Browsing by Author "Basar, Ufuk"

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An Analysis of Assessment of Peacekeeping Operations
(2014) Sigri, Unsal; Basar, Ufuk; https://orcid.org/0000-0002-8870-7398; ADV-8340-2022
This article proposes a model for assessment of peacekeeping operations. Peacekeeping operations began in 1948, under the authority of the United Nations in order to provide and sustain a peaceful environment throughout the world. International organizations such as the United Nations, the North Atlantic Treaty Organization and the African Union undertake peacekeeping operations in different geographical regions of the world. However, they lack some aspects of the assessment process. There were studies conducted previously in order to determine the principles of the assessment process of peacekeeping operations but none of them presented a comprehensive solution. Therefore, in this study, a clear, comprehensive and detailed assessment model was proposed, which may be applied in future peace operations and shed more light on the subject for future researches.
Antecedents of Nurse Burnout During a Pandemic: Managerial Way Out
(2022) Basar, Ufuk; Dogan, Aysun; Ertugrul, Bekir
The aim of this research is to uncover whether nurses' fear of contracting Coronavirus Disease 2019 (COVID-19) has resulted in stress-related presenteeism and burnout, and whether perceived organisational support is effective in dealing with both nurses' fear of contracting COVID-19 and its undesired consequences. For this purpose, a cross-sectional and descriptive research has been conducted. The data are collected from 513 nurses working in Ankara, Turkey, through a questionnaire survey. Independent samples t-test, one-way analysis of variance test and partial least squares structural equation modelling technique are employed to analyse the data. Findings indicate that nurses fear infection and experience stress-related presenteeism and burnout considerably. However, they perceive slightly inadequate level of organisational support. Fear of infection has resulted in stress-related presenteeism and burnout. Stress-related presenteeism has mediated the relationship between fear of infection and burnout. Perceived organisational support has negatively related to fear of infection and its negative consequences. In this research, to our knowledge, for the first time, the burnout, stress-related presenteeism, fear of infection and perceived organisational support levels of nurses are compared according to the pandemic-related criteria. Besides, the mediating role of nurses' stress-related presenteeism between their fear of contracting COVID-19 and burnout is discovered.
A Cross-Sectional Survey on Consequences of Nurses' Burnout: Moderating Role of Organizational Politics
(2016) Basar, Ufuk; Basim, Nejat; 0000-0003-0008-5131; 26988276; ABD-9381-2021; J-2510-2016
AimThe aim of the study was to assess whether perceptions of organizational politics (defined as self-serving behaviours at the expense of others) influence the prospective associations between nurses' burnout and its consequences, namely, intention to quit and neglect of work. BackgroundResearchers have previously investigated relationships between nurses' burnout, intention to quit, neglect of work and perceptions of organizational politics in different research models and from different perspectives. As far as we know, no studies have considered whether nurses' perceptions of organizational politics moderate the influence of burnout. DesignA cross-sectional survey using self-report questionnaires. MethodData were collected by questionnaire from a sample of 456 nurses from six private hospitals in Ankara, Turkey in March 2015. Four different previously designed scales were used to measure research variables (burnout, intention to quit, neglect of work and perceptions of organizational politics). Following confirmatory validity and reliability analyses of data collection instruments, descriptive statistics for each research variable were analysed. Structural regression models were created to assess relationships among variables. FindingsBurnout resulted in intention to quit and neglect. Intention to quit partially mediated the association between burnout and neglect. Burnout gave rise to intention to quit slightly more strongly in nurses who had greater perceptions of organizational politics. ConclusionThis study uncovers and emphasizes the moderating role of perceptions of organizational politics in consequences of burnout. This may help hospital managers and nurses to improve costs, efficiency, satisfaction and productivity.
Effects of Teachers' Organizational Justice Perceptions on Intention to Quit: Mediation Role of Organizational Identification
(2015) Basar, Ufuk; Sigri, Unsal
This research aims to discover the effects of teachers' organizational justice perceptions on intention to quit as well as the mediation role of teachers' organizational identification in this process. Interactions between research variables were measured using structural equation models. The sample used comprised teachers working at primary and secondary public schools in the Cankaya district of Ankara, Turkey. Data were collected through questionnaires completed by 292 teachers who participated voluntarily. Participants were selected according to a random sampling technique. The collected data were analyzed using linear regression and multiple correlation analyses. The findings indicate significant relationships between all research variables. Teachers' procedural, distributive, interpersonal, and informational justice perceptions have a positive predictive effect on organizational identification. Distributive and interpersonal justice perceptions coupled with organizational identification have a negative predictive effect on teachers' intention to quit. Organizational identification fully mediates the predictive effect of distributive justice perception on intention to quit; however, it partially mediates the predictive effect of interpersonal justice perception on intention to quit.
Ethics Lead The Way Despite Organizational Politics
(2018) Basar, Ufuk; Sigri, Unsal; Basim, H. Nejat; 0000-0002-8870-7398; 0000-0003-0008-5131; ADV-8340-2022; J-2510-2016; ABD-9381-2021
The aim of this study was to find out whether ethical leadership has an impact on employees' organizational identification and the perceptions of organizational politics moderate this process. To this end, to ensure triangulation on findings, two separate researches were made. First, a cross-sectional survey was conducted on 137 employees who worked at the head office of a private bank in Istanbul using self-report questionnaires. Second, 2 years later, a time-lagged survey was conducted on 119 employees who worked at the same organization. Hierarchical regression analyses were performed on the collected data from studies 1 and 2. Findings of both studies indicated that ethical leadership resulted in organizational identification slightly more weakly in employees who perceived organizational politics. Drawing on findings, new researches investigating impacts of organizational politics on managerial processes in other organizations may be conducted in the future. Moreover, organizational leaders, who realized the adverse consequences of organizational politics, may take precautions against such tactics. Finally, findings may be noteworthy, because this research is believed to be the first to investigate empirically the moderating role of organizational politics in the association between ethical leadership and employees' organizational identification.
Information Sharing in Multinational Peacekeeping Operations
(2017) Sigri, Unsal; Varoglu, A. Kadir; Basar, Ufuk; Varoglu, Demet; 0000-0002-8870-7398; 0000-0003-0008-5131; 0000-0001-9423-9503; ADV-8340-2022; J-2510-2016; AFW-3265-2022
Information sharing can be difficult in multinational coalitions because different cultures introduce different languages, norms, national interests, and even different leadership styles. One approach to bridging the cultural divide is creating a hybrid work culture formed from the cultures that compose the coalition. The big question is how this hybrid culture can be brought about. In this chapter, we argue, first, that pre-deployment training in foreign languages, soft skills, common meetings, and an overarching ideology facilitate a hybrid culture and thus effective information sharing. Second, we propose that one of the most important "soft skills" needed to bridge cultural difference is the willingness and the ability of individual members of different cultures to engage in negotiation. We support our contention with a case study of peacekeepers' perceptions of the challenges with information sharing and collaboration in building a hybrid organizational culture.
Paradoxical Leadership Model
(2018) Basar, Ufuk; Basim, H. Nejat; 0000-0003-0008-5131; J-2510-2016; ABD-9381-2021
The aim of this research is to develop a new theoretical leadership model, which explains the dark and bright sides of leadership with a holistic view, and thereby, to trigger a new debate through bringing in a new perspective to leadership phenomenon in the light of extant theories. In this respect, following a review of historical development process of leadership theories, drawing on LMX theory a new theoretical leadership model was developed. Because it explains dark and bright behaviors of a leader with a holistic view, this new model was defined as paradoxical leadership model. Theoretical and practical implications of paradoxical leadership model, as well as how new avenues will be opened for researchers in the future were discussed.