Organizational Citizenship Behavior and Counterproductive Work Behavior: Cross-cultural comparisons between Turkey and the Netherlands

This research project explores cultural determinants that facilitate positive employee behavior. In the literature, this behavior is identified as organizational citizenship behavior (OCB). The dissertation also focuses on factors related to counterproductive work behavior (CWB). CWB is defined as behavior that explicitly runs counter to the goal of the organization (e.g., breaking organizational rules). The studies were carried out in Turkey and the Netherlands. These two countries are different in several cultural aspects, among which are the values of individualism and collectivism and social beliefs. These differences may have relevance for OCB and CWB. Most organizational behavior theories have been developed and empirically tested among western samples. However, western-based organizational theories may be insufficient to explain many organizational phenomena in non-western cultures. This dissertation therefore aims to highlight the importance of cultural factors that may influence organizational processes

Values, identities and social constructions of the European Union among Turkish university youth

The present study aimed to investigate Turkish university youth’s constructions concerning the European Union (EU) and their reactions to the EU’s December 2002 Copenhagen summit decision to delay discussion of Turkey’s entry to the EU. Specifically it aimed to show that socio-political identities among Turkish youth were related to historical developments in Turkey’s past and that these identities had associations with values of ethnocentricism, patriotism, and secularism. Furthermore it was predicted that constructions of the EU reactions to the decision would be related. Students (400) from five universities at the three largest cities of Turkey participated in the study. Three identities, Nationalist-Islam, Kemalist, and Western; three constructions of the EU, Europe as Different, Impermeable Boundaries, and Different but Advantageous, and two perceived causes for the decision, Differences-Conflict and Justification emerged from factor analyses. Second order factor analysis revealed that Nationalist-Islam identity and authoritarian, ethnocentric and antisecular values formed a cluster whereas Kemalist and Western identities were grouped with low levels of patriotism. Positive and negative constructions of the EU and reactions to the Copenhagen decision were also grouped under two separate factors. Further analyses revealed that an index of urbanization composed of parental education and rural-urban origin predicted the Authoritarian-Nationalistic cluster and that this value-identity cluster predicted positive and negative views of the EU

The effect of cultural orientation and leadership style on self- versus other-oriented organizational citizenship behavior in Turkey and the Netherlands

This paper investigated the effects of a paternalistic and empowering leadership style on organizational citizenship behaviour (OCB) in an experimental design using 100 Turkish and 100 Dutch students who held part-time jobs. Confirming our expectations, a paternalistic leadership style had a more positive effect on job dedication and organizational support in Turkey than in the Netherlands. Contradicting our expectations, an empowering leadership style did not have a more positive effect on any of the OCB dimensions in the Netherlands than it did in Turkey. However, in the Netherlands an empowering leadership style had a stronger effect on interpersonal facilitation, job dedication, and organizational support than a paternalistic leadership style. Paternalistic and empowering leadership styles both had positive effects on OCB dimensions in Turkey. As expected, collectivism moderated the relationship between paternalistic leadership style and other oriented OCB (i.e., interpersonal facilitation). Specifically, people who had more collectivistic tendencies were more positively influenced by a paternalistic leader than people who had low collectivistic tendencies in both countries. However, individualism did not have any moderating effects on the relationship between empowering leadership style and self-oriented OCB (i.e., job dedication). Our findings are relevant for understanding the effects of leadership styles and cultural orientations on self- versus other-oriented OCB in Turkey and the Netherlands

Psychological Maltreatment of Women Inventory Short Form - Turkish adaptation

Ersoy NC, Hünler OS, Namer Y. Kadına Psikolojik Eziyet Envanteri Kısa Formu Türkçe Uyarlaması. Klinik Psikiyatri Dergisi. 2017;20(4):276-286

Disentangling person and work unit level relationships between a climate of authenticity and work engagement: The mediating role of surface acting in interactions with work unit members

This study investigates the relationship between the climate of authenticity and work engagement and the mediating role of surface acting that is directed at work unit members in this relationship. In a sample of 246 employees from 56 work units, multilevel structural equation modeling results show that a climate of authenticity is negatively associated with surface acting at the individual and work unit levels of analysis. Moreover, the relationship between the climate of authenticity and work engagement is mediated by surface acting in workplace interactions at the individual level of analysis. Our results suggest employee perceptions of a work unit affect climate that welcomes expressions of authentic emotions contributes to work engagement which is underlain by a low need to suppress the felt and fake the displayed emotions in workplace interactions

Relationship between Self-efficacy and GPA: the Roles of Academic Engagement and Time Management

WOS: 000586365000005[No abstract available

Psychometric Evaluation of the Implicit Positive and Negative Affect Test in Turkish Samples

Objective: Implicit affect is a concept distinct from explicit affect as it describes the affect processed by the individual at a preconscious level. The aim of this research is to evaluate the psychometric properties of the Turkish form of the Implicit Positive and Negative Affect Test (IPANAT-TR), originally developed by Quirin et al. (2009a) to measure affect indirectly. Method: The study data comprised of psychology and sociology students from Ege University, and full-time and part-time employees from public and private organizations in Izmir. A pilot study was carried out with a group of 57 undergraduate students in order to select the artificial words to be used in the scale. Subsequently the scale was sent to a total of 938 participants, comprising 569 students and 369 employees. Test-retest reliability was assessed with 46 participants after a one-week interval and with 55 participants after a four-week interval. Results: The principal components analysis showed a clear two-factor structure for the IPANAT-TR. The internal consistency scores were 0.92 for Implicit Positive Affect (IPA) and 0.85 for Implicit Negative Affect (INA). The one-week and four-week test retest reliability estimates varied between 0.51 and 0.75. The construct validity assessments showed that the expected relationships between the IPANAT-TR and tested constructs were mostly confirmed. The results of measurement invariance analysis showed that the IPANAT-TR has full measurement invariance across employee and student samples. Conclusion: The results of the reliability, validity and measurement invariance analyses carried out in the current study demonstrated that the IPANAT-TR is a reliable and valid measurement instrument to assess implicit affect

The Effect of Person Organization Value Congruence Regarding Organizational Opportunities for Personal Development on Work Engagement: Moderating Role of Organizational Tenure

Bu çalışma kurumun sunduğu kişisel gelişim olanaklarına ilişkin çalışanın deneyimlediği değer uyumunun işe adanmışlık üzerindeki etkisini incelemiştir. İş Talepleri ve Kaynakları Modeli ile Tükenmişliğin ve Adanmışlığın Aracılık Modeli’nden hareketle kurumun sunduğu kişisel gelişim olanaklarına ilişkin değer uyumunun işe adanmışlık ile eğrisel bir ilişki göstereceği ve Çekim-Seçim-Yıpranma Modeli’nden hareketle kurumdaki çalışma süresinin bu ilişkide düzenleyici rol oynayacağı ileri sürülmüştür. Çalışma verisi 204 beyaz yaka çalışandan toplanmış ve fark değişkeni oluşturularak gerçekleştirilen polinom regresyon analizi ve tepki yüzey analizinin sonuçları değer uyumu ile işe adanmışlık arasında eğrisel bir ilişki bulunduğunu göstermiştir. Kurumdaki çalışma süresi ise bu ilişkide düzenleyici rol oynamıştır. Kurumdaki çalışma süresi daha az olan çalışanların işe adanmışlık düzeyleri değer uyumundan daha fazla etkilenmiştir. Çalışma sonuçları, iş kaynaklarının yanı sıra bu kaynaklara ilişkin değer uyumunun önemini ve kurumdaki çalışma süresinin dikkate alınması gerekliliğini vurgulaması yönüyle önemlidir.This study examines the effect of person-organization value congruence regarding opportunities for personal development provided by the organization on work engagement. A curvilinear relationship between value congruence regarding opportunities for personal development and work engagement was hypothesized, building on the job demands-resources, mediation of burnout and engagement, and attraction-selection-attrition models. It was also hypothesized that organizational tenure would moderate the curvilinear relationship between value congruence and work engagement. Data were collected from 204 white-collar employees. Both difference score-based polynomial regression analysis and response surface analysis results provided support for the curvilinear value congruence – work engagement relationship. Moreover, as expected, organizational tenure moderated this relationship: the effect of value congruence on work engagement was stronger for employees with shorter tenure compared to those with longer tenure. Findings not only highlight the importance of value congruence regarding opportunities for personal development in work engagement, but also the role of tenure in this relationship