Browsing by Author "Sigri, Unsal"

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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.
Artificial Intelligence in Business Management Education and Research
(2020) Sigri, Unsal; Kibaroglu, Gamze Guner; 0000-0002-8870-7398; ADV-8340-2022
CAN UNIVERSITIES TEACH ANTI-CORRUPTION IN BUSINESS SCHOOLS?
(2019) Sigri, Unsal
Conflict resolution role of mediation in labor disputes in Turkey Evidence from a signaling game
(2019) Sigri, Unsal; Karabacak, Hakan
Purpose This paper aims to manage better the conflicts in labor disputes by improving the understanding of mediation dynamics from a game-theoretical perspective. Design/methodology/approach Signaling game model is adapted to a hypothetical labor dispute based on the legislative regulations on the mandatory mediation system in Turkey. Findings The paper determines mediation equilibria in which both players get positive payoffs. Analysis of the mediation equilibria helps to improve the understanding about the litigation and mediation dynamics depending on the variables. The variables are clearly separated from each other due to their reverse effects on strategy choices of the parties. Mediation payoff and litigation cost are characterized by their incentive effects on mediation preferences, whereas mediation fee and litigation payoff are characterized by their disincentive effect. While increasing amounts of incentive variables strengthen the mediation tendency of the employee, increasing amounts of disincentive variables reveal the opposite effect. Furthermore, the analysis also indicates that if the litigation payoff is too small to recover litigation costs, accepting the mediation becomes the optimal strategy. This prediction is contrary to that of traditional game-theoretic litigation/settlement models, in which small-claim disputes typically cannot be settled. Practical implications - The assumption that the mediation fee is not a part of the litigation cost eliminates the disincentive effect of mediation fee and makes it neutral on the strategy choice of employee. Originality/value This paper first analyzes the strategic role of mediation in labor disputes by using a signaling game. Despite its mediation focus, the paper also provides practical insights for litigation.
The Effect of Cultural Values on Leadership Behavior: A research on Turkish and American Managers
(2015) Ercan, Umit; Sigri, Unsal; 0000-0002-8870-7398; ADV-8340-2022
Leadership is afield of study, which is considerably affected by the cultural differences. A large number of researchers have attempted to prove the effect of cultural differences on leadership behavior. Yet, the complex nature of the cross-cultural studies has prevented to reach definite results. The aim of this study is to investigate the effect of cultural values and differences on leadership behavior. To this end, the sample consisting of Turkish and American managers has been tested by using Bass and Avolio's (1997) Multifactor Leadership Questionnaire (MLQ/5X) and Schwartz's (1992) Personnel Values Questionnaire (PVQ-IV). The findings of the research have showed that there are differences between Turkish and American leaders regarding cultural values, and the effects of these differences on their leadership behavior have been discussed in the conclusion section.
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.
How Can Augmented Reality (Ar) Be Used in Management Education?
(2021) Karamanlioglu, Almula Umay; Sigri, Unsal
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.
Negotiation Ethics A Cultural Perspective from Turkey
(2018) Sigri, Unsal; https://orcid.org/0000-0002-8870-7398; ADV-8340-2022
Schein's Career Anchors: Testing Factorial Validity, Invariance Across Countries, and Relationship With Core Self-Evaluations
(2018) Costigan, Robert; Gurbuz, Sait; Sigri, Unsal; https://orcid.org/0000-0002-8870-7398; ADV-8340-2022
The purposes of this study are to (1) examine the factorial validity of Schein's career anchors orientation inventory (COI), comparing the original eight-factor model with an alternative nine-factor model, (2) examine the cross-cultural invariance of the COI and its factor structure across two countries, (3) investigate whether core self-evaluations (CSE) is associated with career anchors, and (4) determine whether the relationship between CSE and career anchors varies by country. Survey data were collected from 469 participants (230 from the United States and 239 from Turkey). Based on multigroup confirmatory factor analysis, the results indicated that the alternative nine-factor career anchor model of the COI has better factorial validity and configural invariance than Schein's eight-factor model. The findings showed support for the association between CSE and the pure challenge anchor and a moderating effect of culture on the relationship between CSE and two other anchors.
Soft Skills Needed In Solving Management Control Problems
(2017) Genc, Serdar; Sigri, Unsal; 0000-0002-8870-7398; ADV-8340-2022