Papers by Meryem Aybas
ÖZ Bu çalışmada duygusal emeğin mesleki stres ve işe adanmışlık üzerindeki etkilerini ve mesleki ... more ÖZ Bu çalışmada duygusal emeğin mesleki stres ve işe adanmışlık üzerindeki etkilerini ve mesleki stresin duygusal emek ve işe adanmışlık arasında aracı bir rolü olup olmadığını incelemeyi amaçlamıştır. Araştırmanın kapsamını hali hazırda profesyonel olarak tur rehberliği yapmakta olan kişiler oluşturmaktadır. Araştırma sonucunda duygusal emek boyutlarından olan derin davranış ve işe adanmışlık arasındaki ilişkide olumlu mesleki stresin aracı rol oynadığı tespit edilmiştir. Buna karşılık yüzeysel davranış ve işe adanmışlık arasında anlamlı hiçbir ilişki bulunamamıştır. Yüzeysel davranışın olumlu mesleki strese de hiçbir katkısı yoktur. Olumsuz mesleki stresin de aynı şekilde işe adanmışlıkla anlamlı bir ilişkisi bulunmamaktadır. Ayrıca medeni duruma göre yalnızca derin davranış açısından anlamlı bir farklılık tespit edilmiştir. Buna göre evli tur rehberlerinin derin davranış ortalaması bekarların derin davranış ortalamasından daha yüksek olarak gerçekleşmiştir. This study aimed to examine the effects of emotional labor on occupational stress and work engagement to work and the role of occupational stress as a mediator between emotional labor and work engagement. The scope of the research is already those who are professional tour guides. As a result of the research, it was determined that positive occupational stress plays a mediating role between deep acting from emotional labor dimensions and work engagement. On the other hand, there was no significant relationship between superficial acting and work engagement. Also there was no significant relationship between positive occupational stress and superficial acting. Negative occupational stress does not have a meaningful relationship with work engagement in the same way. There was also a significant difference in marital status only in terms of deep behavior. According to this, married tour guides 'deep acting averages were higher than single ones' deep averages.
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Özet İKY uygulamalarının etkinliği, özellikle kaynak temelli yaklaşımla birlikte insanın temel ka... more Özet İKY uygulamalarının etkinliği, özellikle kaynak temelli yaklaşımla birlikte insanın temel kaynak olarak öne çıkmasıyla akademik ve uygulamalı yazında daha fazla tartışılmaya başlanmıştır. Bilgiye dayalı ekonomik yapısal gelişmeler, beyaz yakalı çalışanlardan daha fazla beklentiyi beraberinde getirmiştir. Beyaz yakalı ve bilgi işçisi olarak da ifade edilen kas gücü yerine zihin gücünü ve bilgiyi kullanan çalışanların örgüte olan bağlılıkları, örgüt amaçları doğrultusunda gösterdikleri performans ve ekstra çabalar küresel rekabetin yoğunluğunun arttığı günümüzde örgütler ve İKY alanının temel gündem maddeleridir. Bu kapsamda bu çalışma, çeşitli sektörlerden beyaz yakalı çalışanların hali hazırda çalışmakta oldukları örgütte fonksiyonel olan İKY uygulamalarının etkinliğini değerlendirmeleri ve bunun yanı sıra İKY'den ne tür beklentiler içerisinde olduklarının sorgulanması amacını taşımaktadır. Ayrıca çalışanların demografik profilleri açısından İKY uygulamalarında algısal açıdan bir farklılık gösterip göstermediği belirlenerek, bunun sonucuna göre İKY politikaları açısından ne gibi farklı uygulamalar takip edilmesi konusunda fikir vermek amaçlanmaktadır. Abstract The effectiveness of HRM practices has begun to be discussed more and more in academic and practical writing, with the emphasis on human as a fundamental resource, especially with the resource-based approach. Economic structural developments based on information brought more expectation from white-collar workers. Instead of muscular power, which is also referred to as information workers, white-collar workers and informed loyalties, the performance they demonstrate in terms 1 Bu makale Meryem Aybas'ın doktora tezinden üretilmiştir.
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This study proposes and investigates a model of psychological capital as a mediator and moderator... more This study proposes and investigates a model of psychological capital as a mediator and moderator in human resource (HR) practices-employee work engagement relationship. Although there have been a lot of researches on the relationship between HR practices and individual and organizational outcomes, how occur this relationship is still unclear. In order to advance our knowledge about this relationship, there is need to investigate possible mediating and moderating variables that effective on it. To test developed model, we collected data from 590 white-collor employees who are working in private companies from different sectors in Turkey. As a result of this study the effects of motivation and skill enhancing HR practices on work engagement are significantly partial mediated by psychological capital but not moderated. On the other hand the effects of opportunity enhancing HR practices and working conditions on work engagement are significantly partial mediated and moderated by psychological capital at the same time.
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High Performance Work Systems (HPWS) have become highly important as a source of competitive adva... more High Performance Work Systems (HPWS) have become highly important as a source of competitive advantage in today's competitive business environment. Human resource management capabilities are important for attracting, selecting, retaining, motivating and developing the workforce in an organization. Meanwhile organizational culture, considered as a form of organizational capital may also be a driver for sustained competitive advantage. Organizational values, as the reflection of organization culture are asserted to influence the strategic issues such as strategic change, management decision making and also shape employee commitment and organization's interaction with external stakeholders. These two firm-specific resources may complement each other and further leveraging organizational performance. In consideration with the resource-based view, this paper seeks to identify whether high performance human resource practices are articulated and publicly espoused via organizational values. The research question of the study pertains to whether selected organizations incorporate components of HPWS in their organizational value statements. Summative content analysis is conducted which is supported by the NVivo software program, the findings of which are discussed in the text.
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There has been a great increase of interest by the academics and practitioners in the studies on ... more There has been a great increase of interest by the academics and practitioners in the studies on teamwork and evaluation of team performance in the recent years. Yet there are still some gaps in the related literature especially in team performance evaluation models and approaches. Such models focusing only on individuals as a measurement unit have been criticized because they foster individual competition and harm the team spirit. On the other hand, the models overemphasizing the teams as a measurement unit have been accepted as ignoring the individual performance andrecognition and not preventing the social-loafing. It was also noticed that in the literature inter- team performancemeasurement and evaluation processes have been as well ignored. This study aims at a) reviewing the previous studies on team performance evaluation, b) identifying some integration gaps in current team performance models, c) developing a conceptual model and d) formulating some propositions for the researchers who want to make further studies ın this topic. With these aims, the study tries to extend the previous work on team performance evaluation models by developing an “integrated” model with some new variables. The model finally intends to suggest some new views related with the team performance’s place in the system of organizational performance.
Keywords: Team, team performance management, intra-team performance, inter-team performance, task performance, contextual performance
Jel code: M12, M54
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Bu çalışma hedef yönelimlilik ve örgütsel etik inancının bireylerin etik olmayan satış davranışı ... more Bu çalışma hedef yönelimlilik ve örgütsel etik inancının bireylerin etik olmayan satış davranışı üzerindeki etkisini incelemeyi amaçlamıştır. Bu kapsamda kuyumculuk sektöründe çalışmakta olan 86 satış personeli yüz yüze görüşülerek bir araştırma gerçekleştirilmiştir. Araştırma sonucunda bireylerin örgütsel etik hakkındaki inancı ile etik olmayan satış davranışları arasında olumlu ve güçlü bir ilişki bulunmuştur. Bireyin bağlı olduğu örgütü desteklemek için etik olmayan davranışının kabul gördüğüne olan inancı ve örgütünü koruma düşüncesi etik olmayan satış davranışı göstermesinde büyük ölçüde etkili olduğu tespit edilmiştir. Buna karşılık performans/hedef yönelimlilik ve etik olmayan satış davranışı arasında istatistiksel olarak anlamlı bir ilişki bulunamamıştır. Buna göre satışçıların daha yüksek performans gösterme eğilimi etik olmayan satış davranışı ile ilgili değildir. Çalışmaya katılan satışçıların oldukça önemli bir kısmı (%35) çalıştıkları iş çevresinde etik olmayan davranışlarla karşılaştıklarını ifade etmişlerdir. Açık uçlu sorularda buna örnek verilmesi istendiğinde çoğunlukla satışı yapabilmek için müşteriye yalan söyleme, haksız rekabet, ürünü olduğundan daha iyi gösterme vb. durumlarla örneklendirmişlerdir.
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This study proposes and investigates a model of psychological capital as a mediator and moderator... more This study proposes and investigates a model of psychological capital as a mediator and moderator in HR practices-employee work engagement relationship. Although there have been a lot of researches on the relationship between HR practices and individual and organizational outcomes, how occur this relationship is still unclear. In order to advance our knowledge about this relationship, there is need to investigate possible mediating and moderating variables that effective on it. To test developed model, we collected data from 590 white-collor employees who are working in private companies from different sectors in Turkey. As a result of this study the effects of motivation and skill enhancing HR practices on work engagement are significantly partial mediated by psychological capital but not moderated. On the other hand the effects of opportunity enhancing HR practices and working conditions on work engagement are significantly partial mediated and moderated by psychological capital at the same time.
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It seems that feelings of job insecurity are an important problem in the global context. The aim ... more It seems that feelings of job insecurity are an important problem in the global context. The aim of this study was to
investigate the relationships between employability, job insecurity and burnout of employees. Furthermore, the buffering
effect of employability in the relationship between job insecurity and burnout was also investigated. Hypotheses were tested
on 154 white collar employees who are working for a newly privatized industrial enterprise in Turkey. A positive relationship
was confirmed between job insecurity and burnout. Results also supported that there is a moderating role of employability
between job insecurity and burnout. Accordingly, it was observed that as the employees' perceptions of employability
increases, they were less affected by burnout. These results suggest that employability is an important resource in coping with
the negative outcomes of job insecurity after the privatization. The results have implications for practitioners and future
research.
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The purpose of this study is to investigate the effect of ambition, internal locus of control and... more The purpose of this study is to investigate the effect of ambition, internal locus of control and innovativeness on self-perceived employability. In order to test hypothesis, survey method and questionnaire technique were used to apply in this study. The study sample consists of 335 university students of School of Business, Health Sciences Faculty and Education Faculty at Istanbul University. In order to analyze the data, one-way ANOVA, independent T-Test have been conducted to monitor the scores taken from the scales in terms of socio-demographic varieties. This study argues that self-perceived employability represents a second order construct that consists of four dimensions- university brand, the state of the external labour market, the demand for the perceived academic success and general self-belief. According to hierarchical regression analysis results there is a significant effect of ambition and internal locus of control on the self-perceived employability. Also, there is a significant effect of ambition, internal locus of control and innovativeness on general self-belief dimension of perceived employability. Besides it was determined that there is a significant difference between female and male students in terms of perceived self-employability.
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Bu çalışmada “Örgütsel öğrenme yönetimi” kavramıyla bilgiye dayalı varlıkların etkin biçimde yöne... more Bu çalışmada “Örgütsel öğrenme yönetimi” kavramıyla bilgiye dayalı varlıkların etkin biçimde yönetimini gerçekleştirecek bir model sunulmaktadır. Bu modelde işletme stratejisi, yapı, kültür, çevre, BT vs. içeren örgütsel öğrenme bağlamı ve örgütsel öğrenme ilişkisinin yanı sıra bağlamsal faktörleri dikkate alarak oluşturulan bilgi/öğrenme stratejisi doğrultusunda gerçekleşen örgütsel öğrenme süreci örgütsel performans ilişkisi kuramsal olarak sunulmaktadır. Bu çalışma, takip eden üç kısımdan oluşmaktadır. İlk kısımda sözü geçen kavramların kuramsal olarak incelenmesi ve bu dört kavramın karşılaştırılması, ikinci kısımda öğrenme yönetimi bağlamında tartışmaya açılan model sunulmaktadır. Son kısımda ise çalışmanın uygulayıcılar ve akademisyenler açısından sonuçları ve gelecekteki çalışmalara sunduğu katkı ifade edilmektedir.
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İKTİSADİ VE İDARİ BİLİMLER DERGİSİ/ …, Jan 1, 2010
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Conference Presentations by Meryem Aybas
Entrepreneurship
has
grown
to
become
an
important
issue
for
academics,
practitioners
and
policy
m... more Entrepreneurship
has
grown
to
become
an
important
issue
for
academics,
practitioners
and
policy
makers.
In
many
countries
unemployed
people
are
encouraged
to
become
self-‐employed
or
an
entrepreneur.
It
is
important
to
learn
more
about
unemployment,
unemployability
and
entrepreneurship
relations.
There
is
the
lack
of
studies
which
examine
unemployability
factors
with
interpretation
of
the
mutual
bonds
of
entrepreneurship
and
unemployment.
The
aim
of
this
study
to
investigate
what
is
the
main
drives
of
being
an
entrepreneur
and
what
is
the
role
of
unemployability
on
the
being
of
an
entrepreneur.
In
addition,
how
demographic
factors
such
as
gender,
age,
education,
parents’
being
an
entrepreneur,
work
experience,
encourage
business
creation,
do
affect
to
become
an
entrepreneur
have
been
investigated.
The
qualitative
research
method
has
been
performed
in
this
study.
The
data
were
collected
through
semi-‐structured
interview
technique
from
79
entrepreneurs
who
were
operated
in
Kars,
Turkey.
In
this
context,
this
study
aims
to
offer
potentially
valuable
new
avenues
for
deeper
understanding
of
what
drives
the
being
of
an
entrepreneur.
Bookmarks Related papers MentionsView impact
Uploads
Papers by Meryem Aybas
Keywords: Team, team performance management, intra-team performance, inter-team performance, task performance, contextual performance
Jel code: M12, M54
investigate the relationships between employability, job insecurity and burnout of employees. Furthermore, the buffering
effect of employability in the relationship between job insecurity and burnout was also investigated. Hypotheses were tested
on 154 white collar employees who are working for a newly privatized industrial enterprise in Turkey. A positive relationship
was confirmed between job insecurity and burnout. Results also supported that there is a moderating role of employability
between job insecurity and burnout. Accordingly, it was observed that as the employees' perceptions of employability
increases, they were less affected by burnout. These results suggest that employability is an important resource in coping with
the negative outcomes of job insecurity after the privatization. The results have implications for practitioners and future
research.
Conference Presentations by Meryem Aybas
has
grown
to
become
an
important
issue
for
academics,
practitioners
and
policy
makers.
In
many
countries
unemployed
people
are
encouraged
to
become
self-‐employed
or
an
entrepreneur.
It
is
important
to
learn
more
about
unemployment,
unemployability
and
entrepreneurship
relations.
There
is
the
lack
of
studies
which
examine
unemployability
factors
with
interpretation
of
the
mutual
bonds
of
entrepreneurship
and
unemployment.
The
aim
of
this
study
to
investigate
what
is
the
main
drives
of
being
an
entrepreneur
and
what
is
the
role
of
unemployability
on
the
being
of
an
entrepreneur.
In
addition,
how
demographic
factors
such
as
gender,
age,
education,
parents’
being
an
entrepreneur,
work
experience,
encourage
business
creation,
do
affect
to
become
an
entrepreneur
have
been
investigated.
The
qualitative
research
method
has
been
performed
in
this
study.
The
data
were
collected
through
semi-‐structured
interview
technique
from
79
entrepreneurs
who
were
operated
in
Kars,
Turkey.
In
this
context,
this
study
aims
to
offer
potentially
valuable
new
avenues
for
deeper
understanding
of
what
drives
the
being
of
an
entrepreneur.
Keywords: Team, team performance management, intra-team performance, inter-team performance, task performance, contextual performance
Jel code: M12, M54
investigate the relationships between employability, job insecurity and burnout of employees. Furthermore, the buffering
effect of employability in the relationship between job insecurity and burnout was also investigated. Hypotheses were tested
on 154 white collar employees who are working for a newly privatized industrial enterprise in Turkey. A positive relationship
was confirmed between job insecurity and burnout. Results also supported that there is a moderating role of employability
between job insecurity and burnout. Accordingly, it was observed that as the employees' perceptions of employability
increases, they were less affected by burnout. These results suggest that employability is an important resource in coping with
the negative outcomes of job insecurity after the privatization. The results have implications for practitioners and future
research.
has
grown
to
become
an
important
issue
for
academics,
practitioners
and
policy
makers.
In
many
countries
unemployed
people
are
encouraged
to
become
self-‐employed
or
an
entrepreneur.
It
is
important
to
learn
more
about
unemployment,
unemployability
and
entrepreneurship
relations.
There
is
the
lack
of
studies
which
examine
unemployability
factors
with
interpretation
of
the
mutual
bonds
of
entrepreneurship
and
unemployment.
The
aim
of
this
study
to
investigate
what
is
the
main
drives
of
being
an
entrepreneur
and
what
is
the
role
of
unemployability
on
the
being
of
an
entrepreneur.
In
addition,
how
demographic
factors
such
as
gender,
age,
education,
parents’
being
an
entrepreneur,
work
experience,
encourage
business
creation,
do
affect
to
become
an
entrepreneur
have
been
investigated.
The
qualitative
research
method
has
been
performed
in
this
study.
The
data
were
collected
through
semi-‐structured
interview
technique
from
79
entrepreneurs
who
were
operated
in
Kars,
Turkey.
In
this
context,
this
study
aims
to
offer
potentially
valuable
new
avenues
for
deeper
understanding
of
what
drives
the
being
of
an
entrepreneur.