Browsing by Author "Tuzun, Ipek Kalemci"

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Deviant Employee Behavior in The Eyes of Colleagues: The Role of Organizational Support and Self-Efficacy
(2017) Tuzun, Ipek Kalemci; Cetin, Fatih; Basim, H. Nejat; https://orcid.org/0000-0001-6979-2040; https://orcid.org/0000-0002-2605-9962; ABB-5350-2020; ABD-9381-2021
The present study investigates the influences of multifocal organizational support in the context of deviant employee behavior by examining the potential associations with employees' self-efficacy characteristics. The study proposes that perceived multifocal support and self-efficacy have a direct relationship with deviant behavior, and that these two variables interact in their relationship with deviant workplace behavior. Using self- and peer-reported data from 225 academics, hypothesized relationships were investigated using structural equation modeling. The results indicate that two different forms of support (organizational and supervisory) strongly influenced two different forms of deviant behavior (organizational and interpersonal). Whereas perceived organizational support decreases organizationally relevant deviant behavior, supervisory support decreases deviant behavior toward colleagues. The results also showed that high self-efficacy moderates both the negative relationship between organizational support and deviant behavior toward the organization and that between supervisory support and deviant behavior toward colleagues. The study also discusses the implications of these findings for managers, along with recommendations for future research.
Deviant Employee Behavior in the Eyes of Colleagues: The Role of Organizational Support and Self-Efficacy
(2017) Tuzun, Ipek Kalemci; Cetin, Fatih; Basim, H. Nejat; 0000-0001-6979-2040; 0000-0002-2487-9553; 0000-0002-2605-9962; ABB-5350-2020; J-8116-2015
The present study investigates the influences of multifocal organizational support in the context of deviant employee behavior by examining the potential associations with employees' self-efficacy characteristics. The study proposes that perceived multifocal support and self-efficacy have a direct relationship with deviant behavior, and that these two variables interact in their relationship with deviant workplace behavior. Using self- and peer-reported data from 225 academics, hypothesized relationships were investigated using structural equation modeling. The results indicate that two different forms of support (organizational and supervisory) strongly influenced two different forms of deviant behavior (organizational and interpersonal). Whereas perceived organizational support decreases organizationally relevant deviant behavior, supervisory support decreases deviant behavior toward colleagues. The results also showed that high self-efficacy moderates both the negative relationship between organizational support and deviant behavior toward the organization and that between supervisory support and deviant behavior toward colleagues. The study also discusses the implications of these findings for managers, along with recommendations for future research.
Improving Job Performance Through Identification and Psychological Capital
(2018) Tuzun, Ipek Kalemci; Cetin, Fatih; Basim, H. Nejat; 0000-0001-6979-2040; 0000-0002-2487-9553; 0000-0002-2605-9962; ABB-5350-2020; J-8116-2015; ABD-9381-2021
Purpose - The purpose of this paper is to increase understanding of the link between various identification foci and performance, and to test whether one's psychological capital (PsyCap) can explain the influence of collective or relational identification on job performance. Design/methodology/approach - The study sample comprised 235 academicians working in a foundation university from Turkey. The questionnaires were practiced in two different time intervals with using an identifier coding system for avoiding common method bias issues. The authors used structural equation modeling with using AMOS v23.0. Findings - The results showed that PsyCap has positive effects on the job performance and work group identification flourishes employees PsyCap level; there is no evidence of any mediating effect of PsyCap on the relationships between various organizational identification foci and job performance. Originality/value - This study extends previous research by providing evidence of that rather than the other identification target (organization, work unit, and career) identification with supervisor influenced on job performance.
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.
The Paradox Between Institutional Logics in Organizational Fields: The Case of Turkish Military Service Field
(2015) Kalemci, Rabia Arzu; Gokoglu, Mustafa Mehmet; Tuzun, Ipek Kalemci; 0000-0002-2617-2666; 0000-0001-6979-2040; ABC-2318-2020; ABB-5350-2020
Turkish military services field can be conceptualized for embracing two distinct and inconsistent types of institutional logics, namely; mandatory military service logic as the dominant and pragmatic logics as the alternatives. We examine the relationship between the dominant logic which determines legitimate organizational activities and alternative logics which are activated sporadically in the field of Turkish military services. From this standpoint, the circumstances whereby pragmatic logics as alternative institutional logics become effective in the field without devitalizing the dominant logic is explored. Broadly, the results indicate that dominant and alternative logics can support each other in order to preserve field's static condition, rather than interfere with each other so as to induce a permanent transformation.
Patterns of Female Entrepreneurial Activities in Turkey
(2017) Tuzun, Ipek Kalemci; Takay, Bahar Araz; 0000-0001-6979-2040; ABB-5350-2020; AAC-8845-2021
Purpose - This study aims to identify and understand the challenges, motivational factors and future needs of female entrepreneurs in Ankara, Turkey. Design/methodology/approach - The study uses the qualitative analysis methodology and uses the qualitative data analysis software, MAXQDA 11. A total of 41 randomly selected female entrepreneurs from the city of Ankara and rural areas of the Ankara region participated in semi-structured in-depth interviews. A total of 284 codes were defined. Findings - Results indicate that female entrepreneurs are mostly intrinsically motivated and are driven by the desire to achieve and to become independent. The socially constructed role of women in Turkey is the primary challenge faced by female entrepreneurs in both urban and rural areas. Moreover, the major future needs identified for female entrepreneurs are support from public institutions and access to managerial consultants. Originality/value - There are limited number of studies that closely examine the characteristics of female entrepreneurship activity and their challenges/motivations in Turkey. This research contributes to the existing literature through its qualitative nature and by highlighting differences in urban and rural female entrepreneurs. Moreover, the results of this study are useful for policy makers to evaluate the future needs of female entrepreneurs and the programs that will be needed to overcome the challenges facing female entrepreneurs in the entrepreneurial process.
Socially Responsible Human Resource Management and Turnover Intention Relations: Does Employer Brand Matter?
(2022) Eser, Hazal; Tuzun, Ipek Kalemci
Since high employee turnover rates have emerged as one of the main problems in the tourism sector, the aim of this paper is to examine the relationship between socially responsible human resource management (SR-HRM), employer brand and employee turnover intention. The paper also aims to investigate whether employees' employer brand perceptions moderate the relationship between SR-HRM and turnover intentions. An empirical study is conducted on hospitality sector. Quantitative research method is used by collecting questionnaires from 209 employees working in five-star hotels in Turkey. Based on the structural equation modelling the results of the study indicated that SR-HRM practices influenced employees' turnover intentions. Furthermore, interpreted organizational identity image (IOII), which is considered a sub -dimension of employer brand in the study, has a moderate effect on the relationship between the SR-HRM perceptions of employees and their turnover intentions. Major contribution of this research is that there is limited amount of research is available attempting to measure employer brand perceptions and considering the employer brand as moderating variable in the SR-HRM practices and employees' turnover intention link as well.
Understanding Protestant and Islamic Work Ethic Studies: A Content Analysis of Articles
(2019) Kalemci, R. Arzu; Tuzun, Ipek Kalemci; 0000-0001-6979-2040; ABB-5350-2020
This study focuses on two main arguments about the secularization of Protestant work ethic (PWE) and the uniqueness of Islamic work ethic (IWE). By adopting a linguistic point of view, this study aims to grasp a common understanding of PWE and IWE in the field of work ethic research. For this purpose, 109 articles using the keywords PWE and IWE in their titles were analyzed using content analysis. The findings support the argument that emphasizes universally shared values of PWE. In addition, the findings reveal that IWE provides a unique perspective on how to improve organizational performance, but at the same time differs in work orientation and commitment across cultures.