Before and After Courage: Understanding Laypeople’s Most Courageous Actions and Emotional Dynamics

With an emphasis on the most audacious choices taken, this study investigates the connection between courage and emotions in individual decisions and behaviors. This study used semi-structured interviews with 45 people to examine how courage is perceived and the emotional dynamics that surround heroic deeds. Participants consider their most daring actions and the feelings they had both before and after the deed by answering three thought-provoking questions. The results indicate what kinds of incidents are thought to be the most daring in the lives of regular people. Qualitative content analysis also reveals the emotional journey of courage, exposing a spectrum of feelings from anticipation and dread to relief, pride, and success thereafter. These varied tales add to the body of knowledge on courage and emotions and provide insightful information for studies on decision-making, psychology, personal growth, and how emotions interact with courage in big life decision

Perceptions of Courage: An In-depth Examination of Lay People's Attributions toward Courage

This qualitative study aims to investigate the traits and factors influencing how 155 people in Türkiye perceive courage by relying on the Lay Theory of Courage. Data were gathered by asking participants to name the most courageous person they know and describe why they perceive that person as courageous. The collected data underwent content analysis. The results revealed that Mustafa Kemal Atatürk, the founder of the Turkish Republic, was the most frequently cited person as the most courageous, followed by family members, public figures, historical figures, self, generalizations (general figures), and acquaintances, respectively. Atatürk's courageous personality drove historic change, marked by unwavering commitment, remarkable achievements, and exceptional bravery. Participants view family members as courageous for various reasons, including resilience, sacrifice, moral choices, and pursuing dreams. Additionally, those who selected themselves as the most courageous do so because they confidently pursue their goals, make fearless decisions, and stand up to superiors in a system where self-reliance is essential. The study's findings provide insights into how courage is perceived in Turkish society and shed light on its symbolic meaning

LEADERSHIP STYLE AND ORGANIZATIONAL COMMITMENT: TEST OF A THEORY IN TURKISH BANKING SECTOR

The aim of this study is to explore the effects of leadership on organizational commitment in general and to question the role played by transactional and transformational leadership in improving organizational commitment of branch employees. The study is designed to develop and test a structural equation model of the relationship between transactional and transformational leadership styles and the organizational commitment of banking staff. Data were collected from 242 offices of Halkbank in Turkey, and 2454 branch employees from different branches of Halkbank participated in the study. The results are consistent with previous studies and it can be said that leadership has a substantial incremental effect on organizational commitment. It was found that transformational leadership helps increase organizational commitment of the employees.Transactional and Transformational Leadership, Organizational Commitment, Structural Equation Model

Time to Choose: Preference for Gains/Losses in Multiple Time Periods of University Students

Time, as a physical, psychological, and social phenomenon today, deserves, beyond doubt, much more than current researches. When we consider current studies, it is seen that likening, which is accepted between money and time, is still effective in the studies related to time which have been conducted. Within this context, although time, as a multilateral subject, necessitates different approaches from different disciplines, when the subject is considered from time to time within the framework of perception of people, there are few researches on whether people regard time different from money when faces with gains and losses. As hypothesis in this study, whether people who have high motivation of obtaining use of long-term discretionary uninterrupted time try to organize the time required for their activities which are non-discretionary (obligatory) or they tend to integrate a couple of obligatory activities was experimented. As a result, people tend to integrate their multiple money gains and losses rather than to segregate them. Such case is not compatible with hedonic editing theory which defends the reverse for multiple money gains and losses. The proposition of the research was supported with four studies which were conducted with the participation of 205 senior students by following methodology in the study conducted by Chang and Chang (2013). In the first experiment, it was tried to be understood how people chose one day off in addition to Saturday and Sunday. Similarly, in three consecutive studies, participants were given different scenarios and it was tried to be determined respectively how they made a choice for a break, which days in a week they chose for the duties to be performed and how they met their two-part time loses. It is considered that findings of the study may contribute to increasing managing effectiveness of today’s employees, whose intellectual level is high, who perceive time as an essential element in balancing work and family life. Keywords: use of time, the perception of time, time gain and loss

An exploratory research on performance feedback

Bir insan kaynakları fonksiyonu olan performans yönetiminin en hassas faaliyeti performans değerlendirmedir. Performans değerlendirmede ise performansa yönelik geri bildirim verilmesi adeta bu sürecin yumuşak karnıdır. Bu çalışma ile performans geri bildirimine yönelik keşfedici nitel bir araştırma yapılarak, insan kaynakları yöneticisi, hat yönetici ve yönetici olmayan toplam 89 katılımcı ile yapılan yarı yapılandırılmış mülakatla, yönetici ve çalışanlar açısından performans görüşmelerinin etkili yapılmamasının nedenleri, çalışanların performanslarına ilişkin farkındalık durumları, daha iyi bir performans geri bildirimi verebilmek için nelerin yapılması gerektiği araştırılmıştır. Elde edilen veriler içerik analizine tabi tutulmuş ve araştırma konularına ilişkin oluşturulan alt kategoriler belirlenmiştir.The most sensitive activity of performance management - one of the human resource management’s function - is the performance evaluation. Performance feedback is the achilles' heel of performance appraisal. In this study, by following the steps of exploratory qualitative research, the data was collected via semi-structured interviews that were conducted on 89 participants, including human resources manager, line manager and non-executives. The participants were asked to explain the reason for not conducting effective performance interviews, the unawared knowledge of the employees’ performance, and the factors that may increase the effectiveness of the performance feedback. The gathered data were subjected to content analysis and the categories and sub-categories related to the research subjects were determined.No sponso

Human resources managers’ evaluation toward the problems, solutions, and effectiveness of performance appraisal systems

Performans değerlendirme insan kaynakları faaliyetlerinde kritik ve önemli bir yere sahiptir. Performans değerlendirme sistemlerinin organizasyonlarda yürütülmesinden teknik olarak birinci derecede sorumlu olan insan kaynakları yöneticilerinin, performans değerlendirme sistemlerinin işleyişine ilişkin görüş ve değerlendirmelerinin bilinmesi bu sistemin etkinliğinin arttırılması için bir gerekliliktir. Yapılan bu çalışma, 50 ayrı şirketteki insan kaynakları yöneticilerinin performans değerlendirme sistemi sorununa, çözümüne ve etkinliğine yönelik görüşleri alınarak, nitel araştırma yöntem ile analiz edilmiştir. Elde edilen bulgulardan yararlanılarak, konuyla ilgili çalışan akademisyenlere ve insan kaynakları yöneticilerine tavsiyelerde bulunulmuştur.Performance evaluation plays a critical and important role in human resources activities. Detecting the thoughts and evaluations of the human resources managers -who are technically responsible for the execution of performance evaluation systems in organizations- about performance appraisal systems is a necessity to be able to increase the efficiency of performance appraisal systems. In this study, the evaluations of the human resources managers from different 50 companies, regarding the problem, solution and effectiveness of the performance appraisal system are analyzed by qualitative research method. Based on the findings, the suggestions for the academics and human resources managers are discussed.No sponso

Perceptions of Courage: An In-depth Examination of Lay People's Attributions toward Courage

This qualitative study aims to investigate the traits and factors influencing how 155 people in Türkiye perceive courage by relying on the Lay Theory of Courage. Data were gathered by asking participants to name the most courageous person they know and describe why they perceive that person as courageous. The collected data underwent content analysis. The results revealed that Mustafa Kemal Atatürk, the founder of the Turkish Republic, was the most frequently cited person as the most courageous, followed by family members, public figures, historical figures, self, generalizations (general figures), and acquaintances, respectively. Atatürk's courageous personality drove historic change, marked by unwavering commitment, remarkable achievements, and exceptional bravery. Participants view family members as courageous for various reasons, including resilience, sacrifice, moral choices, and pursuing dreams. Additionally, those who selected themselves as the most courageous do so because they confidently pursue their goals, make fearless decisions, and stand up to superiors in a system where self-reliance is essential. The study's findings provide insights into how courage is perceived in Turkish society and shed light on its symbolic meaning

Military ethics

Yabancı yazında özellikle son yıllarda oldukça ilgi gören askeri etik konusu, yerli yazında yeterince araştırılmayan bir konu olarak karşımıza çıkmaktadır. Özellikle son yıllarda, artarak yaşanan askeri güç kullanımı, askeri etiğe farklı bir önem verilmesini ve bu konuda araştırmalar yapılmasını daha da gerekli kılmaktadır. Yapılan bu çalışmada, askeri etik konusu üzerine genel bir inceleme yapılarak, askeri etikten ve dolayısıyla savaş etiğinden, ne anlaşıldığını ve bu konuda ilgili literatürde hangi konulara ağırlıklı olarak yer verildiği incelenmiştir. Bu kapsamda, askeri etiğin kapsamı, ahlak ve etik, etik teoriler, sivil asker ilişkisi, askeri değerler ve toplumun değerleri, zorunlu askerlik, insani müdahale, pozitif ayrımcılık, ordu ve medya ve savaş etiğinin tipolojisine değinilmiştir. Yapılan bu çalışmanın askeri etik ve savaş etiği konusunda araştırma yapan bundan sonraki araştırmacılara katkı sağlayacağı değerlendirilmektedir.Even if the military ethics has appeared as an interested subject in the international literature in recent years, it has not been adequately researched in the national literature. The increasing usage of military power in recent years in the world needs to attach importance to military ethics and also as well as the studies on it. In this study, an overview investigation of military ethics has been made and tried to clarify what should be understood from military ethics as well as war ethics and which subjects have been included in the related literature. In this regard, the topics of moral and ethics, ethical theories, civil-military relation, military values and values of society, compulsory military service, humanitarian intervention, positive discrimination, and typology of war ethics were mentioned. It is evaluated that the study will contribute to proceeding studies on military ethics and war ethics.No sponso

Does employees' psychological capital buffer the negative effects of incivility?

Purpose – Workplace relationship has widely been recognized as an important factor to shaping employees’ workplace experience. Workplace incivility, a low-intensity form of deviant behavior, is deemed to have an adverse effect on both businesses and their employees. However, the role of individuals’ positive psychology in buffering the adverse effects of workplace incivility remains unclear even though social stressors like incivility are prevalent among Jordanian heath care workers. Applying the conservation of resources (COR) theory and social exchange theory (SET), the purpose of this paper is to investigate the relationship between coworker incivility and psychological distress as moderated by psychological capital (PsyCap). Design/methodology/approach – Survey data were collected from a sample of Jordanian health workers and a structural equation modeling technique was utilized. Findings – The findings show that coworker incivility predicts higher levels of psychological distress, and employee PsyCap moderates the link between incivility and psychological distress. Originality/value – Although research concerning the link between incivility and unwanted work or personal outcomes has been established, studies examining the variables that can buffer these effects are largely lacking. This study fills this void in the literature. The implications for practice and theory are discussed.No sponso

The Indirect Effect of Organizational Prestige on the Effect of Organizational Trust and Organizational Support on Organizational Identification

It is assumed that the employees who manage to integrate with their organizations receive the required support and protect the reputation of their company by believing that this support could be maintained. In this study it is aimed to determine the effect of organizational trust and organizational support on organizational identification and whether there is an indirect effect of organizational prestige on this effect. Cummings, and Bromiley’s organizational trust inventory (1996), Eisenberger, Huntington, Hutchison, and Sowa’ (1986) organizational support and Mael and Ashforth’s (1992) organizational identification and organizational prestige scales are used in the survey carried on 191 participants working in the electronics sector. Cronbach’s Alpha Coefficients showed that the scales are found highly reliable; organizational trust scale is verified with its 3-factor structure and the other scales with their single factor structures. As a result of the analyses done by structural equation model it is determined that organizational trust and organizational support have direct effect on organizational identification and organizational prestige. It is also determined that organizational prestige has no indirect effect on the relationship between organizational trust, organizational support and organizational identification. The results are thought to contribute to future studies. Keywords: organizational trust, organizational support, organizational identification, organizational prestige