Browsing by Author "Kizrak, Meral"

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    How Can Prosocial Silence Be Golden? The Roles of Commitment to Learning and Organizational Support
    (LEARNING ORGANIZATION, 2024-03-12) Kizrak, Meral; Yeloglu, Hakki Okan
    PurposeDrawing from organizational learning theory, social exchange theory and positive psychology approach, this study aims to examine the relationship between commitment to learning and prosocial silence, as well as the mediating role of perceived organizational support (POS) in this relationship.Design/methodology/approachThe authors used path analysis to examine the relationships between research variables. Data were collected from 275 employees of private sector companies in Turkey through an online survey platform. To test the proposed hypotheses, the authors conducted regression and mediation analyses using the bootstrapping method.FindingsThe results indicate that the organization's commitment to learning positively and significantly impacts employee prosocial silence, and POS partially mediates this relationship.Practical implicationsManagers who aim to promote other-oriented and helping behavior in the organization should understand how prosocial silence can be golden. They should cultivate and model a learning mindset by focusing on strengths instead of weaknesses, reward experimentation and provide employees with timely feedback allowing them to think and reflect on their failures.Originality/valueAlthough the dominant position of previous studies endorses the detrimental sides of organizational silence, less research has focused on employees' prosocial silence behavior and the underlying mechanisms that may explain employees' tendency to remain silent with helpful intent, a gap this research attempts to fill.
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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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    The Impact Of High-Performance Human Resource Practices On Subjective Career Success: The Mediating Role Of Psychological Capital And Organizational Commitment
    (JOURNAL OF EAST EUROPEAN MANAGEMENT STUDIES, 2024-06-19) Toyata, Berk; Kizrak, Meral; Cakar, Mehmet
    Utilizing insights from positive psychology, social exchange theory, and social cognitive career theory, this study aims to investigate the mediating role of psychological capital and organizational commitment in the relationship between high-performance human resource (HR) practices and subjective career success. Data were collected from a sample of 429 private sector employees working on European Union projects in Turkey. Hypotheses were tested using regression, correlation, and mediation analyses, as well as Sobel test statistics. Results indicate that high-performance HR practices, organizational commitment, and psychological capital positively influence subjective career success. Additionally, there is evidence that, unlike organizational commitment, psychological capital mediates the relationship between high-performance HR practices and subjective career success. Our study underscores the need for organizations to foster and develop psychological capital among their employees to maximize the effectiveness of HR practices in promoting subjective career success.