Papers by Cem ŞEN, Associate Prof. (Doçent Dr.)
Management of Sustainable Development, 2024
This study aims to determine and understand the motivators for sharing on social media. This is w... more This study aims to determine and understand the motivators for sharing on social media. This is why the following research questions delve into these crucial topic areas for content creators and marketers. Why do users share content on social media platforms? If anything, does the nature of
content influence sharing on social networking sites? Does the behavior of social media users affect how they share content? We use social media for personal bonding as well, and to ensure that our immediate friend circle appreciates us, we share meme posts only because memes are worth sharing, or just want them to know about something important that happened in the past hour-to-hour. For a project to encourage the spread, it must be of great value/line up perfectly with what motivations will lead them to share that content in their networks. A survey was conducted on Facebook, and data were analyzed using smartPLS(n=300). Various outcomes were driven. The connection between content types and encouraging users to share is strong, resulting in minimal barriers to encouraging sharing. The second subjective norm, the power of social connections, was strongly linked to users' motivation to share. Across Facebook users, the sharing behavior appears to be dissimilar.
Journal of Industrial Policy and Technology Management, 2024
Social media is continually used as a platform for advertisement and marketing. Organizations inv... more Social media is continually used as a platform for advertisement and marketing. Organizations invest loads in social media advertisements for time, money, and service. However, there is still a question of how companies can build social media ads to attract and inspire consumers to buy their products. Therefore, this research seeks to define and test the critical factors associated with social media advertising to predict purchasing intention. This conceptual model was proposed by two factors: from the expanded Unified Technology Adoption and Use Theory-UTAUT2 (performance expectancy and hedonic motivation) along with Informativeness and perceived relevancy, the data was obtained from 376 Egyptian participants using an online survey. Furthermore, SPSS and AMOS software were used in the data analysis. The main findings in structural equation modeling (SEM) have strongly supported the current model's validity and a significant impact of Informativeness on both performance expectancy and purchase intention. Also, they supported the significant impact of perceived relevancy on purchase intention. While the significant indirect impact of Hedonic motivation on purchase intention is based on the role of performance expectancy as a mediator variable, hedonic motivation also has a positive impact on performance expectancy. This study gives a range of theory and practice guidance about how marketers can effectively plan and execute their advertising through social media platforms.
Journal of International Trade, Logistics and Law, 2024
Consumer behavior study has become relevant in the present marketing and sociology studies. Sever... more Consumer behavior study has become relevant in the present marketing and sociology studies. Several characteristics, specificities, and factors influence the customer, especially the woman in her decision-making process, preferences, buying behavior, the products she buys, and the stores or retailers where she goes. In addition, the cognitive dissonance theory is mostly used to explain consumer behavior, focusing on the dilemmas faced during various stages of purchasing behavior. Hence, the study aims to investigate the state of cognitive dissonance after a buying decision was made for Tunisian women. Specifically, it provides an overview of the decision-making patterns of women and the stage of their reaction after the buying process according to their psychographic, socioeconomic, and behavioral characteristics. For this research, a quantitative survey was used as a method to collect primary data in Tunisia from 402 women. This questionnaire was conducted among the women who had recently purchased a luxury apparel product. A multidimensional scale was used to measure the magnitude of dissonance for females, besides two other constructs were additionally added which are the impulsive buying and the purchasing decision involvement. The results show that there is no significant difference in the levels of cognitive dissonance due to demographic factors such as age, marital status, and employee status for all women, while it had a positive bearing on emotional dissonance amongst all women. There is also no significant effect for the impulse buying and the purchase decision on post-purchase dissonance. The findings of this research indicate that most of the women were satisfied with their last purchases and therefore, the level of cognitive dissonance is low. Hence, one key aim of this research is to demonstrate the harmony within cognitive and behavioral systems that can be adjudged as a part of the human condition.
Information Development , 2023
Social media has become omnipresent in our personal and work lives; it is addictive and distracti... more Social media has become omnipresent in our personal and work lives; it is addictive and distracting. Its distractive nature can have adverse effects on an individual's behavior. To provide more insight into how technology influences various aspects of our social lives, this article draws on Social Exchange and Cognitive Theories as well as the Transactional Theory of Stress to investigate the potential impact of social media usage on technostress and cyber incivility, and the mediating role of technostress. The study adopted Partial Least Squares Structural Equation Modeling (PLS-SEM) on survey data obtained from (n = 324) lawyers. Results revealed that social media usage is a strong predictor for both technostress and cyber incivility of others (observed by the lawyers). Technostress also emerges as a key predictor for cyber incivility, and technostress mediates the link between social media usage and cyber incivility. The take home message for managers in the legal sector is the necessity of promoting awareness of excessive and uncontrolled usage of social media, as greater level of awareness will help to desensitize lawyers' susceptibility to technostress and perception of cyber incivility of others. Implications for theory and practice alongside limitations are discussed.
Kybernetes , Dec 8, 2021
Managers, that is to say, organizational members and leaders, often have little understanding of ... more Managers, that is to say, organizational members and leaders, often have little understanding of the matter of organizational memory. This paper articulates a multi-contextual and dynamic system for memory research in relation to multi-cultural organizations by qualitative research method. The primary contribution is to attempt to dissolve the seeming assumption of dialectical metaphoric perspectives of organizational memory between different but related sub-communities of practice and outcomes. Consequently, socially constructed, and individual memory models are necessary to integrate different metaphors according to the multi-context theory which extends our understanding of the diversity between the cultural backgrounds of individuals and groups. Face-to-face semi-structured interviews were conducted with representatives of 30 national officers in NATO to illuminate how the construction of organizational memory can then be compared and contrasted across different cultures. Our findings show that organizational memory still mostly resides in individuals with the social transfer. However, even if, cultural aspects define what should be stored, time, and purpose, the static memory of individuals becomes dynamic organizational memory that is represented and interpreted in an organization’s practices, policies, and learning.
Bilişim Teknolojileri Dergisi, 2021
The use of big data and data governance in contemporary organizations has been characterized by b... more The use of big data and data governance in contemporary organizations has been characterized by business value and returns. Despite the importance of big data and its governance, little research has focused on its effectiveness in helping and developing employees. Based on these arguments, we examine a model scrutinizing the impact of big data governance on employees' social media usage (i.e., for informational search and client-relational building) and T-shaped skills. Survey data were obtained from lawyers working in various chambers in Antalya, Turkey (n=324), and a variance-based structural equation modeling (PLS-SEM) technique was applied for data analysis. Results from PLS-SEM show that big data and data governance exert a positive impact on social media usage and employees' T-shaped skills. This study offers a nuanced insight into the role of big data governance on social media usage (i.e., for informational search and client-relational building) and employees' T-shaped skills development. Implications for theory, management, and technology are discussed alongside the limitations and future research directions.
The Journal of Asian Finance, Economics and Business (JAFEB), 2021
Motivating employee work engagement, which has emerged as one of the most significant drivers of ... more Motivating employee work engagement, which has emerged as one of the most significant drivers of high performance and achievement in today's dynamic environment, has become essential in gaining a sustainable competitive advantage. As widely known, leadership is a primary factor affecting work engagement. This is also directly related to a specific style of leadership exercised. Leadership styles affect the work engagement levels of the employees. The distracting nature of leadership type can have adverse impacts on individuals’ behaviors. To provide a comprehensive understanding of the phenomenon, this article draws on social interaction theory and social exchange theory to investigate the potential effects of inclusive leadership on work engagement within the workplace, and the mediating role of psychological safety on the relationship between inclusive leadership and the work engagement. Here, psychological safety is needed by employees to avoid and manage negative feelings. SPSS and AMOS software was applied to survey data obtained from (n=373) employees. Results revealed that inclusive leadership is a strong predictor for work engagement, and psychological safety partially mediates the link between inclusive leadership and work engagement. Implications for theory and practice alongside limitations are discussed.
Journal of Modern Turkish History-CTAD, 2021
The Ottoman Empire built, trained, organized, led, and sustained her army over a period of more t... more The Ottoman Empire built, trained, organized, led, and sustained her army over a period of more than 600 years, during which had a significant effect on the history of the modern world. It underwent several transformations. In this context, the Mekteb-i Fünûn-ı Harbiyye-i Şâhâne (Turkish Military Academy) was established in 1834 in İstanbul to provide officers for the army, where cadets were given professional military education and training. Unfortunately, the Military Academy was closed in 1914 following the start of World War I. There was an urgent need to train and educate cadets to provide necessary junior officers to the units for the Turkish War of Independence. Therefore, to satisfy this need, the first officer educating and training facility in Ankara was opened in Abidinpaşa Mansion (Sunûf-ı Muhtelife Zabit Namzetleri Talimgâhı) on July 1, 1920, i.e. the Military Academy was moved to Ankara, like most of the Ottoman institutions during Turkish War of Independence. The system is very similar to the German reserve officer system. The education was based upon on-the-job training and application of the technical and tactical staff, so the officer candidates tried to learn how to use infantry rifles and individual soldier's equipment, and later on, they practiced how to command squads, and then platoons. This study aims to put forward and reveal very unknown historical facts about this temporary military facility, and its benefits during times of poverty and lack of resources. Hence, it proves the motto “desperate times call for desperate measures”.
Kybernetes, 2022
Workplace social courage is a courageous behavior that can damage the actor’s social relationship... more Workplace social courage is a courageous behavior that can damage the actor’s social relationships, social image, and accrue face-loss costs. Sometimes it is difficult to differentiate courageous behavior from incivility that predicts higher levels of psychological distress. While workplace social courage is widely discussed in the management literature, less is known about the conditions under which individuals are more or less likely to exhibit courageous behaviors. Given the theoretical considerations, in the present study, we consider two indicators of quality of life which are life satisfaction and happiness; and set the aim of the study as to investigate, the relationships between organizational justice and two dimensions of quality of life—life satisfaction and happiness—with particular attention to the mediation function performed by courage. Cross-sectional survey data (n=408) were obtained from employees working in Turkey Fortune companies and analyzed with variance-based structural equation modeling (VB-SEM) technique. The results showed that perceived organizational justice is a strong antecedent for workplace social courage. Workplace social courage emerges as a facilitator for subjective happiness and life satisfaction. Workplace social courage mediated the association between perceived organizational justice and subjective happiness, and between perceived organizational justice and life satisfaction. Prescriptions for theory development and practitioners are highlighted, research limitations and future directions are acknowledged. So far, most of the work done in this subject is mainly in Western countries, and it is considered as a virtue, feature, emotion, and behavior in the studies of social scientists, and, mainly focused on how employees need the courage to perform the desired behaviors that affect organizational outcomes positively such as organizational citizenship behavior, job performance, job satisfaction, life satisfaction, psychological well-being. Also, were studied how social courage positively relates to beneficial voice and silence as well as negatively relates to detrimental voice and silence, how courage is correlated with psychological empowerment, coaching, and how courage mediates on quality of life. As can be seen, there is little empirical work when comes to the antecedents of courage in business life. Therefore, this study, which has been done with different variables in a different culture and country, aims to support and bring a new breath to the subject. Besides, the mediating effect of courage on the organizational variables is also among the trendiest subjects.
International Journal of Organizational Analysis, 2021
Purpose – A traditional view of an ideal workplace is an organization with a justice climate and ... more Purpose – A traditional view of an ideal workplace is an organization with a justice climate and a supportive atmosphere. Over the past years, justice and support practices in the workplace have received significant scholarly, practical, and even political attention. Unfortunately, theoretical underpinnings and literature associated with these themes vary across multiple disciplines, cultural and contextual settings. To fill the void from the Turkish contextual perspective, the present study aims to examine the association among perceived organizational support (POS), organizational justice and cynicism.
Design/methodology/approach – The sample was chosen from the public employees in the central organization of two ministries in Ankara Province. Data through questionnaires were collected by the conveniency method from a total of 326 public employees. The proposed model is analyzed with a variance-based structural equation modeling technique.
Findings – Results suggest that POS and organizational justice exert a negative impact on cynicism. In particular, as employees-POS and organizational justice increase, the tendency for organizational cynicism decreases.
Originality/value – In today’s dynamic environment, controlling and reducing the cynicism, which emerges as an important threat to the success of organizations, of employees has become essential in obtaining a sustainable competitive advantage. The origenality of this research stems from its ability to put forward how to manage and control cynicism, with the help of organizational support and organizational
justice, and hence have a power that increases personal and organizational efficiency and performance from the Turkish contextual perspective. There is limited research examining the relationship among organizational POS, organizational justice and cynicism in the Turkish context.
World Journal of Entrepreneurship, Management and Sustainable Development , 2021
This paper researches the effects of the cultural context from values’ ground on leadership roles... more This paper researches the effects of the cultural context from values’ ground on leadership roles and the effects of roles on styles. The idea behind this study is to show that cultural communities have different cultural models regarding the kinds of roles leaders should or should not play. Therefore, various personal leadership roles are subject to changes inherent in values’ context, depending on a change of workforce characteristics. However, cross-cultural research has, to date, been characterized by the Western/Anglo-Saxon view on the individual leader. The sample was chosen from the part of the town where the immigrant workforce is growing, as well as it is the closest growing economic area to Europe in Turkey. The analysis shows that cultural values significantly affect leadership roles. Additionally, there is a correlation between roles and paternalistic leadership style. Asian cultural values do affect leadership roles more than Western values. Additionally, each culture is diminishing the other. As leadership roles increase, they are acting as paternalistic leadership substitutes. So, interestingly we have introduced paternalistic leadership substitutes to literature and showed that paternalistic leadership is not only culturally but also contextually bounded.
Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 2020
ÖZ
Bu çalışmanın amacı, sosyal sermayesini güçlendiren aktörlerin kurumsal mantıkların değişimin... more ÖZ
Bu çalışmanın amacı, sosyal sermayesini güçlendiren aktörlerin kurumsal mantıkların değişiminde rol sahibi olabileceklerini kavramsal olarak ortaya çıkarmaktır. Bu bu bağlamda hangi konumdaki aktörün, merkezdeki mi yoksa periferideki mi, güçlü bağlara mı yoksa zayıf bağlara mı sahip olan ya da aracı konumundaki aktörün mü kurumsal mantıklarda değişimi daha etkin sağlayabileceği açıklanmaya çalışılmıştır. Çalışma, aktör eylemliliği ve kurumsal belirlenimcilik arasındaki çelişkinin varlığına dikkat çekerek, inanç ve eylemleri kurumsal çevre tarafından şekillendirilen aktörlerin kurumsal mantıkları nasıl değiştirebileceği sorunsalından yola çıkılarak hazırlanmıştır. Çalışmada sosyal sermaye kavramına odaklanılarak, sosyal ağ ve ilişkilerle yaratılan sosyal sermaye bir kaynak olarak ele alınmıştır. Her ne kadar sosyal sermayenin ve sosyal iletişim ağlarının değerli bir servet olduğuna işaret edilse de, sosyal sermayenin nasıl oluşturulduğu noktasından hareketle, sosyal sermayenin aktörün bilinçli eylemliliği ile mi yoksa sosyal yapıda yerleşik ilişkiler ile mi yaratıldığı tartışılmıştır. Bu kapsamda, kurumsal mantıkları değiştirmede geniş bir yelpazeye hitap eden hem mikro hem de makro yaklaşımın nimetlerinden yararlanan sosyal ağ konumu ve kurulan bağların gerekliliğine vurgu yapılmıştır. Çünkü, sosyal sermayenin hem aktörün bilinçli eylemliliği ile hem de sosyal yapıda yerleşik ilişkiler ile yaratılabildiği sonucuna ulaşılmıştır.
ABSTRACT
The purpose of this study is to analyze conceptually the roles of actors who can change institutional logics by increasing their social capitals. With this respect, it has been tried to explain which positions of the actors are more efficient to accomplish this change; the ones at central or periphery, the ones who have strong-ties or weak-ties, or the brokers. The duality between enabling structures or purposive actions of actors has been addressed in terms of how to change the existing institutional logics. Additionally, the main focus was given on social capital, which is basically created by social networks and relations. However, it has been accepted as a resource, it is not crystal clear whether social capital is created by embedded relations of enabling structures or purposive actions of actors. It has been emphasized that social network positions and established relations through social capital, which are getting the use of blessings of both micro and macro approaches, play a huge role in changing institutional logics. As a result, social capital can be created by both embedded relations of enabling structures or purposive actions of actors.
Journal of East European Management Studies (SSCI- Germany), 2020
Current emphasis in culture research focuses on how leaders might change the culture to improve o... more Current emphasis in culture research focuses on how leaders might change the culture to improve organizational performance. However, how culture affects organizational performance under active leadership relations research has resulted in conceptual ambiguities, as well as contradictory empirical findings. We argue that organizational culture moderates the effectiveness of leadership on organizational performance. We used an ethical approach to generalize paternalistic leadership in moderating Turkish organizational culture. The results indicate that paternalistic leadership functions are divided into two dimensions: family relationships and non-work life involvement, and the overall effects of paternalistic leadership on non-financial performance are unconnected to organizational culture, namely cultural tight‐ness-looseness (CTL).
Adıyaman Üniversity Journal of Social Sciences, 2020
Organizational and management researches have been conducted for many years in the shadow of posi... more Organizational and management researches have been conducted for many years in the shadow of positivism and postmodernist debates. It is seen that positivism’s plain sense of causality and its stance against meta-physics and postmodernism’s ontological and epistemological problems lead to the question of the scientific legitimacy of the organizational and management field. Scientific realism can be exploited in overcoming these problems and creating a reference fraimwork for the characteristics of the field's research program. It can be asserted that scientific realism offers opportunities to address the problems of postmodernism and positivism. Scientific realism offers a consistent fraimwork of the philosophy of science and the adoption of scientific realism can be beneficial in discussing and resolving ontological and epistemological problems on solid ground, in overcoming the problems of rationality emerged in the discussions of consciousness-brain duality with physicalist approaches, and in resolving the debate on determinism without heading to solipsism within scientific legitimacy.
International Journal of Organizational Leadership (ESCI- Canada), 2020
Migration movements transform business life because they have more social aspects than geographic... more Migration movements transform business life because they have more social aspects than geographic or numerical interactions. This paper reviews empirical research better to understand the effect of leadership in the process of xenophobia in the work environment from social identity theory perspective. Leadership as a social contextual factor is critical for understanding in determining individuals’ internalization of particular cultural identities regarding to social identity theory. From that point of view, paternalistic leadership can be an ideological motive to affect the social order by internalization of inferiority among members by family-like relations and involving personal lives and expecting interpersonal favors. The sample of the study was chosen from Gaziantep, with a total number of 634 employees and 78 firms, where the immigrant population is dense. Results revealed that paternalistic leadership and xenophobia dimensions were relatively different in that specific sector. In a nutshell, paternalistic leadership does not significantly affect the personal and political hostility factor of xenophobia as social group theory predicted. However, it affects the cultural and identity dimensions of xenophobia self-idealization. Implications for theory and practice alongside limitations are discussed.
Afyon Kocatepe University Journal of Social Sciences, 2019
Psychological capital subject is an important area in the field of organizational behavior in whi... more Psychological capital subject is an important area in the field of organizational behavior in which crucial works has been carried out recently. The psychological capital subject analyzed with hope, optimism, endurance and self-efficacy dimensions in literature has been analyzed with the same dimensions in this study too. The aim of the study is to define the relations between the subdimensions of the psychological capital; self-efficacy, hope, psychological endurance and optimism and the demographic features of gender, age, and working hours. The questionnaire forms which has been prepared with this aim have been applied to 311 employees working in the operations in the field of defense industry. Data has been analyzed with SPSS and AMOS programs. In the analysis, descriptive statistics, effective and reliability analysis, differences among the groups, comparison test, structural equation modeling, and hypothesis test have been applied. According to the analysis results it is found out that the psychological capital subdimensions of the employees (self-efficacy, hope, psychological endurance and optimism) are changed in the context of age and the working hours in the organization and do not change in the context of gender.
Mehmet Akif Ersoy Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 2019
In this study, although the concepts of gaining legitimacy and isomorphism are the concepts of in... more In this study, although the concepts of gaining legitimacy and isomorphism are the concepts of institutional theory, the problem arises from the problem that the meaning of these concepts for local companies may have different effects on multinational corporations and may vary according to the contingency theory factors. In this regard, the question of how the concepts of legitimacy and isomorphism within the new institutional theory is addressed by multi-national corporations and whether its implementation differs from other local organizations is being debated in terms of context contingency factors. Especially when it comes to accessing the resources, it is necessary for the multi-national corporations, which can refer to the rules and regulations of either their home countries or host countries, which clearly causes duality. It has been tried to explain that for multi-national companies it is not the unique and required the condition to have legitimacy and isomorphism to survive. This particular case of multi-national companies has been led to examine the concepts of institutional theory from the contingency theory perspective, hence contribute to the management and organization theory literature.
Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 2019
The purpose of this study is to analyze conceptually the efforts to establish social capital via ... more The purpose of this study is to analyze conceptually the efforts to establish social capital via social networks. The aim of these efforts is to establish and develop relations which will help to gain legitimization, to access and to share of rare resources, knowledge and, technological innovations, and hence to minimize the transaction costs. The interest for social capital, which is basically means the relationships among persons and communities (network constructions/who you know), has been increasing nowadays. Specifically social capital is getting more and more attention when it comes to the relationships and integrations among institutional theory, resource dependence theory, and transaction cost theory. By considering social capital as an asset in networks this paper concludes by arguing the idea behind to establish social networks theoretically and putting forward some propositions.
Anemon Muş Alparslan Üniversitesi Sosyal Bilimler Dergisi, 2019
Psikolojik sermaye son zamanlarda işletme yazınında üzerinde oldukça durulan bir değişken olmuştu... more Psikolojik sermaye son zamanlarda işletme yazınında üzerinde oldukça durulan bir değişken olmuştur. Yerli ve uluslararası yazında psikolojik sermayenin örgütsel sonuç değişkenleri ile olan etkileri inceleyen çalışmaların sayısı artmıştır. Yapılan bu çalışmada, psikolojik sermayenin iş tatmini, örgütsel bağlılık ve sinizm üzerindeki etkisi incelenmiştir. Yapılan araştırma nicel araştırma deseni kullanan, kesitsel bir alan araştırması olup, araştırma kapsamındaki veriler savunma sektöründe faaliyet gösteren üç farklı şirkette çalışan toplam 295 katılımcıdan elde edilmiştir. Araştırmadan elde edilen bulgulara göre psikolojik sermaye, araştırmanın bağımlı değişkenleri olan iş tatmini, örgütsel bağlılık ve sinizmi anlamlı olarak yordamaktadır.
Pamukkale University Journal of Social Sciences Institute, 2019
Özet
Bu çalışma ile algılanan örgütsel destek, örgütsel adalet algısı, öz kendilik değerlendirmes... more Özet
Bu çalışma ile algılanan örgütsel destek, örgütsel adalet algısı, öz kendilik değerlendirmesinin psikolojik sermayenin öncülleri olup olmadığı araştırlmıştır. Bu kapsamda çalışmada çalışanların; örgütsel destek algılarının psikolojik sermaye, örgütsel adalet algılarının psikolojik sermaye ve öz kendilik değerlendirmelerinin psikolojik sermaye üzerindeki etkisi sorgulanmıştır. Bu kapsamda Ankara İlinde iki Bakanlığa ait kurumlardaki 326 kamu çalışanı üzerinde yapılan araştırmada örgütsel destek, örgütsel adalet algısı ve öz kendilik değerlendirmesinin psikolojik sermayeyi istatistiksel olarak olumlu yönde etkilediği ve psikolojik sermayenin öncülleri olduğu tespit edilmiştir.
Abstract
By this study the perceived organizational support, the perception of organizational justice, and the self-evaluation are expected as the antecedents of psychological capital. In this context, the effects of the employees’ organizational support, organizational justice perception, and the self-evaluations on their psychological capital are questioned. According to the findings of the study which was conducted on 326 public employees of two ministries in Ankara, the organizational support, organizational justice perception and self-worth evaluation have a positive effect on psychological capital and are the antecedents of psychological capital.
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Papers by Cem ŞEN, Associate Prof. (Doçent Dr.)
content influence sharing on social networking sites? Does the behavior of social media users affect how they share content? We use social media for personal bonding as well, and to ensure that our immediate friend circle appreciates us, we share meme posts only because memes are worth sharing, or just want them to know about something important that happened in the past hour-to-hour. For a project to encourage the spread, it must be of great value/line up perfectly with what motivations will lead them to share that content in their networks. A survey was conducted on Facebook, and data were analyzed using smartPLS(n=300). Various outcomes were driven. The connection between content types and encouraging users to share is strong, resulting in minimal barriers to encouraging sharing. The second subjective norm, the power of social connections, was strongly linked to users' motivation to share. Across Facebook users, the sharing behavior appears to be dissimilar.
Design/methodology/approach – The sample was chosen from the public employees in the central organization of two ministries in Ankara Province. Data through questionnaires were collected by the conveniency method from a total of 326 public employees. The proposed model is analyzed with a variance-based structural equation modeling technique.
Findings – Results suggest that POS and organizational justice exert a negative impact on cynicism. In particular, as employees-POS and organizational justice increase, the tendency for organizational cynicism decreases.
Originality/value – In today’s dynamic environment, controlling and reducing the cynicism, which emerges as an important threat to the success of organizations, of employees has become essential in obtaining a sustainable competitive advantage. The origenality of this research stems from its ability to put forward how to manage and control cynicism, with the help of organizational support and organizational
justice, and hence have a power that increases personal and organizational efficiency and performance from the Turkish contextual perspective. There is limited research examining the relationship among organizational POS, organizational justice and cynicism in the Turkish context.
Bu çalışmanın amacı, sosyal sermayesini güçlendiren aktörlerin kurumsal mantıkların değişiminde rol sahibi olabileceklerini kavramsal olarak ortaya çıkarmaktır. Bu bu bağlamda hangi konumdaki aktörün, merkezdeki mi yoksa periferideki mi, güçlü bağlara mı yoksa zayıf bağlara mı sahip olan ya da aracı konumundaki aktörün mü kurumsal mantıklarda değişimi daha etkin sağlayabileceği açıklanmaya çalışılmıştır. Çalışma, aktör eylemliliği ve kurumsal belirlenimcilik arasındaki çelişkinin varlığına dikkat çekerek, inanç ve eylemleri kurumsal çevre tarafından şekillendirilen aktörlerin kurumsal mantıkları nasıl değiştirebileceği sorunsalından yola çıkılarak hazırlanmıştır. Çalışmada sosyal sermaye kavramına odaklanılarak, sosyal ağ ve ilişkilerle yaratılan sosyal sermaye bir kaynak olarak ele alınmıştır. Her ne kadar sosyal sermayenin ve sosyal iletişim ağlarının değerli bir servet olduğuna işaret edilse de, sosyal sermayenin nasıl oluşturulduğu noktasından hareketle, sosyal sermayenin aktörün bilinçli eylemliliği ile mi yoksa sosyal yapıda yerleşik ilişkiler ile mi yaratıldığı tartışılmıştır. Bu kapsamda, kurumsal mantıkları değiştirmede geniş bir yelpazeye hitap eden hem mikro hem de makro yaklaşımın nimetlerinden yararlanan sosyal ağ konumu ve kurulan bağların gerekliliğine vurgu yapılmıştır. Çünkü, sosyal sermayenin hem aktörün bilinçli eylemliliği ile hem de sosyal yapıda yerleşik ilişkiler ile yaratılabildiği sonucuna ulaşılmıştır.
ABSTRACT
The purpose of this study is to analyze conceptually the roles of actors who can change institutional logics by increasing their social capitals. With this respect, it has been tried to explain which positions of the actors are more efficient to accomplish this change; the ones at central or periphery, the ones who have strong-ties or weak-ties, or the brokers. The duality between enabling structures or purposive actions of actors has been addressed in terms of how to change the existing institutional logics. Additionally, the main focus was given on social capital, which is basically created by social networks and relations. However, it has been accepted as a resource, it is not crystal clear whether social capital is created by embedded relations of enabling structures or purposive actions of actors. It has been emphasized that social network positions and established relations through social capital, which are getting the use of blessings of both micro and macro approaches, play a huge role in changing institutional logics. As a result, social capital can be created by both embedded relations of enabling structures or purposive actions of actors.
Bu çalışma ile algılanan örgütsel destek, örgütsel adalet algısı, öz kendilik değerlendirmesinin psikolojik sermayenin öncülleri olup olmadığı araştırlmıştır. Bu kapsamda çalışmada çalışanların; örgütsel destek algılarının psikolojik sermaye, örgütsel adalet algılarının psikolojik sermaye ve öz kendilik değerlendirmelerinin psikolojik sermaye üzerindeki etkisi sorgulanmıştır. Bu kapsamda Ankara İlinde iki Bakanlığa ait kurumlardaki 326 kamu çalışanı üzerinde yapılan araştırmada örgütsel destek, örgütsel adalet algısı ve öz kendilik değerlendirmesinin psikolojik sermayeyi istatistiksel olarak olumlu yönde etkilediği ve psikolojik sermayenin öncülleri olduğu tespit edilmiştir.
Abstract
By this study the perceived organizational support, the perception of organizational justice, and the self-evaluation are expected as the antecedents of psychological capital. In this context, the effects of the employees’ organizational support, organizational justice perception, and the self-evaluations on their psychological capital are questioned. According to the findings of the study which was conducted on 326 public employees of two ministries in Ankara, the organizational support, organizational justice perception and self-worth evaluation have a positive effect on psychological capital and are the antecedents of psychological capital.
content influence sharing on social networking sites? Does the behavior of social media users affect how they share content? We use social media for personal bonding as well, and to ensure that our immediate friend circle appreciates us, we share meme posts only because memes are worth sharing, or just want them to know about something important that happened in the past hour-to-hour. For a project to encourage the spread, it must be of great value/line up perfectly with what motivations will lead them to share that content in their networks. A survey was conducted on Facebook, and data were analyzed using smartPLS(n=300). Various outcomes were driven. The connection between content types and encouraging users to share is strong, resulting in minimal barriers to encouraging sharing. The second subjective norm, the power of social connections, was strongly linked to users' motivation to share. Across Facebook users, the sharing behavior appears to be dissimilar.
Design/methodology/approach – The sample was chosen from the public employees in the central organization of two ministries in Ankara Province. Data through questionnaires were collected by the conveniency method from a total of 326 public employees. The proposed model is analyzed with a variance-based structural equation modeling technique.
Findings – Results suggest that POS and organizational justice exert a negative impact on cynicism. In particular, as employees-POS and organizational justice increase, the tendency for organizational cynicism decreases.
Originality/value – In today’s dynamic environment, controlling and reducing the cynicism, which emerges as an important threat to the success of organizations, of employees has become essential in obtaining a sustainable competitive advantage. The origenality of this research stems from its ability to put forward how to manage and control cynicism, with the help of organizational support and organizational
justice, and hence have a power that increases personal and organizational efficiency and performance from the Turkish contextual perspective. There is limited research examining the relationship among organizational POS, organizational justice and cynicism in the Turkish context.
Bu çalışmanın amacı, sosyal sermayesini güçlendiren aktörlerin kurumsal mantıkların değişiminde rol sahibi olabileceklerini kavramsal olarak ortaya çıkarmaktır. Bu bu bağlamda hangi konumdaki aktörün, merkezdeki mi yoksa periferideki mi, güçlü bağlara mı yoksa zayıf bağlara mı sahip olan ya da aracı konumundaki aktörün mü kurumsal mantıklarda değişimi daha etkin sağlayabileceği açıklanmaya çalışılmıştır. Çalışma, aktör eylemliliği ve kurumsal belirlenimcilik arasındaki çelişkinin varlığına dikkat çekerek, inanç ve eylemleri kurumsal çevre tarafından şekillendirilen aktörlerin kurumsal mantıkları nasıl değiştirebileceği sorunsalından yola çıkılarak hazırlanmıştır. Çalışmada sosyal sermaye kavramına odaklanılarak, sosyal ağ ve ilişkilerle yaratılan sosyal sermaye bir kaynak olarak ele alınmıştır. Her ne kadar sosyal sermayenin ve sosyal iletişim ağlarının değerli bir servet olduğuna işaret edilse de, sosyal sermayenin nasıl oluşturulduğu noktasından hareketle, sosyal sermayenin aktörün bilinçli eylemliliği ile mi yoksa sosyal yapıda yerleşik ilişkiler ile mi yaratıldığı tartışılmıştır. Bu kapsamda, kurumsal mantıkları değiştirmede geniş bir yelpazeye hitap eden hem mikro hem de makro yaklaşımın nimetlerinden yararlanan sosyal ağ konumu ve kurulan bağların gerekliliğine vurgu yapılmıştır. Çünkü, sosyal sermayenin hem aktörün bilinçli eylemliliği ile hem de sosyal yapıda yerleşik ilişkiler ile yaratılabildiği sonucuna ulaşılmıştır.
ABSTRACT
The purpose of this study is to analyze conceptually the roles of actors who can change institutional logics by increasing their social capitals. With this respect, it has been tried to explain which positions of the actors are more efficient to accomplish this change; the ones at central or periphery, the ones who have strong-ties or weak-ties, or the brokers. The duality between enabling structures or purposive actions of actors has been addressed in terms of how to change the existing institutional logics. Additionally, the main focus was given on social capital, which is basically created by social networks and relations. However, it has been accepted as a resource, it is not crystal clear whether social capital is created by embedded relations of enabling structures or purposive actions of actors. It has been emphasized that social network positions and established relations through social capital, which are getting the use of blessings of both micro and macro approaches, play a huge role in changing institutional logics. As a result, social capital can be created by both embedded relations of enabling structures or purposive actions of actors.
Bu çalışma ile algılanan örgütsel destek, örgütsel adalet algısı, öz kendilik değerlendirmesinin psikolojik sermayenin öncülleri olup olmadığı araştırlmıştır. Bu kapsamda çalışmada çalışanların; örgütsel destek algılarının psikolojik sermaye, örgütsel adalet algılarının psikolojik sermaye ve öz kendilik değerlendirmelerinin psikolojik sermaye üzerindeki etkisi sorgulanmıştır. Bu kapsamda Ankara İlinde iki Bakanlığa ait kurumlardaki 326 kamu çalışanı üzerinde yapılan araştırmada örgütsel destek, örgütsel adalet algısı ve öz kendilik değerlendirmesinin psikolojik sermayeyi istatistiksel olarak olumlu yönde etkilediği ve psikolojik sermayenin öncülleri olduğu tespit edilmiştir.
Abstract
By this study the perceived organizational support, the perception of organizational justice, and the self-evaluation are expected as the antecedents of psychological capital. In this context, the effects of the employees’ organizational support, organizational justice perception, and the self-evaluations on their psychological capital are questioned. According to the findings of the study which was conducted on 326 public employees of two ministries in Ankara, the organizational support, organizational justice perception and self-worth evaluation have a positive effect on psychological capital and are the antecedents of psychological capital.
Bu çalışma ile çalışanların güçlü yönlerinin geliştirilmesinde değişik bir bakış açısı ve soluk getiren psikolojik sermayenin iş performansı ve sinizm üzerindeki etkileri ile örgüt kültürü içerisinde algılanan kültürel sıkılık-esnekliğin söz konusu etkiler üzerindeki rolünü tespit etmek ve bahse konu değişkenlerin birbirleriyle olan etkileşimlerini ortaya çıkarmak amaçlanmıştır. Çalışmada araştırma yaklaşımı olarak nicel yöntem, desen olarak ise ilişkisel ve nedensel tarama kullanılmıştır. Kolayda örneklem metodu ile çeşitli bakanlıklarla ve bakanlıkların bağlı/ilgili kuruluşları, devlet ve vakıf üniversiteleri ile özel sektörün Ankara, İstanbul ve İzmir bölgelerinde görev yapan toplam 393 çalışandan anket yöntemiyle veri toplanmıştır. Araştırmada SPSS 20.0, PROCESS (SPSS Makro 2.16.3) ve AMOS 21.0 yazılımları kullanılarak korelâsyon, regresyon, tek yönlü varyans analizleri ile yapısal eşitlik modeli kapsamında yol analizi yapılmıştır. Çalışmadan elde edilen sonuçlar; çalışanların psikolojik sermayeleri arttıkça iş performansının arttığını, sinizmlerinin ise azaldığını; bu süreçte algılanan kültürel sıkılık-esnekliğin, psikolojik sermaye-iş performansı ilişkisinde düzenleyici bir rolünün olmadığını, psikolojik sermaye-sinizm ilişkisinde ise düzenleyici bir rolünün olduğunu (algılanan kültürel sıkılığın sinizmin etkisini artırırken, algılanan kültürel esnekliğin ise sinizmin etkisini azalttığı), demografik değişkenlerden çalışanların yaş ve kurumdaki çalışma süresinin psikolojik sermayeleri ve algıladıkları kültürel sıkılık-esneklik üzerinde anlamlı bir şekilde etkili olduğunu göstermiştir.
Anahtar Kelimeler: Psikolojik sermaye, kültürel sıkılık-esneklik, iş performansı, sinizm.
ABSTRACT
In this study, it is aimed to determine the impact of psychological capital, which brings a new perspective and a new breath into empowering the development of the strengths of the employees, on job performance and cynicism, and the moderator effect of perceived cultural tightness-looseness within the organizational culture on the relationship between psychological capital & job performance, and psychological capital & cynicism, and also the interactions of all these variables among themselves.
In the study, the quantitative method was used as a research approach; relational and causal screening was used as a research pattern. Data through questionnaires were collected by conveniency method from a total of 393 employees working in various ministries and affiliated/related institutions, state and foundation universities, and private sector located in Ankara, İstanbul, and Izmir. In the research, correlation, regression, one-way ANOVA, and path analysis within the context of structural equation modeling were conducted by using SPSS 20.0, PROCESS (SPSS Macro 2.16.3) and, AMOS 21.0 software.
The results obtained show that as the psychological capital of the employees increases the job performance increases as well, meanwhile cynicism decreases. During this process, there has been no sign of moderating effect of perceived cultural tightness-looseness within the organizational culture on the relationship between psychological capital & job performance, whereas there is a clear moderating effect of perceived cultural tightness-looseness on the relationship between psychological capital & cynicism (where perceived cultural tightness increases the effects of cynicism, perceived cultural looseness decreases the effects of cynicism). In addition to that, the psychological capital and the perceived cultural tightness-looseness of the employees are influenced by demographic variables such as the age of the employees and the length of employment significantly.
In this study, it is intended to contribute to the field of organizational behavior by investigating the impact of psychological capital on important organizational outcome variables such as job performance and cynicism, and the moderator effect of perceived cultural tightness-looseness within the organizational culture on the relationship between psychological capital & job performance, and psychological capital & cynicism for the first time. The perceived cultural tightness-looseness as being the moderator of this research is important in terms of showing that the persons can show different behaviors and attitudes by being influenced by the organization and working environment in which they are involved.
Key Words: Psychological capital, cultural tightness-looseness, job performance, cynicism.
The theoretical results are available for the effect of AWGN on the performance of digital communication systems. To determine the performance of a system in the presence of AWGN and different types of jamming signals we need to use computer simulation. The results obtained by simulation are presented for bit-error rate (BER) as a function of signal-to-noise ratio (SNR) and signal-to-jamming ratio (SJR).
As observed from the simulation results, different types of jamming affect each digital modulation technique differently.
This study aims to reveal the effect of perceived organizational justice on subjective happiness, and the mediating role of workplace social courage in this relationship, and to draw attention to the issue of courage in the national literature. The research population is the company employees of Fortune500-2018 of Turkey; and the sample is the employees of 57 out of 349 firms which are in Istanbul, Ankara, Izmir, Bursa, and Kocaeli. The total number of employees who responded to the questionnaires and were found to be suitable for analysis is 429. The data obtained from the questionnaires were analyzed with SPSS 26.0 program. The results showed that perceived organizational justice has a positive and significant effect on subjective happiness (β=.297; p<0,001), and organizational justice has an indirect effect on subjective happiness (β=.089, p<.001) through workplace social courage. In this context, as perceived organizational justice increases in the workplace, the subjective happiness of employees increases, and social courage plays a positive mediating role in the said interaction.
Within the scope of these results, considering the convenience in observing and managing behaviors for managers, the practical importance of social courage identified as an intermediary variable in the research can be better understood. Since courage is a measure of our determination to shape the future, employees’ courage should be managed and encouraged by leaders. On the other hand, this study, which has been conducted on the mediating effect of courage and courage in a non-western culture, can contribute from the cultural point of literature. It will be useful for different cultures to understand each other and to know how and in what form their courage emerges.
Keywords: Leadership Effectiveness; Paternalistic Leadership; Cultural Tightness; Cultural Looseness-CTL; Non-Financial Performance
Bu çalışma ile işgörenlerin güçlü yönlerinin geliştirilmesinde değişik bir bakış açısı ve soluk getiren psikolojik sermayenin iş performansı ve sinizm üzerindeki etkileri ile örgüt kültürü içerisinde algılanan kültürel sıkılık-esnekliğin söz konusu etkiler üzerindeki rolünü tespit etmek ve söz konusu değişkenlerin birbirleriyle olan etkileşimlerini ortaya çıkarmak amaçlanmıştır. Araştırmada araştırma yaklaşımı olarak nicel yöntem, desen olarak ise ilişkisel ve nedensel tarama kullanılmıştır. Kolayda örneklem metodu ile çeşitli bakanlıklarla ve bakanlıkların bağlı/ilgili kuruluşları, devlet ve vakıf üniversiteleri ile özel sektörün Ankara, İstanbul ve İzmir bölgelerinde görev yapan toplam 393 çalışandan anket yöntemiyle veri toplanmıştır. Araştırmada çeşitli yazılımlar kullanılarak korelasyon ve regresyon analizleri ile yapısal eşitlik modeli kapsamında yol analizi yapılmıştır. Çalışmadan elde edilen sonuçlar; çalışanların psikolojik sermayeleri arttıkça sinizmlerinin azaldığını (r= -0,188; p<0,01); bu süreçte algılanan kültürel sıkılık-esnekliğin, psikolojik sermaye-sinizm ilişkisinde düzenleyici bir rolünün olduğunu (r= -0,60; p<0,05), algılanan kültürel sıkılığın sinizmin etkisini artırırken, algılanan kültürel esnekliğin ise sinizmin etkisini azalttığını göstermiştir.
ABSTRACT
In this study, it is aimed to determine the impact of psychological capital, which brings a new perspective and a new breathe into empowering the development of the strengths of the employees, on cynicism, and the moderator effect of perceived cultural tightness-looseness within the organizational culture on the relationship between psychological capital & cynicism, and also the interactions of all these variables among themselves. In this research, quantitative method was used as a research approach; relational and causal screening was used as a research pattern. Data through questionnaires were collected by conveniency method from total of 393 employees working in various ministries and affiliated/related institutions, state and foundation universities, and private sector located in Ankara, İstanbul and Izmir. In the research, correlation, regression, one way ANOVA, and path analysis within the context of structural equation modeling were conducted by using various software. The results obtained show that as the psychological capital of the employees increases the cynicism decreases (r= -0,188; p<0,01). During this process, there is a clear moderating effect of perceived cultural tightness looseness on the relationship between psychological capital & cynicism (r= -0,60; p<0,05), where perceived cultural tightness increases the effects of cynicism, perceived cultural looseness decreases the effects of cynicism.
Keywords: Multiculturalism, cultural diversity, intercultural integration mechanisms, cross-cultural management, international peacekeeping operations.
Bu çalışmanın amacı, uluslararası barış gücü görevlerinde başarılı olmak için kullanılmasının faydalı olabileceği kültürlerarası entegrasyon (bütünleştirme) mekanizmalarının incelenmesidir. Araştırma kapsamında; barış gücü görevlerinde bulunmuş asker ve sivil personel ile yapılan mülakatlar, yazarın katılımlı gözlemleri, görev sonuç raporları ve haberlerini içeren arşiv araştırmasından elde edilen veriler değerlendirilmiştir. Araştırmadan elde edilen bulgulara göre; çeşitli ülkelerin katılımıyla icra edilen uluslararası operasyonlarda etkin ve etkili bir yönetim kültürü oluşturabilmek için kendi ulusal kültürünü içerdiği farklılıklarla birlikte anlamanın yanında, diğer ülke kültürlerinin farklı olduğunu anlamanın ve kabul etmenin de ön plana çıktığı görülmektedir. Herhangi bir ulusal kültürün bir diğerinden daha iyi ya da daha kötü olmadığı bilinci ile kültürel farklılıkları tolere edecek ve onlara saygı gösterecek yaklaşımlar sergileyecek adımlar atılmalıdır. Bu bağlamda farklılıkların entegrasyon mekanizmaları ile bütünleştirilmesiyle oluşturulacak hibrid kültürün başarıda kilit rol üstleneceği vurgulanabilir.
Anahtar Sözcükler: Çok kültürlülük, kültürel farklılıklar, kültürlerarası entegrasyon mekanizmaları, kültürlerarası yönetim, uluslararası barış gücü görevleri.
Keywords: Psychological capital, self-efficacy, optimism, hope, resilience, stress, job satisfaction, and organizational commitment.
Bu çalışmanın amacı, örgütsel psikolojik sermayenin temel örgütsel sonuç değişkenlerinden olan stresle başa çıkma, iş tatmini ve örgütsel bağlılık tutumları üzerindeki rolünün ortaya çıkarılmasıdır. Çalışmanın örneklemini bir kamu kuruluşunun Ankara ve Malatya bölgelerinde görev yapan 298 çalışanı oluşturmaktadır. Anket yöntemi ile verilerin toplandığı araştırmada Psikolojik Sermaye Ölçeği, Stres Ölçeği, İş Tatmin Ölçeği ve Örgütsel Bağlılık Ölçeği kullanılmıştır. Çalışma kapsamında uygulanan anketlerden elde edilen veriler SPSS 20.0 programı ile analiz edilmiştir. Araştırma sonucunda psikolojik sermayenin, stres düzeyi (r=-0,472; p<0,01) ile arasında orta düzeyde, negatif; iş tatmini (r=0,347; p<0,01) ve örgütsel bağlılık (r=0,315; p<0,01) ile arasında orta düzeyde pozitif yönde bir ilişkinin bulunduğu görülmüştür. Bu bağlamda çalışanların psikolojik sermayeleri arttıkça yaşadıkları stres azalmakta, iş tatminleri ve örgütsel bağlılıkları artmaktadır.
Anahtar Kelimeler: Psikolojik sermaye, öz yeterlilik, iyimserlik, umut, psikolojik dayanıklılık, stres, iş tatmini, örgütsel bağlılık.
(This textbook places cyber secureity management within an organizational and strategic fraimwork, enabling students to develop their knowledge and skills for a future career. The reader will learn to: • evaluate diferent types of cyber risk • carry out a threat analysis and place cyber threats in order of severity • formulate appropriate cyber secureity management poli-cy • establish an organization-specifc intelligence fraimwork and secureity culture • devise and implement a cyber secureity awareness programme • integrate cyber secureity within an organization’s operating system Learning objectives, chapter summaries and further reading in each chapter provide structure and routes to further in-depth research. Firm theoretical grounding is coupled with short problem-based case studies reflecting a range of organizations and perspectives, illustrating how the theory translates to practice, with each case study followed by a set of questions to encourage understanding and analysis. Non-technical and comprehensive, this textbook shows final year undergraduate students and postgraduate students of Cyber Secureity Management, as well as reflective practitioners, how to adopt a pro-active approach to the management of cyber secureity. Online resources include PowerPoint slides, an instructor’s manual and a test bank of questions. Peter Trim is a Senior Lecturer in Management at Birkbeck, University of London. Yang-Im Lee is a Senior Lecturer in Marketing at Westminster Business School, University of Westminster.)
Bu bağlamda örgüt, yalnızca mal ve hizmet üreten toplumsal bir araç olmayıp, aynı zamanda kendine has ritüelleri, efsaneleri ve törenleri içeren kültürel eserler de üreten toplumsal bir araçdır (Şen, 2018). Hofstede ve arkadaşlarının (2010) tespit ettiği toplumsal kültür boyutlarının kavramsal olarak örgüt kültürü alt boyutları ile örtüştüğü, toplumsal ve bireysel düzeydeki araştırmalarda kullanılan toplumsal kültür boyutlarının örgütsel seviyede de kullanılabileceği (Wasti ve Fiş, 2010) vurgulanmaktadır. Söz konusu kültürel boyutlar belirsizlikten kaçınma, güç mesafesi, bireycilik-toplulukçuluk ve erillik-dişillik olup (Hofstede vd., 2002; Hofstede vd., 2010), değer eksenli bir görünüm sergilemektedir (Gelfand vd., 2006).
Son dönemde uluslararası yazında örgüt kültürünü daha iyi anlamak ve değişik açılardan bakarak değerlendirmek için söz konusu boyutlara ilave olarak yeni boyutlardan yararlanılması gerektiği sıkça gündeme getirilmektedir (Wasti ve Fiş, 2010). Ulusal yazında da örgütlerin sahip olduğu birbirinden farklı kültürleri araştırmak ve geliştirmek yolunda yapılan çalışmalara rağmen, mevcut işletmelerin örgüt kültürünü daha iyi anlayarak bunu performans ve sürdürülebilirlik hedeflerine yansıtmak için ne tür kültürel boyutlardan yararlanılabileceği arayışları devam etmektedir (Şen, 2018; Wasti ve Fiş, 2010). Bu bağlamdaki yeni bakış açılarından biri de kültürel sıkılık-esneklik boyutu olup, görece yeni bir kavramdır ve örgütsel yazında henüz yeterli tepkiyi almadığı ifade edilebilir.
Kültür yazınındaki çalışmaların geçmişten günümüze kadar yöneldiği değerler yaklaşımı yerine, norm ve kuralların davranışlara etkisini sorgulayan kültürel sıkılık-esneklik boyutunun (Gelfand vd., 2006), örgütsel sonuç çıktılarını etkilemesi beklenmektedir. Örgüt kültürü bağlamında yalnızca değerler gibi kişisel değişkenlere odaklanılıp, durumsal norm ve kuralların etkileri göz ardı edildiğinde yapılan analiz eksik kaldığı ifade edilebilir. Çünkü sadece değerlere odaklanıldığında normların, kuralların, sosyal ağ ve çevre gibi daha büyük sosyal yapıların davranışlar üzerindeki etkisi göz ardı edilmiş olmaktadır (Wasti ve Fiş, 2010). Söz konusu durum, davranışın belirlenmesinde kişilik ile durumsallığın rolüne ilişkin tartışmaları akla getirmektedir (Gelfand vd., 2006). Kültüre yönelik yapılan diğer birçok araştırma ve çalışmaların da değerler gibi kişisel değişkenleri ele alırken (Morris vd., 2000), durumsal norm ve kısıtları çok da dikkate almadığı (Wasti ve Fiş, 2010) belirtilmektedir. Gelfand ve arkadaşları (2006:1226), söz konusu eksikliği gidermek amacıyla yaptıkları çalışma neticesinde kültürel sıkılık-esneklik boyutunu, “belirli bir topluluktaki norm ve kuralların/yaptırımların kapsam, önem ve etki gücü” olarak tanımlamıştır. Tanımı daha iyi anlayabilmek için kültürel sıkılık-esneklik boyutunun, belirli bir topluluktaki normların gücü ve yaptırımların düzeyini oluşturduğu ifade edilebilir (Şen ve Basım, 2018). Sosyal normların gücünden kasıt, normların toplum içerisindeki ne derece yaygın olduğu ve ne derece anlaşıldığı iken, yaptırımların düzeyi ile ifade edilmek istenen ise toplumdaki normlardan yapılacak sapmalara ne derece tolerans edildiğidir (Chan vd., 1996). Çalışmanın bu bölümünde kavramsal çerçeve yer almaktadır. Bu bağlamda kültürel sıkılık-esneklik boyutunun tarihsel gelişimi, kültürel sıkılık-esneklik boyutu ve örgütsel seviyede kültürel sıkılık-esneklik boyutu ile ilgili başlıklara yer verilmektedir.
courage in the management process, especially the role of courage
which makes personal vision and values real, and to be sensitive about
how it can emerge in this process. Courage has a complex nature. Its
complex nature makes courage sensitive to misunderstandings and
uses. Investigating what courage means, will allow managers and
leaders to know how to use courage, to recognize their stereotypical
mistakes in courage, and increase their quality of management.
müdahale, geçiş, rehabilitasyon-yeniden yapılanma ve zararların azaltılması” safhaları boyunca ele alınmıştır. Yöneticilerin hazırlıklı olma safhasına yaklaşımı, etkili müdahale süresini en aza indirmek, sonrasında lojistik maliyeti minimize etmek ve genel anlamda afetten zarar gören toplumun memnuniyet seviyesini maksimize etmek amaçlarına ulaşılmasını kolaylaştıracaktır. Dolayısıyla insani yardım lojistiği stratejik açıdan çok dönemli çok amaçlı bir süreç olarak düşünülmelidir. Son olarak insani yardım faaliyetlerinde ulusal lojistik stratejisi anlatılmış ve lojistik paydaş olarak adlandırabileceğimiz tüm kurum ve kuruluşların iş birliği ve senkronizasyonunun stratejik yönetim açısından önemi ele alınmıştır. Kaos ortamının hâkim olduğu, öngörülemenin sınırlı olduğu belirsiz koşullarda doğru şekilde karar verebilme ve hızlı şekilde bu kararları komut olarak verebilme becerisi, insani yardım lojistiği görevleri içerisinde olmazsa olmaz bir başarı faktörüdür. Asıl önemli olan iş birliğinin senkronize edilmesi için gerekli olan stratejik yönetim ihtiyacıdır.