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Pozitif Psikolojik Sermaye

Author(s): M. Selman Kobanoğlu / Language(s): Turkish Publication Year: 0

Organizations are social structures primarily reliant on human resources, so it is not possible for these structures to act independently of human psychology. Because psychology stands out as a discipline of research that seeks to comprehend human behavior, mental ability and structure, social interactions between people, and the outcomes of all of these. For a long time, psychology was primarily focused on the negative and dysfunctional aspects of human experience, such as mental illnesses. However, during Seligman's presidency of the American Psychological Association (1998), positive aspects of psychology, such as fostering human genius and maximizing its potential, started to receive more attention. The new approaches introduced by the positive psychology approach contributed to the emergence of the concept of positive psychological capital in the organizational field. The concept of positive psychological capital, which can result in positive individual and organizational results that benefit the organization, appears in the literature as a phenomenon that attracts attention in order to maximize the potential of human resources, which is acknowledged as the most challenging organizational competitive advantage to imitate in today's global competitive conditions.

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Farklılıkların Yönetimi

Author(s): Necmettin Gül / Language(s): Turkish Publication Year: 0

The management of differences is very important in terms of being able to express themselves and exist in the labor market for individuals who are defined as diversity in working life, such as being disabled in working life, being a woman in working life, being exposed to racism and discrimination due to various reasons, not being accepted or excluded in working life due to their sexual orientation. And it is a concept that needs to be emphasized. Because working is one of the fundamental rights of every individual, both legally and ethically. In this direction, the right to work has been guaranteed by the constitution and various laws have been enacted in order to protect diversity. Organizations are structures that come together to achieve a specific purpose. Within these structures, there are individuals with completely different characteristics, cultures, values and beliefs. The management of diversity, which has entered the management literature and is an accepted management approach, is important for the success and performance of organizations in order not to be exposed to various groupings, conflicts, discriminatory behaviors and judgmental attitudes. The management of differences is becoming more and more necessary in the changing world plane and increases the interest in it. In this context, the aim of this study is to address and explain the concept of diversity management in a way that includes many disadvantaged groups and individuals.

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Tutku Kavramı ve İkili Tutku Modeli

Author(s): Yasemin Gülbahar / Language(s): Turkish Publication Year: 0

Passion is a concept that has been neglected in the field of organizational behavior for many years, but in recent years, it has attracted attention with its effects on the individual and processes within the organization. Emotion is the desire, motivation and feelings that an individual experiences towards an activity that he or she loves, spares a certain amount of time and defines himself through this means. While this feeling has great effects on the success of the individual in the organizational environment, it sometimes makes the individual completely dependent on himself by breaking it off from his normal life. At this point, the Dual Passion Model comes into play.

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Sosyal Kaytarma

Author(s): Esra Emül,Arzu Karaca / Language(s): Turkish Publication Year: 0

The aim of this study is to examine the concept of social loafing, which is among the current organizational behavior issues. In this direction, first of all, how the concept of social loafing emerged and the definitions of social loafing made by different scientists are included. With the increasing interest in the concept of social loafing, how social loafing behavior emerges has gained importance. For this reason, theories explaining social loafing behavior put forward by researchers and theories that contradict social loafing behavior are briefly explained. In the following parts of the study, the factors affecting social loafing behavior were examined in order to determine which situations trigger social loafing. In the last part of the study; Various suggestions have been made to managers in order to prevent or minimize social loafing in organizations. There are very few studies in the domestic literature on the concept of social loafing. When the studies in the literature are examined, it is seen that social loafing is limited only to the field of social psychology. For this reason, it is necessary to associate social loafing with different fields and to create awareness about the concept.

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Örgütlerde Pigmalyon Etkisi

Author(s): Buket SEZER / Language(s): Turkish Publication Year: 0

People tend to reach the level of expectations of other people about themselves and try to achieve the expected performance. This phenomenon, which is described as a pygmalion effect, states that a person's expectation of another person has a strong effect on the behavior of that person. It is seen that the concept is first put forward as a self-fulfilling prophecy. The first research on the fact that a person's expectations had an impact on the behavior of his interlocutor began with Rosenthal and Jacobson (1968). For this reason, the Pygmalion effect has also been named as Rosenthal effect. The concept of the field as a pygmalion effect is mostly used as the positive expectations of the people to create positive changes in others. However, sometimes there are cases where the negative expectations of people over others have negative effects on other people. Therefore, this situation, which leads to the emergence of negative attitudes and behaviors, is called the “Golem Effect”. Studies on the effect of Pygmalion are mostly included in the field of educational psychology. In this section, the studies carried out in the organizations were evaluated based on the idea that employee behaviors change in the axis of executive expectations and adapt to this expectation.

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Çalışma Hayatında Sahtekârlık Fenomeni

Author(s): Gaye Onan / Language(s): Turkish Publication Year: 0

Pozitif psikolojinin etkisi altında örgütsel psikoloji alanında gerçekleştirilen çalışmalar çoğunlukla çalışanların “iyi ve olumlu” tarafları üzerine odaklanmıştır. Bununla birlikte iş yerinde çalışan davranışlarının “karanlık” tarafına ve bunun sonuçlarına da artan bir ilgi söz konusudur (Vergauwe vd., 2015, s. 566). Bu karanlık taraflardan biri olan sahtekârlık sendromu ya da sahtekârlık fenomeni kavramı çalışma hayatında son yıllarda telaffuz edilmeye başlanan bir kavramdır. Çalışma hayatı ve iş ile ilgili olumsuz sonuçları nedeni ile giderek daha fazla üzerinde durulmaya başlanan bir olgu haline gelmektedir. Sahtekârlık olgusu başarılarından gurur duymak yerine yoğun entelektüel sahtekârlık duyguları yaşayan bireylerle ilgili olduğu için çalışma hayatında özellikle ilgi çekicidir. Olumsuz etkileri sebebi ile çalışanların yaşadığı sahtekârlık fenomeni kavramını, nedenlerini ve sonuçlarını net bir şekilde ortaya koymak örgütsel davranış yazını açısından önem arz etmektedir. Bütün bunlardan yola çıkarak bu bölüm sahtekârlık fenomeni olgusunu teorik açıdan ele alarak kavramın daha net anlaşılmasını hedeflemektedir. Buradan hareketle kitabın bu bölümünde öncelikle sahtekârlık fenomeni kavramının tanımı yapılarak sahtekârlık fenomeninin özelliklerinden bahsedilmiştir. Daha sonra bu fenomenin nedenleri açıklanmıştır. Bir sonraki kısımda sahtekârlık fenomeninin birey ile çalışan ve örgüt ile ilgili sonuçları ele alınmıştır. Son kısım ise sahtekârlık fenomeni ile başa çıkmak ve etkisini azaltmak için uygulanması gereken stratejileri açıklamaktadır.

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Örgütsel Çatışma

Author(s): Anıl Kale / Language(s): Turkish Publication Year: 0

Humans are creatures that live together by nature, and individuals have different characters and personality traits. Although these differences are the characteristics that make individuals, they can sometimes cause disagreements. These disagreements that arise for various reasons are called “conflicts”. It is not enough to limit conflict to mere disagreements between individuals. Because conflict can always confront individuals in all areas of life. Organizations that include individuals with many different characteristics are also one of these areas. This phenomenon, which is frequently encountered in both daily and business life, expresses situations such as conflict, hostility and anxiety. There are many reasons for conflict in organizations. For whatever reason, it is important to manage the conflict well, otherwise the organization will be negatively affected. Conflict is a situation that takes place in the life of every living thing. As with every living thing, it is not possible for humans to stay away from conflicts and conflicts in environments. Conflict can occur between friends, between parents and children, between employees in the organization, between drivers in traffic, etc. can occur at any time. Although many definitions have been made in the literature, in short, conflict is the behavior patterns that prevent a person from reaching his goals. The dictionary meaning of conflict is: “It is the mental state of the individual created by opposing or equally attractive wishes and desires that arise at the same time. According to another definition, it is the situation in which there is conflict arising from differences in status, purpose, value or perception during the sharing of scarce resources or the distribution of tasks between individuals or groups in organizations.

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Örgütsel Dedikodu

Author(s): Filiz Demir / Language(s): Turkish Publication Year: 0

For successful organizational functioning, information must be available when and where it is needed. This can be achieved through official channels in accordance with institutional arrangements, internal correspondence, intranet, interfaces, workflow, business meetings, reports, etc. in the operation of an organization. Instead of the inadequate official channels, informal channels are used. The most popular informal information sharing is organizational gossip. Organizational gossip is an important tool of informal communication in organizational media. Organizational gossip, which operates in the context of obtaining and disseminating information from the third hand, has a vital importance in the conduct of business relations, organizational effectiveness and achievement of goals. Being a common form of communication, organizational gossip can cause some harm as well as providing corporate benefits. The most important point here will be to provide information about organizational movements by accepting organizational gossip as a feedback tool from the management policies of institutions. Therefore, management should focus and encourage culture or mutual respect rather than suppressing gossip. Thus, organizational gossip can eliminate organizational bias and abuse by promoting qualified knowledge transfer and cooperation.

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Örgütsel Tükenmişlik

Author(s): Semra TETİK / Language(s): Turkish Publication Year: 0

Burnout is an important psychological condition that is most common and experienced by almost everyone. Today, with the increase in the rate of change, people's constant fear and anxiety that they are missing something, and the feeling that they have to act quickly, has made burnout a part of daily life. It highlights the organizational dimension of burnout more, especially since employees spend most of the day in the organization. Burnout means a decrease in human emotional and physical resources. Burnout is more common in occupations where there is intense interaction with people. Emotional exhaustion, depersonalization and low sense of accomplishment occur in the employees due to the accumulation of problems arising from the employees themselves, their environment or the organization they are affiliated with due to reasons such as burnout, unfair management, heavy workload, poor communication, frustration, excessive formality, ambiguity of goals, insecurity, time pressure, and excessive competition. may cause them to enter the process and become unable to do their jobs. Therefore, burnout is a process that needs to be emphasized and dealt with because it brings with it important problems for both the employees and the organization.

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Örgütsel Muhalefet

Author(s): Murat Ayar / Language(s): Turkish Publication Year: 0

Organizational behavior issues affect the organization both directly and indirectly, and sometimes directly and indirectly. An organizational behavior that affects positively or negatively according to the nature of the behavior brings positive or negative results for the organization according to this tendency. It is not possible to have the same management style, managers with the same characteristics or the same organizational structure in every organization. For this reason, within the framework of these changing factors, the employees of the organization show positive or negative reactions to all kinds of thoughts, ideas and behaviors they encounter. As a result of an action, behavior or practice carried out within the organization, dissatisfied organizational managers and/or employees of the organization may emerge. And in the face of this situation, when the employees of the organization are able to express this thought with a contrary thought, they exhibit the behavior of organizational opposition. It is necessary to have knowledge and skills about the management of the organization, the field of work in which they operate, the sector, the management process and all the factors that make up the general structure of the organization. All knowledge and skills and all positive approaches are important for the future of the organization. Considering the fact that it is getting harder to compete with each passing day, especially with the rapid change and development of technology in the scientific age we live in, even a small oppositional behavior that may occur in the internal environment of the organization can affect the organization unexpectedly. For this reason, it is necessary to provide practices and trainings to the managers of the organization that will make them adopt the democratic leader feature, and to show the thoughts, ideas, attitudes and behaviors to the employees of the organization that will express that they are as valuable as the managers. Otherwise, there will be organizational dissent behavior and it may harm the organization directly or indirectly.

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Örgütsel Dışlanma

Author(s): Hilmiye Türesin Tetik / Language(s): Turkish Publication Year: 0

Ostracised employees feel that others do not pay attention to them, that they are excluded from the group, and that they are rejected by the group. Employeess who are excluded from their organizations experience 'social death' by being kept away from their rights and resources. It is suggested that these employees who feel less belonging to their organizations have lower job performance, show less organizational citizenship behavior, organizational commitment and more deviant behavior. Sharma and Dhar (2022), in a systematic review study on organizational exclusion, made a more comprehensive assessment of the effects of organizational ostracism at the individual, relational and organizational levels. On the other hand, some suggestions are made to increase the social support of the family, to share information within the organization, and to increase social interactions in combating organizational ostracism. Therefore, in this section; the concept of organizational ostracism and the theories supporting the concept, the antecedents and results of the concept are given by giving examples from related researches. Within the scope of the chapter, the methods that can be used in the fight against organizational ostaracism are also mentioned.

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Olumsuz Durumları İfşa Etme (Whistleblowing)

Author(s): Deniz Yildiz / Language(s): Turkish Publication Year: 0

As in all areas of our lives, some negative situations can be experienced in the organizations where we continue our business lives. While this negative situation is sometimes an unethical behavior, sometimes it can be an illegal action. Instead of staying silent against these negativities, employees can fight against this irregularity by reporting these negativities to the competent authorities. The behavior of the employees to deal with negative situations; The disclosure behavior is called whistleblowing. The behavior of disclosing negative situations is the revealing of all inappropriate behaviors that can harm the organization such as ethical and unethical behavior in the organization, taking bribes, abuse of power, and waste of resources. Disclosure behavior by the employee is voluntary, not mandatory. While the employee struggles for the emergence and improvement of this situation by not ignoring the negative situations, he undoubtedly exhibits a civic virtue towards the organization. In this section, while explaining the definition, types and characteristics of the concept of whistleblowing behavior, the evaluation of the behaviors that cause the disclosure of negative situations and the situations that arise as a result of this behavior are discussed in terms of organizational behavior.

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Hizmetkâr Liderliğin Yenilikçi İş Davranışına Etkisinde İşe Adanmışlığın Aracı Rolü

Author(s): Mustafa Karakaya,Huseyin Aslan / Language(s): Turkish Publication Year: 0

Son dönemde yapılan bilimsel çalışmalar özünde insandan başlayan ve insanın içerisinde bulunduğu tüm yapıları etkileyen değişim ve dönüşümü açığa çıkarmaktadır. Bu değişim ve dönüşümden liderlik yaklaşımları da üstlerine düşün payı almışlardır. Geçmiş dönemlerde ‘‘Liderlik’’ sürecinde işletmelerin amaçları doğrultusunda hareket eden ve çalışanların menfaatlerini önemsemeyen liderlerin hükmettiği görülmektedir.

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Kapsayıcı Liderliğin İş Tatmini Üzerindeki Etkisinde Psikolojik Güvenliğin Aracı Rolü

Author(s): Alper MAVİ / Language(s): Turkish Publication Year: 0

İnsanların içerisinde bulunduğu ve ortak bir amaç için çalışıp ürettiği birçok grubun içerisinde liderler mevcuttur. Liderler bu noktada ortak amaç için çalışmakta olan bireyleri hem motive etme hem de onların psikolojik ve mental durumlarını maksimum düzeyde tutma konusunda bir görev edinmektedirler. “Liderler çalışanlara ilham vererek onları değişim yönünde olumlu etkileyen, yaratıcı fikirler sunan, vizyon sahibi ve örgütü istenilen performans düzeyine ulaştıran kişilerdir” (Gül, 2021: 324). Bu noktada liderliğin bir çeşidi olan kapsayıcı liderliğin de çalışanlara enerji, motivasyon sağlamak ve oluşabilecek problemler karşısında çözüm odaklı olmak gibi bir misyonlarının olduğunu ifade etmek gerekmektedir.

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Türkiye’de Örgütsel Vatandaşlık Davranışı Alanında Yapılan Lisansüstü Tezlerin Bibliyometrik Analizi

Author(s): Hatice AĞCA / Language(s): Turkish Publication Year: 0

Literatürde Örgütsel Vatandaşlık Davranış(lar)ı (ÖVD) konusundaki tanımlamaların ortak yanları; gönüllü yapılmaları, resmi iş tanımında yer almamaları ve herhangi bir ödül ya da ceza sistemi içerisinde değerlendirilmemeleridir. Burada birçok tanım vermek ve bu durumu görmek mümkün. Ancak sayfa kısıtı nedeniyle sadece bir tanım vermekle yetinilecektir: “dolaylı ya da dolaysız olarak resmi ödüllendirme sistemi tarafından tanınmayan, bütün olarak ele alındığında örgütün etkili ve verimli şekilde işleyişine katkısı olan, gönüllü bireysel davranış” (Organ, Podsakoff, & MacKenzie, 2006).

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Talent Climate

Author(s): Ramazan Özkan Yıldız / Language(s): English Publication Year: 0

Talent climate refers to the overall environment, culture, and conditions within an organization that impact the attraction, development, and retention of talented employees. It encompasses factors such as leadership, communication, opportunities for growth and development, work-life balance, and recognition and rewards. Having a positive talent climate is crucial for firms as it can help them attract and retain the best talent, foster innovation and creativity, increase productivity and engagement, and ultimately improve business performance. A strong talent climate can also enhance an organization's reputation as an employer of choice, making it more competitive in the labor market. This study is a conceptual exploration of the issue of talent climate, based on a thorough review of existing literature and theoretical analysis. While it does not offer empirical evidence, the study is notable for its rarity in tackling this relatively obscure topic. By offering a range of perspectives on the meaning and importance of talent climate, the study provides readers with a valuable resource for gaining knowledge and insight in this niche area. The authors' thoughtful commentary and detailed analysis highlight the complexity and potential significance of talent climate as a concept.

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Liderlikte Lider Takipçi İlişkisi Odaklı Yaklaşımlar

Author(s): Nil Selenay Erden / Language(s): Turkish Publication Year: 0

Aim of this study is to provide a perspective on the literature of leadership, which keeps an essential place in business research, from the standpoint of more recent approaches that developed after classical views such as the trait approach, behavioral approach and contingency approach. After contingency perspective, researchers came to realize that leaders and their followers establish a one-to-one relationship. In this leader and follower relationship, the leadership style of the leader influence the motivation, job satisfaction and performance of the followers. Those indicators are important due to their link with organizational profitability. In this respect, the first part includes transformational leadership, second part transactional leadership and the last part is leader-member exchange theory. Main point in transformational leadership is the leaders’ change agent role in transforming followers’ to their more developed version. Main point in transactional leadership is the role of the leader in making followers execute their tasks, by using classical methods such as reward and punishment. Full range of leadership model brigns those two theories together and explain leadership effectiveness by fociusing on the dimensional nature of transformational and transactional leadership. Main point in leader-member exchange theory is the in-group and out-group phenomena. The in-group refers to followers that build a strong relationship with the leader. In the out-group, relationship between followers and leader is more formal. Performance results differe between in and out groups, drwaing a conclusion that performance indicators are more positive in in-groups. In this study, every theory is presented ron the same flow; definition, dimensions of leadership and research results. The research results are chosen on the criteria of performance variables. Those variables are grouped under the category of leadership traits and the motivaston, job satisfaction and performance of followers. Keywords related search on correlational studies lead to a summary, focusing on the reflections of related theories to practice.

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Örgütsel Sinizmin Örgütsel Vatandaşlık Davranışına Etkisi: Sağlık Çalışanları Açısından Bir İnceleme

Author(s): Gökten Öngel / Language(s): Turkish Publication Year: 0

Özellikle sağlık çalışanları açısından birebir yoğun ilgiye ihtiyaç duyan insanlara yedi gün 24 saat hizmet etmek gereksinimi yoğun çalışma saatleri, zorlu çalışma koşulları gibi unsurlarla birleştiğinde devam ettirilmesi kolay olmayan bir süreci ortaya çıkartmaktadır. Söz konusu zorlu süreç beraberinde hem kişisel hem de örgütsel olarak olumsuz durumların üstesinden gelmeyi zorlu hale getirmektedir. Çalışanların motivasyonlarını, örgüte ve yaptıkları işe bağlılıklarını azaltan faktörlerden biri olan örgütsel sinizm bu sebeple yönetim literatürü içerisinde günden güne önemini arttıran bir konu haline gelmektedir.

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Takım Odaklı Liderlik Yaklaşımları

Author(s): Cem Güney Özveren / Language(s): Turkish Publication Year: 0

Liderlik çalışmaları özelinde alan yazında yapılmış birçok çalışma dönemin koşullarının da etkisi ile şekillenmiştir. Serüveni insanlık tarihi kadar eski olan liderlik olgusunun bilimsel çerçeve içerisinde incelenmesi Büyük Adam Yaklaşımı ile başlamıştır. Önceleri liderde bulunması gereken temel özellikler nelerdir sorusuna yanıt aranmaya başlanmış ve bir liderde olması gereken fiziksel özellikler ve kişilik özellikleri belirlenmeye çalışılmıştır. Ancak zamanla bu yaklaşımın lideri tarif etmekte yeteriz kaldığı anlaşılmış ve lideri lider yapan temel faktörün davranışları olduğu noktasında bir kabule varılmıştır. Davranışçı yaklaşımların popüler olduğu aynı dönemde liderin davranışlarını incelemek hususunun daha fazla önem kazanmasına şaşırmamak gerekir ki zeitgeist (dönemin ruhu) kavramı da aslında bu sonucu önemli ölçüde açıklamaktadır. Lider görev odaklı mı yoksa iş odaklı mı olmalı, otokratik mi yoksa demokratik mi olmalı gibi soruların cevabını ararken potansiyel cevabın durumsallık yaklaşımları içerisinde verilebileceği, yani tek bir doğru liderlik tarzının olmadığı ve doğru liderlik tarzını koşulların belirlediği noktasında genel olarak hemfikir olunmuştur. Ancak değişen çevresel koşullar, iş yapma biçiminin ve işe olan bakışın değişmesinin ve teknolojik yeniliklerin etkisi liderlik kavramına çok yönlü bakılması gereğini de beraberinde getirmiş ve liderliğe yönelik güncel yaklaşımlar ortaya çıkmıştır ve çıkmaya da devam etmektedir. Bu çalışmada takım odaklı liderliğe dair alan yazında var olan yaklaşımlar ortaya konarak bir sentez yapılmış ve alanda çalışan akademisyenlere ve öğrencilere yararlı bir kaynak sunulması amaçlanmıştır.

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Örgütsel Araştırmalarda Hikâye Anlatıcılığı: Sistematik Bir Değerlendirme

Author(s): Mehmet Orkun Ünsever,Emine Şener / Language(s): Turkish Publication Year: 0

Storytelling is defined in the literature as a method that appeals to people's emotions, allows the narrators to convey their ideas and information to others, and can have a great impact on employees. Storytelling, which is predicted to be related to many functions of the organization, is frequently used in the literature in areas such as production, marketing, brand management, communication, creating and changing corporate culture and values, and leadership. In this study, in which organizational storytelling is handled as a systematic review, 58 studies that were reached and included in the study by examining the articles and congress papers published between 2000-2023 were evaluated by considering some issues. The articles examined in the study were categorized into 3 groups, taking into account their characteristics, how and where storytelling can be used for organizational purposes, the role of storytelling in intra-organizational communication and information management, and the critical perspective on storytelling. In the conclusion part of the study, suggestions have been developed considering the gaps that are thought to contribute to the studies that can be done in the future and that are revealed as a result of the evaluation of the studies.

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