İktisadi ve İdari Bilimler Fakültesi / Faculty of Economics and Administrative Sciences

Permanent URI for this collectionhttps://hdl.handle.net/11727/1399

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Author: search.filters.author.Askun, Duysal

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    A Configurational Approach for Analyzing Cultural Values and Performance in Global Virtual Teams
    (INTERNATIONAL BUSINESS REVIEW, 2024) Sahin, Faruk; Taras, Vas; Cetin, Fatih; Tavoletti, Ernesto; Askun, Duysal; Florea, Liviu
    Although there have been decades of research on the effect of cultural values on team effectiveness outcomes, knowledge of the interdependencies of team cultural values for explaining team performance remains nascent. Using a configurational qualitative approach, this study explores how cultural values combine and collectively contribute to the effectiveness of Global Virtual Teams (GVTs). We perform a fuzzy-set qualitative comparative analysis on a data set of 1847 individuals nested within 396 GVTs who participated in an international business consulting project. The results demonstrate that cultural values work together to achieve high levels of team performance rather than function independently. The results also show that different cultural value configurations could be equally effective at producing the same outcome, and that the presence of gender egalitarianism and the absence of power distance are the most important for producing the outcome. We discuss implications for practice and future research.
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    Are Self-Efficacious Individuals more Sensitive to Organizational Justice Issues? The Influence of Self-Efficacy on the Relationship between Justice Perceptions and Turnover
    (2018) Askun, Duysal; Yeloglu, Hakki Okan; Yildirim, Olcay Bige; L-1624-2017
    Moderating role of self-efficacy has been studied in several research contexts which also frequently involved organizations. According to the theoretical framework borrowed by social cognitive theory and referent cognitions theory, we have decided to explore the moderating role of self-efficacy in the relationship between justice perceptions and turnover intentions. Nine-hundred and four employees coming from private companies in Istanbul and Ankara participated in our study. Our results revealed important findings in relation to the moderating effects of different self-efficacy dimensions. Many interaction effects were as expected, except for those high in willingness to expend effort in completing the behavior. We discussed the results in light of certain theoretical assumptions and offered related recommendations for organizational practice and future research.