I Whistleblow As I Am a University Student: An Investigation on the Relationship Between Self-Efficacy and Whistleblowing

The purpose of this study is to reveal whether there is a relationship between university students' self-efficacy and whistleblowing levels. There are two facts which attribute authenticity to this study. The first is that there are only a limited number of studies in literature dealing with these two variables together. The other is the existence of a certain amount of findings. For instance, foreign literature (literature outside Turkey) asserts that these two variables are associated with one another. It is also claimed that general self-efficacy is the premise of internal whistleblowing. In fact, contrary to the perception, which is very common in Turkish culture, that "a person with high self-efficacy does not engage in whistleblowing for anyone", foreign literature suggests that university students with high selfefficacy are more inclined to whistleblow. In the study, selfefficacy is analyzed in general terms whereas whistleblowing is dealt with under the dimensions of internal whistleblowing, external whistleblowing, and indifference. In this sense, correlation analysis was conducted in order to reveal the relationship between variables, and regression analysis was conducted for the aspect of influence. The sample of the study covers 120 participants studying in Mersin University Erdemli School of Applied Technology and Business and Erdemli Vocational School. According to the analysis results, there are significant relationships between self-efficacy and whistleblowing. The sample of the study was limited to university students due to problems of time and cost and for the sake of making analysis on the sector of education

When Employees Engage In Workplace Incivility? The Effects of Role Ambiguity and Role Conflict

The current study aims to determine the relationships between role stressors and workplace incivility. Another aim of the study is to analyze the causal relationship between role stressors – role ambiguity and role conflict. Data were collected from 108 service sector employees. The analyses found that role conflict as a dimension of role stressors effect workplace incivility positively, and role ambiguity has no significant effect on workplace incivility. Results of the regression analyses it was found that role ambiguity has not any causal effect on role conflict

Does the Perceived Organizational Support Reduce Burnout? A Survey on Turkish Health Sector

OST (Eisenberger et al., 1986; Rhoades & Eisenberger, 2002; Shore & Shore, 1995) holds that the formation of POS is encouraged by employees’ tendency to assign the organization human like characteristics (Eisenberger et al., 1986; Rhoades & Eisenberger, 2002; Shore & Shore, 1995). Burnout is a reaction to stress and job-related demands in the work place (Raiger, 2005: 72; Halbesleben and Demerouti, 2005: 208; Lee et al., 201: 405; Salmela-Aro et al., 2009: 163; Oliviera et al., 2011: 177). Burnout is analysed in one composite general burnout measure consisting of three dimensions namely, emotional exhaustion, depersonalization and reduced personal accomplishment. Emotional exhaustion refers to the deplation of emotional resources of person. Depersonalisation refers maintaining a remote and negative attitude towards one’s collegues and disregard ind them. And lastly reduced personal accomplishment means considering oneself negative and inadequate in regard to job performance (Evers, et al., 2004: 132; Raiger, 2005: 72). The aim of this study was to examine the effect of perceived organisational support on burnout. Besides it was investigated the effect of perceived organisational support on the dimensions of burnout. Data were collected from 103 health workers who are working in a private older people health caring home. Maslach Burnout Inventory was used to assess the burnout level. To assess the perceived organisational support was used measure developed by Eisenberg et al., (1986)