|1 THE EFFECT OF ORGANIZATIONAL CULTURE ON WORK-FAMILY LIFE CONFLICT, Nevin Deniz, Birsen Ozalp
The objective of this study is to show the effect of different types of organizational culture on the bi-directional work-family conflict. Here we report the results of a 48-question survey conducted with 211 participants that were chosen by convenience sampling. Our analysis confirms that the type of organizational culture indeed effects the level of work-family conflict and our results further suggest that the work-family conflict is strongly pronounced in market culture whereas it is relatively weaker in both clan and hierarchy cultures.
|2 THE ROLE OF THE FAMILY CONSTITUTION IN SUSTAINABILITY OF FAMILY BUSINESSES AND AN EVALUATION IN LIGHT OF IMPLEMENTATION PROBLEMS, Cemal Yukselen¹, Ebru Yildiz²
The family constitution is a tool used to maintain the sustainability of family businesses. It contributes to the management of the business on a corporate principles basis while preserving the family unity. The current study examines problems observed during the process of adoption of a family constitution in four different organizations which operate in different sectors, evaluates the solutions to these problems and offers suggestions related to the implementation process.
|3 THE ROLE OF MINDFULNESS AND SELF-CONSCIOUSNESS ON INTERPERSONAL CONFLICT RESOLUTION APPROACHES, Duysal Askun Celik¹, Fatih Cetin²
Along with arising interest on positive psychology in the last decade, new terms are being discussed in recent studies. Among those terms, the most popular ones are related with mindfulness and awareness. The main purpose of this study was to explore possible roles of mindfulness and self-consciousness on interpersonal conflict resolution approaches. The study was conducted by a self-report data gathered from 321 university students using Interpersonal Conflict Resolution Approaches Scale, Mindful Attention Awareness Scale and Self-consciousness Scale. The results showed that mindfulness and sub-dimensions of the self-consciousness as internal state awareness, style consciousness, appearance consciousness and social anxiety have significant roles in th positive and constructive conflict resolution processes. All these findings were discussed in the light of literature
|4 BIASSES IN DECISION MAKING PROCESS OF THE EMPLOYEES’, M.Murat Yaslioglu¹, Duygu Toplu², Omer Sap³
Main purpose of this study is to examine the effects of possible “biases” on employees. Decisions are never simple to make and they sometimes go wrong because of human shortcomings. Errors in decision making can arise from the cognitive biases we all have as human beings and these biases reduce the efficiency of our decisions. These biases, which distort the way people collect and process information, can also arise from interactions in organizational settings, where judgment may be colored by self-interest that leads employees to perpetrate more or less conscious deceptions. Accordingly, people can easily walk away from rationality when they have to make a decision in an organization, thus this study reveals what type of distortions and deceptions that employees may face with in a decision making process.
|5 THE GRADUAL EFFECTS OF PERCEIVED ORGANIZATIONAL SUPPORT ON PERFORMANCE BY MEDIATING EFFECT OF COMPETENCE AND PSYCHOLOGICAL CAPITAL ACCROSS NATIONS AND CULTURES, Tuna Uslu
Different forms of organization evolved at the end of the historical processes and changes in the communities. These national differentiations on business process are defined by the concept of national business systems. The influences of organizational support, competence and psychological capital on individual performance are related to various theories like Social Identity, Social Exchange, etc. However, progressive interaction between these variables has not been studied enough in the related literature. These variables affect each other and gradually performance increase is expected. The primary objective in this study is to increase the understanding of psychological capital for the organization by testing the effects of organizational support and employee attitudes/behaviours on performance perception in different national work systems and countries.
|6 THE IMPACT OF ORGANIZATIONAL JUSTICE ON THE PERCEPTION OF PSYCHOLOGICAL CONTRACT BREACH AND THE ROLE OF ETHICAL LEADER AS A MODERATOR: AN APPLICATION ON DEVELOPMENT AGENCIES, Fatih KARCIOGLU¹, Zafer AYKANAT², Orhan CINAR³
The aim of this paper is to examine the relationship between organizational justice and psychological contract breach within the scope of a moderator model and to exhibit the role of ethical leadership in this relationship. This study distinctively focuses on the impact of ethical leadership attitude in the relationship between organizational justice and psychological contract breach. In this context, this study aims to make a contribution to the existing literature and obtain favorable results that facilitates the executives in an organizational environment. Particularly, the objective of the empirical research is to exhibit how the organizational justice perceptions of employees working in Turkish Development Agencies effect the pyschological contract and the role of ethical leadership in this relationship. The universe of the corresponding research comprises the 23 Development Agencies staff working in the different geographical regions of Turkey. The results reveal that there is a statistically significant negative relationship between psychological contract breach and organizational justice and ethical leadership has a mediating effect on this relationship.
|7 THE LEADER’S ROLE IN CONFLICT MANAGEMENT AS MEDIATOR, Barbaros DAGLI1, Unsal SIGRI2
The aim of this study is to explore if mediation can be used as an effective method in conflict management by leaders or not. Principals and vice-principals within this study are described as leaders while teachers are determined as the followers. For this purpose, a survey was made on 239 participants in five schools selected in Ankara, 22 principals and deputy principals were interviewed and a case study was conducted on 210 teachers. Content analysis, case study method, t-test, one-way analysis of variance (ANOVA), correlation analysis were used in the analysis of data that is acquired by using the qualitative and quantitative methods together. Findings showed that relationship conflict is the most encountered conflict type at schools. It’s determined that teachers prefer the integrating and compromising style, and similarly leaders prefer these two styles increasingly. In the interviews made with leaders, it is concluded that they are eager to intervene the conflicts, managed the mediation process, the conflicts effected disputants in two basic subjects - motivation and performance and they came to an agreement that the mediators are to be chosen from within the school. In the case study method that was applied on subordinates, it is observed that the followers are for resolving of the three cases by mediation and they have a perception of leaders as managing the current mediation process. When all findings are evaluated it is concluded that mediation is an effective method that can be implemented by leaders to resolve the conflicts at schools.
|8 THE RELATIONSHIP BETWEEN ENTREPRENEURSHIP AND STRATEGIC MANAGEMENT: A NEW MODEL AND TEST OF STRATEGIC ENTRENEPRENEURSHIP, Gultekin Altuntas
A new conceptual model has been developed for a new paradigm of strategic entrepreneurship defined as the simultaneous combination of an entrepreneurial action associated with an opportunity-seeking behavior and a strategic action associated with a competitive advantage-seeking behavior to create value. Based on an extensive literature review of entrepreneurship and strategic management, the new model is empirically tested with a descriptive study on businesses quoted Borsa Istanbul BIST-100 Index without any sampling procedure. Questionnaires were sent to managers of those businesses to determine their perceptions of strategic entrepreneurship. Pearson and Spearman correlations reveal that opportunity identification, strategic entrepreneurship mindset, strategic entrepreneurial leadership, entrepreneurial culture, strategic resources management, strategic innovativeness, growth, average market value and organizational learning, all of which is sub- dimensions of the new strategic entrepreneurship model, are all in positive correlation with each other ranging from low to mostly strong relationships
|9 THE EFFECTS OF PSYCHOLOGICAL EMPOWERMENT AND JOB INVOLVEMENT ON WORK-LIFE BALANCE, Cigdem Asarkaya¹, Irmak Erdogan²
This study investigates psychological empowerment and job involvement as antecedents of work-life balance. In line with the positive work-family spillover framework, psychological empowerment and job involvement are proposed to affect work-life balance positively. Survey data showed that there are significant positive relationships between the meaning and self-determination/impact factors of psychological empowerment and work-life balance. The study underlines the role of job attitudes and perceptions in the workplace in balancing employees’ work and private lives.
|10 THE EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT ON WORK TO FAMILY CONFLICT: A TURKISH CASE, Cem Kahya, Mustafa Kesen
Organizations’ support for their employees plays crucial role in the success and effectiveness the employees. This support may be a distinctive factor in decreasing conflict levels of employees to optimal levels. The main purpose of this study is to reveal the role of perceived organizational support on work-family conflict. For this purpose, the survey based study was conducted on 90 officers working in Bayburt University. The result shows that perceived organizational support has a negative effect on work-family conflict.