Browsing by Author "Aydin, Esra"

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    Can Job Crafting Be A Remedy For Struggling With Work Alienation? The Moderator Effect Of Perceived Supervisor Support*
    (2022) Aydin, Esra; Cinar, Esra; Basim, H. Nejat
    Drawing on self-determination theory, this study focuses on the relationship between job crafting and work alienation and the moderating effect of perceived supervisor support. Based on theoretical discussions, this study examines (1) whether a negative relationship exists between job crafting and work alienation; (2) whether and how perceived supervisor support moderates that relationship. Findings are based on the data collected from a survey of 203 participants working in Turkey. The results indicate job crafting's negative association with work alienation. Perceived supervisor support is a moderating variable, fostering employee that, in turn, leads to reduced work alienation.
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    How Psychological Safety Influences Intention to Lave? The Mediation Roles of Networking Ability and Relational Job Crafting
    (CURRENT PSYCHOLOGY, 2024) Kizrak, Meral; cinar, Esra; Aydin, Esra; Kemikkiran, Nurcan
    Drawing on the Conservation of Resources (COR) theory and the social capital approach, this study aims at examining a serial mediation model to explore why employees intend to leave their organization by taking into consideration psychological safety, networking ability and relational job crafting. We tested our research hypotheses with the data obtained from 218 employees working in different sectors. The results revealed that (1) psychological safety is negatively associated with intention to leave, and (2) networking ability and relational job crafting serially mediate the link between psychological safety and intention to leave. This study presents crucial evidence for organizations to retain and engage employees by justifying the importance and effects of building social relationships in the workplace.
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    Organizational support sources and job performance relations: what about occupational commitment?
    (2019) Aydin, Esra; Tuzun, Ipek Kalemci; 0000-0001-6979-2040; 0000-0003-3302-7691; ABB-5350-2020
    The present study investigates the relationship between organizational social support sources and perceived job performance, as well as the potential mediating role of employees' occupational commitment. Using self-reported data from 300 hospitality industry employees, proposed research questions were investigated using structural equation modeling. The findings indicate that supervisor and co-worker support have a significant effect on job performance. However, there was no significant relationship between perceived organizational support and job performance. The current study also showed that occupational commitment partially mediated the relationship between perceived co-worker support and extra-role job performance.