An online handwriting recognition system for Turkish

Despite recent developments in Tablet PC technology, there has not been any applications for recognizing handwritings in Turkish. In this paper, we present an online handwritten text recognition system for Turkish, developed using the Tablet PC interface. However, even though the system is developed for Turkish, the addressed issues are common to online handwriting recognition systems in general. Several dynamic features are extracted from the handwriting data for each recorded point and Hidden Markov Models (HMM) are used to train letter and word models. We experimented with using various features and HMM model topologies, and report on the effects of these experiments. We started with first and second derivatives of the x and y coordinates and relative change in the pen pressure as initial features. We found that using two more additional features, that is, number of neighboring points and relative heights of each point with respect to the base-line improve the recognition rate. In addition, extracting features within strokes and using a skipping state topology improve the system performance as well. The improved system performance is 94% in recognizing handwritten words from a 1000-word lexicon

Perceived Overqualification and Collectivism Orientation:Implications for Work and Nonwork Outcomes

In this research, we simultaneously examined the relative applicability of person-environment fit and relative deprivation theories in explaining the interactive effects of perceived overqualification and collectivism cultural orientations on positive outcomes. We hypothesized that the negative (positive) influence of perceived overqualification on person-environment fit (relative deprivation) will be weaker among employees with high collectivism cultural orientation. We also examined which of these two different mechanisms would explain the hypothesized interactive effects in predicting these workers’ citizenship behavior, personal initiative, work engagement, and life satisfaction. We tested our hypotheses in two studies. In Study 1, we recruited professional staff (n = 852) and their coworkers (n = 301) from 95 universities and tested our hypotheses in a matched sample of 190 employees and their peers. The moderated mediation results supported the idea of person-environment fit (but not relative deprivation) as the mechanism explaining why collectivism orientations assuaged the negative effects of perceived overqualification on these outcomes. We constructively replicated these results in Study 2, which was a time-lagged design with full-time employees (n = 224). Study 2’s results further supported the robustness of our model by testing alternative moderators, mediators, and outcomes.</p

A relational model of perceived overqualification : the moderating role of interpersonal influence on social acceptance.

Theories of perceived overqualification have tended to focus on employees’ job-related responses to account for effects on performance. We offer an alternative perspective and theorize that perceived overqualification could influence work performance through a relational mechanism. We propose that relational skills, in the form of interpersonal influence of overqualified employees, determine their tendency to experience social acceptance and, thus, engage in positive work-related behaviors. We tested this relational model across two studies using time-lagged, multisource data. In Study 1, the results indicated that for employees high on interpersonal influence, perceived overqualification was positively related to self-reported social acceptance, whereas for employees low on interpersonal influence, the relationship was negative. Social acceptance, in turn, was positively related to in-role job performance, interpersonal altruism, and team member proactivity evaluated by supervisors. In Study 2, we focused on peer-reported social acceptance and found that the indirect relationships between perceived overqualification and supervisor-reported behavioral outcomes via social acceptance were negative when interpersonal influence was low and nonsignificant when interpersonal influence was high. The implications of the general findings are discussed

Trust in Organization as a Moderator of the Relationship between Self-efficacy and Workplace Outcomes: A Social Cognitive Theory-Based Examination

Drawing on a social cognitive theory perspective, we contend that an employee\u27s trust in oneself, or self‐efficacy, will interact with the individual\u27s trust in the system, or trust in organization, to predict job attitudes and behaviours. Specifically, we expected that self‐efficacy would have stronger effects on job attitudes (job satisfaction and turnover intentions) and behaviours (task performance and organizational citizenship behaviours) to the degree to which employees perceive high levels of trust in organization. Using data collected from 300 employees and their respective supervisors at a manufacturing organization in Turkey across three waves, we found that self‐efficacy had more positive effects on job satisfaction, task performance, and citizenship behaviours when trust in organization was high. Interestingly, self‐efficacy had a positive effect on turnover intentions when trust in organization was low, indicating that high trust in organization buffered the effects of self‐efficacy on intentions to leave. The results suggest that the motivational value of trust in oneself is stronger to the degree to which employees also have high trust in the system, whereas low trust in system neutralizes the motivational benefits of self‐efficacy

Creating and Maintaining Environmentally Sustainable Organizations: Recruitment and Onboarding

There is a growing realization that economic sustainability is intertwined with environmental sustainable development. The authors explore this topic, how recent changes in the global environment have led companies to realize that by solely focusing on maximization of shareholder financial returns, the long term economic viability of their firms is threatened

Leader-member exchange differentiation fairness: Evidence for a new construct.

Leader-member exchange differentiation fairness: Evidence for a new construct

Biting the Hand that Heals: Mistreatment by Patients and the Well-being of Healthcare Workers

Purpose The purpose of this paper is to explore the relationship between stress due to mistreatment by patients and caregivers’ own well-being indicators (anxiety, depression, and behavioral stress indicators). Based on predictions consistent with the job demands-resources model, it is anticipated that satisfaction with job resources would moderate the relationship between mistreatment by patients and well-being indicators. Design/methodology/approach Hypotheses were tested with a sample of 182 employees in a leading training and research university hospital in Istanbul, Turkey. Results were partially replicated for a separate sample of 122 healthcare workers. Data were collected using the survey methodology. Findings The findings suggest that patient injustice is positively related to depression and behavioral stress indicators when satisfaction with job resources is high. Results illustrate that satisfaction with job resources has a sensitizing, rather than a buffering, role on the relation between mistreatment by patients, depression, and behavioral stress indicators, negatively affecting employees with higher levels of satisfaction with job resources. Originality/value Organizational justice researchers recently started recognizing that in addition to organizational insiders, organizational outsiders such as customers and patients may also be sources of fair and unfair treatment. Based on this stream of research, unfair treatment from outsiders is associated with retaliation and a variety of negative employee outcomes. The study extends the currently accumulated work by examining how mistreatment from care recipients relates to healthcare workers’ own health outcomes

Accidents Happen: Psychological Empowerment as a Moderator of Accident Involvement and Its Outcomes

Research in the occupational safety realm has tended to develop and test models aimed at predicting accident involvement in the workplace, with studies treating accident involvement as the starting point and examining its outcomes being more rare. In the current study, we examine the relationship between accident involvement and a series of outcomes drawing upon a learned helplessness theory perspective. Specifically, we predicted that psychological empowerment would moderate the relationship between prior accident involvement and outcomes. We tested our hypotheses on a sample of 392 employees and their 66 supervisors working in an iron and steel manufacturing firm in Southern Turkey, using data collected from employees and their supervisors via four separate surveys. Results suggest that accident involvement was positively related to supervisor rated employee withdrawal, production deviance, and sabotage only when psychological empowerment was low. The results illustrate that workplace accidents have indirect costs in the form of higher withdrawal and maladaptive behaviors, and organizations may inoculate employees against some of these outcomes via higher psychological empowerment

Overqualification at Work: A Review and Synthesis of the Literature

Both perceived and objective measures of employee overqualification can impact job attitudes, various workplace behaviors, and work relationships. Utilizing motivation and capability-based theoretical approaches, this review summarizes research regarding the antecedents (demographic influences, personality traits, relational influences, job characteristics) and outcomes (individual health and well-being, turnover intentions and turnover, job performance, organizational citizenship behaviors, interpersonal relationships, innovative behaviors, counterproductive work behaviors, and career success) of overqualification. In addition, we review work done to date regarding the moderators and mediators of these relationships. Finally, we offer future directions for researc