The Effects of Self-Esteem, Virtuousness and Work Values on the Ethical Behaviors: An Empirical Study in the Hotel Industry

This study investigates the impact of self-esteem, virtuousness and work values on ethical behaviors. In literature, studies suggest that individual and organizational factors as an important determinant or precursor of ethical behaviors. However, there has been relatively little substantive research focusing on these issues. In this respect, significant findings have been collected as a result of a research conducted on 174 employees of ten hotel enterprises in Turkey. Based on the findings, significant relationships have been observed among self-esteem, virtuousness, work values and ethical behaviors. Accordingly, one of the dimensions of virtuousness and self-esteem affect ethical behaviors positively. Moreover, dimensions of work values such as influence and advancement, working relationships and financial & working conditions are found out to have effect on ethical behaviors

The Effects of Self-Esteem, Virtuousness and Work Values on the Ethical Behaviors: An Empirical Study in the Hotel Industry

This study investigates the impact of self-esteem, virtuousness and work values on ethical behaviors. In literature, studies suggest that individual and organizational factors as an important determinant or precursor of ethical behaviors. However, there has been relatively little substantive research focusing on these issues. In this respect, significant findings have been collected as a result of a research conducted on 174 employees of ten hotel enterprises in Turkey. Based on the findings, significant relationships have been observed among self-esteem, virtuousness, work values and ethical behaviors. Accordingly, one of the dimensions of virtuousness and self-esteem affect ethical behaviors positively. Moreover, dimensions of work values such as influence and advancement, working relationships and financial & working conditions are found out to have effect on ethical behaviors

A research determines the interaction among employee's prosocial organizational behaviors in hotel establishments

Bu araştırma, konaklama işletmelerinde işgörenlerin prososyal örgütsel davranışları arasındaki etkileşimin incelenmesi amacını taşımaktadır. Konaklama işletmelerinde hizmet süreçleri, işgören-işgören ve işgören-müşteri etkileşimine dayalıdır. Bu sebeple, konaklama işletmelerinde işgörenlerin prososyal örgütsel davranışları, işgören-müşteri; işgören-işgören etkileşimi çerçevesinde ele alınmıştır. Büyük bir konaklama işletmesinin ön hat çalışanlarının oluşturduğu örneklemden, anket yöntemiyle elde edilen veriler; faktör analizi, korelasyon analizi ve çoklu regresyon analizi yöntemleri vasıtasıyla değerlendirilmiştir. Araştırma bulgularına göre, araştırma kapsamındaki işletmede, işgörenlerin müşteri odaklı prososyal davranışları ile örgüt-işgören odaklı prososyal davranışları arasında anlamlı bir ilişki bulunduğu istatistiksel olarak kabul edilmiştir.This research investigates the interaction among employee’s prosocial organizational behaviors in hotel establishments. The service processes in hotel establishments based on among employee-employee and employee-customer interaction. Because of this reason, prosocial organizational behaviors of the employees in hotel establishments are examined within the framework of the interaction first between employee and customer and then between employee and employee. The data provided from a sample of the front line employees in a largescale hotel business are analyzed via factor analysis, correlation analysis and multiple regression analysis. According to the results, it is statistically supported that there is a relationship among employee’s customer – oriented and employee/organization – oriented prosocial service behaviors

The factors connected with the role of line managers in terms of human resource management practises in hotel establish ments

Bu çalısmada, konaklama isletmelerinde hat yöneticilerin insan kaynakları yönetimi (İKY) uygulamalarını yürütmeleri ile sahip oldukları istekleri, insan kaynakları yönetimi yetkinlikleri, zamanları, örgütsel destekleri, insan kaynakları yönetimi politika ve prosedürleri arasındaki iliski arastırılmaktadır. İstanbul’da faaliyet gösteren 16 otel isletmesinde çalısan hat yöneticilerin olusturduğu örneklemden anket yöntemiyle elde edilen veriler faktör analizi, korelasyon analizi ve regresyon analizi vasıtasıyla değerlendirilmistir. Elde edilen bulgular sonucunda, değiskenler arasında anlamlı iliskilerin var olduğu istatistiksel olarak kabul edilmistir.In this study, the relationship between implementation of line managers human resource management (HRM) practices and line managers having desire, competency of human resource management, organizational support, time, human resource management policies and procedures is investigated in hotel establishments. The data provided from a, sample of the line managers in 16 hotel establishments are analyzed via factor analysis, correlation analysis and regression analysis. According to the results, it is statistically supported that there is a significant relationships between the variables

An empirical research on relationship quality of work life and work engagement

Literature on Quality of Work Life (QWL) is limited and several studies commonly correlates with some variables but no study on QWL has associated with work engagement. This research investigates the association between quality of work life and work engagement. The objectives of this study are: (a) to investigate and determine relationships between QWL and work engagement; (b) to compare the work engagement of blue collar employees and white collar employees; (c) to compare the QWL perceptions of blue collar employees and white collar employees in a large sized Turkish marble firm toward this topic. In this context, study conducted in a marble factory in Burdur which is one of the greatest export firm of Turkey. Results showed that there was significant relations between dimension of QWL and work engagement. Accordingly; (a) QWL affect work engagement; (b) work engagement level of blue-collar employees differentiates from white-collar employees; (c) blue collar employees' perceptions of QWL differentiates from white collar employees. (C) 2012 Published by Elsevier Ltd. Selection and/or peer review under responsibility of Prof. Dr. Huseyin Arasl