience sampling method In the test of hypotheses, regression analysis is used The regression analysis was conducted via the Conditional Process Macro for SPSS developed by Andrew PI Hayes. The . findings of the research showed that procedural justice affects employee voice positively and interactional justice has a moderating role in this effect. Additionally, as per the findings, it was seen that on the effect of procedural justice on employee voice, different levels of interactional justice have the same directional effect. Theoretical and practical implications were made by considering all the findings

The effect of transformational leadership on job crafting: A study on academic personnel

Günümüzün rekabet dünyasında örgütleri başarıya ulaştıracak faktörler arasında çalışanlar önemli bir yere sahiptir. Özellikle çalışanların proaktif davranışlarının bu konudaki katkısı yadsınamaz. Bu nedenle proaktif davranış olarak değerlendirilen iş becerikliliği kavramı bu araştırmanın çalışma konusunu oluşturmakta ve bu kapsamda da dönüştürücü liderliğin iş becerikliliği üzerindeki etkisi değerlendirilmeye çalışılmaktadır. Bu değerlendirmeyi yapabilmek için 138 akademik personelden anket yöntemi ile veri toplanmış ve veriler istatistiki paket programları ile analiz edilmiştir. Analizler sonucunda dönüştürücü liderliğin iş becerikliliğini pozitif yönde ve anlamlı olarak etkilediği tespit edilmiştir. Ayrıca dönüştürücü liderliğin iş becerikliliğinin alt boyutlarını da (görev becerikliliği, bilişsel beceriklilik ve ilişkisel beceriklilik) pozitif yönlü ve anlamlı olarak etkilediği sonucuna ulaşılmıştır.In today's competitive world, employees have an important place among the factors that will lead organizations to success. In particular, the contribution of proactive behaviors of employees cannot be denied. For this reason, the concept of job crafting, which is considered to be proactive behavior, constitutes the subject of this study. In this context, the effect of transformational leadership on job crafting is tried to be evaluated. In order to carry out this assessment, data were collected from 138 academic staff via questionnaire method and the data were analyzed by statistical package programs. As a result of the analyzes, it was determined that the transformational leadership has a positive and significant effect on the job crafting. In addition, it has been concluded that transformational leadership has a positive and significant effect on the sub-dimensions of job crafting (task crafting, cognitive crafting and relational crafting)

Re-evaluation of time banditry scale validity in turkish language and the relationship between personality traits and time banditry

Bu araştırmanın iki temel amacı bulunmaktadır. Araştırmanın ilk amacı daha önce Türkçe yazın açısından uygunluğu belirlenmiş olan zaman hırsızlığı ölçeğinin, farklı örneklemlerden alınan verilerle, tekrardan geçerliliğini sınamaktır. Araştırma ikinci olarak ise çalışanların sorumluluk, duygusal dengelilik ve dışa dönüklük kişilik özelliklerinin zaman hırsızlığı davranışı üzerindeki etkisini belirlemeyi amaçlamaktadır. Araştırmada bu iki amaç doğrultusunda finans, tekstil, eğitim ve kamu sektörlerinde çalışan 123 personelden anket yöntemi ile veri toplanmış ve verilerin analizleri SPSS ve AMOS programlarıyla gerçekleştirilmiştir. Verilerin analizinde Açıklayıcı Faktör Analizi, Doğrulayıcı Faktör Analizi, Korelasyon Analizi ve Regresyon Analizi kullanılmıştır. Analizler sonucunda ulaşılan bulgulara göre zaman hırsızlığı ölçeğinin Türkçe yazın açısından geçerliliği bir kez daha doğrulanmıştır. Ayrıca kişilik özelliklerinden sadece sorumluluk özelliğinin zaman hırsızlığı üzerindeki etkisi anlamlı olarak tespit edilmiş ve bu anlamlı etkinin negatif yönlü olduğu sonucuna ulaşılmıştır.This research has two main objectives. The first aim of the study is to test again the validity of the time banditry scale, which was determined validity in terms of Turkish literature, with the data obtained from different samples. Secondly, the study aims to determine the effect of employees' conscientiousness, emotional stability and extraversion personality on time banditry behavior. In order to reach these two objectives in the research, data were collected from 123 personnel working in finance, textile, education and public organizations by means of survey method and the data were analyzed with SPSS and AMOS programs. Explanatory Factor Analysis, Confirmatory Factor Analysis, Correlation Analysis and Regression Analysis were used in the analysis of the data. As a result of the analyzes, validity of time banditry scale in Turkish literature was confirmed once again. In addition, it was determined that only conscientiousness personality has a negative and significantly impact on time banditry

A path from bullying at work to alienation: a multi-level view

WOS:000489135600005Purpose The purpose of this paper is to define the outcomes of bullying at work. In that sense, the study tries to define the effect of bullying at work on work alienation and the roles of political behavior perception and organizational alienation in this effect. Design/methodology/approach The study collects data from lecturers from a university in Turkey by using questionnaires. Structural equation model is used to test hypotheses. Findings The findings of the study show that political behavior perception has a mediating role over the effect of bullying at work on work alienation, and also that organizational alienation has a mediating role over the effect of political behavior perception on work alienation. Practical implications - The study confirms that perception of bullying at work is determinant on the level of work alienation; thus, it is important to minimize bullying perception. This study shows both researchers and organizations that further potential vital problems to arise as a result of bullying will diminish once bullying at work is decreased. Originality/value The research tries to define the consecutives of bullying within a multi-level point of view. Additionally, as per the authors' knowledge, there are no other studies in the literature that handle the related variables altogether

The relationship between psychological contract breach, emotional labour and cynicism: An application on market employees

Günümüzde, özellikle müşterilerle doğrudan iletişimin gerekli olduğu sektörlerde faaliyet gösteren işletmeler, çalışanlardan işlerini yaparken müşterilerin beklentileri doğrultusunda davranış göstermelerini beklerler. Çalışanların kendilerinden beklenen davranışları sergilemelerinde birçok faktör etkili olabilir. Bu çalışmanın amacı psikolojik sözleşme ihlali ile duygusal emek arasındaki ilişkide örgütsel sinizmin aracı etkisinin tespit edilmesidir. Bu amacın gerçekleştirilmesine yönelik olarak Erzincan ilindeki 200 süpermarket çalışanından 133’üne anket tekniği uygulanarak veri elde edilmiştir. Elde edilen bu veriler SPSS ve AMOS istatistik programları kullanılarak test edilmiş ve yorumlanmıştır. Yapılan analizler sonucunda psikolojik sözleşme ihlalinin duygusal emek üzerindeki etkisinde örgütsel sinizmin kısmi aracı etkisinin olduğu tespit edilmiştir.Today, businesses operating in sectors that require direct contact with customers expect employees to behave in anticipation of their customers while doing their jobs. Many factors can be effective when employees show their expected behaviors. The aim of this study is to examine the mediating effect of organizational cynicism on the relationship between psychological contract breach and emotional labour. In order to realize this aim, data were obtained by applying survey technique to 133 of 200 supermarket employees in Erzincan province. The obtained data were tested and interpreted by using SPSS and AMOS statistical programs. As a result of the analysis, it has been found that organizational cynicism has a partial mediating effect on the relationship between psychological contract breach and emotional labour