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1 – 10 of 14Emre Burak Ekmekcioglu, Belgin Aydintan and Mustafa Celebi
The purpose of this paper is to investigate the effect of behavioral dimensions constituting the essence of charismatic leadership (CL) on coordinated teamwork (CTW).
Abstract
Purpose
The purpose of this paper is to investigate the effect of behavioral dimensions constituting the essence of charismatic leadership (CL) on coordinated teamwork (CTW).
Design/methodology/approach
Data were collected from 113 members among 20 ad hoc project teams formed by specialists and assistant specialists employed in a public institution. Simple linear and multiple regression models were employed to analyze the effect of CL on CTW.
Findings
The behavioral dimensions of CL, which include possessing a strategic vision and articulation skill, sensitivity to the environment and sensitivity to member needs, were found to have a significant and positive effect on CTW, while the personal risk and unconventional behavior dispositions of a leader were found to render no significant effect on CTW.
Research limitations/implications
Having tested the effect of CL behaviors on CTW, this particular model provides salient implications in clarifying which CL behaviors particularly render a significant effect on CTW and the consequential effectiveness of teamwork. Nevertheless, there is a need for longitudinal studies conducted in a range of different sectors and institutions.
Originality/value
The originality of this empirical study is that it advances the grasp of the relationship between CTW and the behavioral factors of CL.
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Emre Burak Ekmekcioglu and Enver Aydogan
The purpose of this study is to examine the mediating role of organizational identification (OI) on the relationship between organizational justice (OJ) and turnover intention…
Abstract
Purpose
The purpose of this study is to examine the mediating role of organizational identification (OI) on the relationship between organizational justice (OJ) and turnover intention (TI), as well as the moderating role of psychological contract fulfillment (PCF) in those relationships.
Design/methodology/approach
Data were collected from 339 employees of a financial institution in Turkey. Regression analyses were conducted to investigate a moderated mediation model.
Findings
This study found that OI was partially mediated the relationship between OJ and TI. The results also indicated that the indirect effect of OJ on TI through OI was moderated by PCF.
Research limitations/implications
The generalizability of the findings is limited. As this study is cross-sectional, causal inferences cannot be inferred regarding the hypothesized relationships.
Practical implications
To reduce TI, organizations should ensure the fair allocation of resources and rewards among employees. Moreover, organizations should pay attention to the expectations of employees and the promises made to them in an attempt to fulfill psychological contract obligations.
Originality/value
This study explores the mediating role of OI in the relationship between OJ and TI. In addition, this research sheds light on the moderating role of PCF in this mediation model.
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Mohammad Aqil Tahiry and Emre Burak Ekmekcioglu
The purpose of this study is to examine the mediating role of career adaptability (CA) in the relationship between supervisor support (SS) and career satisfaction (CS).
Abstract
Purpose
The purpose of this study is to examine the mediating role of career adaptability (CA) in the relationship between supervisor support (SS) and career satisfaction (CS).
Design/methodology/approach
Data were collected from 193 full-time employees working in private health-care institutions in Ankara, Turkey. The participants were asked to respond to a self-reported survey. Structural equation modeling was used to examine the hypothesized relationships between the research variables.
Findings
The results indicated that SS has a significant and positive effect on CS. It further reveals that CA mediates the effect of SS on CS.
Research limitations/implications
As this study had a cross-sectional research design, causality could not be established between study variables.
Practical implications
CA ought to be considered by the managers and it ought to be advanced as it provides the employees fundamental instruments to deal with their career advancement efficiently.
Originality/value
The present study adds to the existing literature by providing additional evidence for the relationship among SS, CA and CS by examining a sample of health-care professionals.
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Hamidah Nabawanuka and Emre Burak Ekmekcioglu
The purpose of this study is to investigate the relationship between support (i.e. supervisor support (SS) and co-worker support (CS)), job characteristics (job autonomy, job…
Abstract
Purpose
The purpose of this study is to investigate the relationship between support (i.e. supervisor support (SS) and co-worker support (CS)), job characteristics (job autonomy, job complexity and skill variety) and work engagement (WE). Furthermore, the study examined whether there is a mediating effect of employee resilience (ER) on the aforementioned variables.
Design/methodology/approach
Data were collected from employees working in SMEs in Uganda. A sample of 324 responses was used for data analysis. Structural equation modelling and bootstrapping procedures were used to test the hypothesized relationships.
Findings
The study findings confirmed that SS, CS and job characteristics were positively related to WE. The study revealed that SS, job autonomy, job complexity and skill variety were found to foster WE through ER. Yet, CS was found not to have an indirect impact on WE through ER.
Research limitations/implications
Because this study was conducted using a cross-sectional research methodology, it makes it hard to draw causal inferences.
Originality/value
This study’s findings contribute to the existing body of literature on WE and job characteristics and also adds to the growing body of research on ER.
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Emre Burak Ekmekcioglu, Hamidah Nabawanuka, Yussif Mohammed Alhassan, John Yaw Akparep and Cansu Ergenç
This paper aims to examine how organizational practices such as climate for conflict management (CCM) and high involvement work practices (HIWPs) reduce the negative consequences…
Abstract
Purpose
This paper aims to examine how organizational practices such as climate for conflict management (CCM) and high involvement work practices (HIWPs) reduce the negative consequences of workplace bullying (WPB) on work-related depression (WRD).
Design/methodology/approach
Data were collected from 468 full-time employees working in the financial sector in Türkiye by applying a student-recruited sampling strategy. The aforesaid relationships were assessed using SPSS AMOS 29.
Findings
The results indicated that WPB leads to WRD; however, this effect is alleviated by employee perceptions of strong CCM and the administration of HIWPs in workplace settings.
Research limitations/implications
Collecting data from a single source poses the risks of self-report data bias; however, in the future, data may be collected from multiple sources to lessen this potential threat. The study was a cross-sectional study, which makes it hard to make casual inferences; longitudinal data would be more beneficial to establish casual associations.
Practical implications
Business owners and managers can draw from the study results to create a work environment perceived by employees to be fair when dealing with conflicts and the negative vices of bullying in workplaces. Also, organizations may administer practices that empower employees’ confidence and competence to deal with negative persecution in organizations.
Originality/value
Few studies, if any, have focused on examining the moderating effect of CCM and HIWPs in the association between WPB and WRD. Drawing upon conservation of resources theory, the study stands out as it tests the moderating effect of CCM and HIWPs in the connection between WPB and WRD. The findings contribute to the few available studies tackling organizational factors relevant to alleviating the negative consequences of WPB in organizations.
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Emre Burak Ekmekcioglu and Kürşad Öner
The purpose of this study is to examine the effects of servant leadership (SL) and innovative organizational culture (IOC) on employees' innovative work behavior (IWB). In…
Abstract
Purpose
The purpose of this study is to examine the effects of servant leadership (SL) and innovative organizational culture (IOC) on employees' innovative work behavior (IWB). In addition, this paper attempts to examine the mediating role of perceived organizational support (POS) in these relationships.
Design/methodology/approach
Data were collected from 280 employees working in technopark companies located in Turkey, which require intensive IWB. Structural equation modeling and bootstrapping procedure were used to test the hypothesized relationships.
Findings
The findings suggest that SL, and IOC are significantly and positively related to employees' IWB. The results also show that SL and IOC stimulate employees' IWB through POS.
Research limitations/implications
Because this study was carried out by employing a cross-sectional research design with data obtained from the same source, the inferences about the causality among the variables cannot be inferred.
Practical implications
The empirical findings suggest that organizations should make efforts to promote SL and improve IOC in order to harvest IWB from their employees. Moreover, organizations and managers need to recognize the importance of the POS by employees, and therefore form an adequate working environment, create and utilize policies and procedures accordingly.
Originality/value
This study suggests ways for organizations to enhance their innovativeness through IOC and SL applications in pursue of harvesting employees' IWB using POS by employees as mediator. This study is also original, in that no previous studies have investigated the mediating role of POS in the relationship between IOC, SL and IWB.
研究目的
本研究旨在探討僕人式領導和創新組織文化對僱員的創新工作行為的影響; 研究亦擬探討就上述有關的影響和關聯而言、組織支持感所扮演的調節角色。
研究設計/方法/理念
研究的數據取自在土耳其的科技園區裡工作的280名僱員 (在科技園區工作,僱員須具備強大的創新工作行為) 。研究採用結構方程模型和拔靴法程式去測試假設的關聯。
研究結果
研究結果間接表明了僕人式領導和創新組織文化與僱員創新工作行為之間的關聯是正相關的,而且,這相關性頗為顯著。研究結果亦顯示,僕人式領導和創新組織文化均會透過組織支持感、促進僱員的創新工作行為。
研究的局限/啟示
由於研究採用橫斷研究設計,而使用的數據又取自同一來源,故變數間的因果關係是無法推斷的。
實務方面的啟示
本研究之經驗結果建議組織應鼓勵推行僕人式領導,亦應努力提昇創新組織文化,以能取得僱員創新工作行為所帶來的成效。而且,組織和管理階層必須明白使僱員感受到組織的支持是很重要的,因此,組織和主管須創造一個良好的工作環境,並制訂適當的政策和處理各種事宜的程式,以能提高組織支持感。
研究的原創性/價值
本研究為組織提供了增強創新能力的建議,方法是透過促進創新組織文化和採用僕人式領導,並利用僱員組織支持感的調節作用,以取得僱員創新工作行為所帶來的成效。另外,本研究是獨創的,這是因為從前沒有研究、去探討在創新組織文化和僕人式領導與創新工作行為之間的關聯上、組織支持感所扮演的調節角色。
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Cevahir Uzkurt, Emre Burak Ekmekcioglu and Semih Ceyhan
Based on the dynamic capability theory, the purpose of this study is to examine the mediating role of the adaptive capability of small- and medium-sized enterprises (SMEs) on the…
Abstract
Purpose
Based on the dynamic capability theory, the purpose of this study is to examine the mediating role of the adaptive capability of small- and medium-sized enterprises (SMEs) on the relationship between business ties and firm performance. This study also investigates the moderating role of technological turbulence in those relationships.
Design/methodology/approach
Data were collected from 1,265 SME managers in Turkey. Partial least squares analysis, a variance-based structural equation modelling, was applied to examine a mediated moderation model.
Findings
The results support the proposed framework illustrating that business ties are positively related to adaptive capability and firm performance. Moreover, adaptive capability mediates the relationship between business ties and firm performance. The results also indicate that the indirect effect of business ties on firm performance through adaptive capability was moderated by technological turbulence.
Practical implications
SMEs in emerging economies need to enhance their business ties and invest in their adaptive capabilities to increase their performances. This relation becomes more strategic under technologically turbulent environments.
Originality/value
By introducing empirical data from the Turkish emerging context, this paper contributes to our understanding of how SMEs’ relational networks contribute to firm performance. From the dynamic capability perspective, it shows how SMEs use their adaptive capabilities to environmental challenges. It also fills an important gap by showing that environmental uncertainties (specifically technological turbulence) moderate the adaptive capability’s mediating impact on the relationship between business ties and firm performance. The results also provide potential future directions for dynamic capabilities research in emerging contexts.
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Emre Burak Ekmekcioglu and Hamidah Nabawanuka
This study aims to examine the relationship between discretionary human resource (HR) practices and job satisfaction, as well as the mediating role of job crafting in the…
Abstract
Purpose
This study aims to examine the relationship between discretionary human resource (HR) practices and job satisfaction, as well as the mediating role of job crafting in the relationship between discretionary HR practices and job satisfaction.
Design/methodology/approach
Data were collected from 302 employees working in an information and communications technology (ICT) industry in Turkey. Structural equation modelling and bootstrapping procedure were used to test the hypothesized relationships.
Findings
The findings suggest that discretionary HR practices are significantly and positively related to employees' job satisfaction. The results also show that discretionary HR practices stimulates job satisfaction through job crafting.
Research limitations/implications
Because this study was conducted using a cross-sectional research methodology with data acquired from the same source, conclusions concerning the causality of the variables cannot be inferred. The findings in this study have significant implications for human resource practitioners and business owners who invest in their employees to enhance both employee and organizational performance. The findings show that investment in HR practices prompt employees to be more proactive in devising measures and ways of performing their jobs which increases their job satisfaction hence bringing about desirable and favorable organizational outcomes.
Originality/value
This study adds to the growing body of research on the relationship between HRM and job satisfaction by investigating at the predictive influence of discretionary HR practices as well as the mediating role that job crafting plays.
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Cevahir Uzkurt, Semih Ceyhan, Emre Burak Ekmekcioglu and Musab Talha Akpinar
This paper aims to explore the effect of government support (short work allowances – SWA) on SME employees' job performance and employee motivation perceptions, during the…
Abstract
Purpose
This paper aims to explore the effect of government support (short work allowances – SWA) on SME employees' job performance and employee motivation perceptions, during the COVID-19 pandemic in Turkey.
Design/methodology/approach
Survey data were collected from 2,781 employees working in SMEs registered to Small and Medium Enterprises Development Organization (SMEDO) in Turkey. The relationships were assessed through structural equation modeling with bootstrap estimation.
Findings
The results support the proposed framework illustrating the positive effect of government support on employees' perceived motivation and job performance. Findings indicate that employee motivation has exhibited a mediating effect between government support and job performance. Another important finding is that, contrary to the classical understanding of Herzberg's two-factor theory, SWA system was able to perform as a motivating factor during the pandemic by meeting the hygiene needs.
Research limitations/implications
Since this is a cross-sectional research study, causal inferences cannot be derived from the research results.
Originality/value
There is a lack of empirical study on SME employees' perceptions on the government support during the pandemic, especially on the perspectives of emerging economies are infrequent. Turkey's case is unique in terms of providing insights on how perceived employee motivation is increased by the government supports (SWA) in Turkey, and how this motivation mediates the job performance perceptions. Besides, the impacts of government support are mostly studied at the firm or macro-levels, this study's unit of analysis is at individual level. Regarding the criticism from the motivation perspective of two-factor theory, COVID-19 context and its impact on the motivation needs have not been elaborated before. This article starts new discussions on how crisis contexts influence individual motivator factors.
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Hamidah Nabawanuka and Emre Burak Ekmekcioglu
This paper aims to examine the relationship between workplace bullying (WPB) and team performance (TP). And it also attempts to investigate the mediating role of team…
Abstract
Purpose
This paper aims to examine the relationship between workplace bullying (WPB) and team performance (TP). And it also attempts to investigate the mediating role of team psychological contract breach (TPCB) in the relationship between WPB and TP.
Design/methodology/approach
Multiple sources and a time-lagged approach were applied at six-week intervals to 64 work teams across 12 different firms in Turkey to test the hypotheses. A linear regression analysis was conducted to evaluate the association between variables.
Findings
The results indicate that WPB leads to negative perceptions of TPCB, which, in turn, have a negative impact on TP.
Research limitations/implications
This study design cannot establish causality, in spite of the fact that the authors used time-lagged data to decrease common method bias.
Practical implications
Managers or team leaders can design activities or programs (i.e. counselling sessions) to promote group cohesiveness, as well as immediately address complaints from team members who feel aggrieved to counteract the negative effects of bullying and reprimand perpetrators; such actions can mitigate perceptions of psychological contract breach.
Originality/value
Few studies have been conducted to test the mediating role of TPCB in the team context. This study stands out as it examines the mediating effect of TPCB in the relationship between WPB and TP. The findings advance the understanding of how WPB could negatively affect TP in a mediation model.
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