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Predikcija intenziteta i namere traženja posla na uzorku nezaposlenih

Author(s): Zorica Marić / Language(s): Serbian Issue: 2/2005

In this study Ajzen' theory (1991) of planned behavior was used to predict job - seek intention and behavior among unemployed people (N = 650). In addition to theory of planned behavior variables (job - seek attitude, subjective norm, self - efficacy and controllability of job seek process) we used several other psychological (financial pressure, self - mastery, self - esteem and depression) and demographic (gender, age, education, marriage and lent of unemployment) variables to build a model of predictors for both criterium variables. Financial pressure, intention to seek employment, job seek - self - efficacy, job - seek controllability, marriage and job - seek attitude predicted job - seeking behavior, while attitude toward job - seeking, subjective norm, job - seek self - efficacy and financial pressure predicted job seek - intention. Results are discussed in light of theory of planned behavior, current research of job - seeking behavior and recommendations are made for practice.

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PSİKO-SOSYAL VE ÖRGÜTSEL-YÖNETSEL MOTİVASYON FAKTÖRLERİNİN İŞ TATMİNİNE ETKİSİ: HAVAYOLU SEKTÖRÜNDE BİR ARAŞTIRMA

Author(s): Mustafa Altıntaş / Language(s): Turkish Issue: 13/2020

The main purpose of this study to investigate the effects of psycho-social and organizational-managerial motivation factors on job satisfaction of airline cabin crew. The questionnaire form used in the research consists of 3 parts. In the first part of the questionnaire, there are 6 questions to determine the demographic characteristics of the employees. In the second part, 13 expressive psycho - social motivation factors scale and 8 expressive organizational-managerial motivation factors scale and in the last section, 20 expressive Minnesota job satisfaction scale was used to measure its effect on job satisfaction. Frequency distributions of the data obtained in the first stage, whether they come from normal distribution, validity, reliability and factor analyses were performed. In the second stage, independent samples t test, correlation with anova test and regression tests were carried out to determine the relationship and effect. As a result of the analyses, it was determined that social and organizational-managerial motivation factors affect job satisfaction positively but at low strength. This result confirms previous studies and showed that the strongest motivation factors are actually economic tools, while psycho-social and organizational-managerial motivation tools are less effective.

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Investigation of relationship between high school teachers' selfefficacy perceptions and job satisfaction

Author(s): Battal Göldağ / Language(s): English Issue: 6/2020

This research aims to determine the relationship between self-efficacy perceptions and job satisfaction of teachers working in high schools. The universe of the research is composed of the teachers working in high schools in Malatya Battalgazi and Yeşilyurt districts in the fall semester of the academic year 2019-2020. Simple random sampling method has been used for sample selection. In our study, the “Teacher Self-Efficacy Scale” and the short form of the adapted “Minnesota Job Satisfaction Scale” have been used. According to the new results we obtained in our research; teachers' job satisfaction is at a moderate level; self-efficacy perceptions are quite sufficient. There is a moderately significant positive correlation between self-efficacy levels perceived by teachers, self-efficacy levels of student participation, classroom management self-efficacy levels, teaching strategies self-efficacy levels, general job satisfaction levels, internal satisfaction levels and external satisfaction levels.

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The effect of leadership on organisational commitment: A meta-analysis

Author(s): Adem ÇİLEK / Language(s): English Issue: 4/2019

This research aims to investigate the effects of leadership behaviour of school principals on teachers' organisational commitment in Turkey. The method of meta-analysis is used to calculate the effects size of leadership on teachers' organisational commitment. Besides this, leadership style, publication type and publication year are used as moderators in order to explain variation in effect sizes. The analysis results of the random effect model showed that leadership has a very strong and positive effect on teachers' organisational commitment. Particularly, supporting, democratic and transformational leadership styles affect organisational commitment of teachers more than other leadership approaches. However, except leadership styles, the other moderators chosen for the research are not a powerful determinant of the relationship between school leadership and organisational commitment.

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A qualitative research on organizational peace in schools

Author(s): Yurdagul Dogus / Language(s): English Issue: 4/2019

The concept of organisational peace is a dynamic situation that can develop through open communication, whose main elements are justice, trust and goodwill, and affect the peace and happiness of individuals. Organisational peace consists of two dimensions such as ‘internal organisational peace’ and ‘external organisational peace’. ‘Internal organisational peace’, which is formed by relations and conditions within the organisation itself, is influenced by four factors such as individual, organisational, managerial and job characteristics. The ‘external organisational peace’, which is formed by the organisation's relations with others, stems from the direct–indirect, optional or obligatory interactions of the organisation. External organisational peace is influenced by five factors such as hierarchical relations, close environment, other organisations, society and global relations. This research is the first study that provides a conceptual framework for the concept of organisational peace and examines the concept of organisational peace empirically. The aim of this study is to determine the views of teachers in the ‘internal organisational peace’ dimension in schools. The research was carried out in the phenomenological design of qualitative research methods. The study group consisted of 10 teachers selected by the criterion sampling method. Teachers explain the concept of organisational peace with happiness, common goals, cooperation, justice, comfort, democratic values, harmony, respect and healthy communication. Factors that promote ‘internal organisational peace’ are positive personality, job satisfaction, fair practices, effective organisational communication, competencies of managers and good physical conditions of the job. Factors that prevent ‘internal organisational peace’ are negative personality, violent behaviour, unfair management, closed communication and bad physical conditions of the job.

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Organisational learning: A scale development study

Author(s): Tuba Yavas,Vehbi Çelik / Language(s): English Issue: 4/2020

This study aims to develop a scale in order to determine the organisational learning levels of educational organisations. The scale took its final form after the items were written, experts’ opinions were received and pilot applications were implemented. A survey was administered to 267 teachers using a simple random sampling method. An 18-itemorganisational learning scale (OLS) was obtained as a result of the exploratory factor analysis. OLS was prepared on the basis of frequency (never-always) to render a possible 5-point Likert type measurement. This 18-item scale was validated by confirmatory factor analyses (CFAs). The factor analyses carried out revealed an 18-item scale with a total of four subscales.These subscales are continuous learning, cognitive processes, transparency and issue orientation. The goodness of fit index values revealed by the results of the CFA carried out indicated that OLS is valid and acceptable. Cronbach’s alpha reliability coefficients of the factors ranged between 0.65 and 0.81. The overall Cronbach’s alpha reliability coefficient of the OLS was determined as 0.85 and its Kaiser–Meyer–Olkin (KMO) value was determined as 0.87. In conclusion, OLS is proposed as a scale based on which the organisational learning levels of schools can be measured in four different subscales.

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High diploma students’ perceptions of justice and its correlation with organisational commitment.

Author(s): Fathi Shamma / Language(s): English Issue: 4/2020

This study reveals the correlations between high diploma student’s perceptions of the level of organisational justice exhibited by Jordanian school principals and their own level of organisational commitment. To achieve these objectives, the researchers employed a descriptive correlation design. A 44-item questionnaire comprising four fields was administered to a sample of(354) high diploma students working as teachers in (15) public schools. The results show there is evidence of perceived justice and a high level of commitment among teachers; additionally, it identified a strong connection between teachers’ commitment and all aspects of organisational justice. These findings have implications for Jordanian school administration; accordingly, the researchers propose relevant recommendations for further investigation.

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The reflection of organisational culture on technology usage in secondary education classes

Author(s): Özge Özberk,Kenan Özberk / Language(s): English Issue: 3/2018

This study aims to find ‘the reflection of organisational culture on technology usage in secondary education classes’. Ten teachers were chosen as participants via chain sampling. The data were collected by means of open-ended questions asked at semi-structured interviews. The data was processed via content and thematic analyses. Tables were used to present the data. The findings of the study indicate that the school leaders are unable to find efficient solutions to problems about in-class technology usage. It is also determined that virus programs on computers are not up to date. Teachers do not prefer using technology in their classes since they are anxious about falling behind the annual plan and the classes are over-crowded. Another noteworthy finding is that even though some teachers use technology for educational purposes, they help each other and share their materials, and there are some teachers who do not act responsibly concerning the usage and protection of the devices.

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KİŞİ-ÖRGÜT UYUMUNUN İŞ TATMİNİ VE İŞ STRESİ ÜZERİNE ETKİSİNDE AFFETMENİN ARACI ROLÜ: SAĞLIK ÇALIŞANLARI ÜZERİNE BİR ARAŞTIRMA

Author(s): GİZEM YILDIRIM,ŞENNUR AŞIKOĞLU,Hasan Hüseyin Uzunbacak,Tahsin Akçakanat / Language(s): Turkish Issue: 3/2021

Aim: In this study, it was aimed to determine whether forgiveness has a mediating role in the effect of person-organization fit of healthcare workers on job satisfaction and job stress. Method: The sample of the study consists of 300 healthcare workers. Questionnaire method was used in the research. The prepared questionnaires were sent to the participants electronically with the convenience sampling method. In order to analyze the data, confirmatory factor analysis, descriptive statistics, correlation and regression (path) analyzes were applied. Findings: When the relationships between the variables are examined, it is seen that there is a positive relationship between person-organization fit and job satisfaction, and between person-organization fit and forgiveness. A negative relationship was found between person-organization fit and job stres. Results: According to the research findings, it has been determined that personorganization fit and forgiveness have significant effects on job satisfaction and job stress. Forgiveness plays a mediating role in the effect of person-organization fit on job satisfaction and job stress. The findings were discussed in the context of the previous research results.

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How to Enhance the Employee Well-Being at Work?

Author(s): Marko Divjak,Živa Veingerl Čič / Language(s): English Issue: 1/2021

Purpose: This paper aims to evaluate the predictors of well-being in the workplace, psychological capital and mindfulness in particular. Study design/methodology/approach: The research was based on a convenient sample of 65 part-time online students at DOBA Business School. Two standardized questionnaires were administered online to gather the data: The Workplace PERMA Profiler and the Psychological Capital Questionnaire. Additionally, measures of stress perception and mindfulness practice were added to the survey instrument. Findings: The results have shown that psychological capital, hope in particular, significantly predicts employee well-being, while the frequency of practising mindfulness does not improve the predictive power of the linear regression model. Originality/value: The paper discusses the available measures and interventions and provides concrete guidelines for managers to enhance employee well-being in the workplace.

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İş Yaşamında Yalnızlığın Örgütsel Ses Üzerindeki Etkisi

Author(s): Ümit Şevik / Language(s): Turkish Issue: 13/2021

Organizational voice and silence are multidimensional concepts located at two different poles. While there are studies in the literature examining the relationship between organizational silence and loneliness, there are not enough studies on the relationship between organizational voice and loneliness. Within the scope of the “exit, voice and loyalty” model of Hirschman (1970), employees give various reactions to negativities. In this study, the effects of loneliness in the workplace on organizational voice were examined within the scope of the responses of the employees. In line with the purpose of the study, a questionnaire was applied to 330 employees working in Ankara using the convenience sampling method. In the study, "Workplace Loneliness Scale" and "Organizational Voice Scale" were used. Within the scope of the study, the data were analyzed using SPSS 24 and AMOS 24 programs. It was determined that the fit values of the model (CMIN\DF=2.192; GFI=0.879; AGFI=0.848; IFI=0.927; RMSEA=0.060) were found to be between acceptable values. As a result of the analyzes, the emotional deprivation sub-dimension has a positive relationship on the defensive voice (β=.624, p<0.001), while social companionship sub-dimension has a negative relationship on the acquiescent voice (β=-.434, p<0.001) and prosocial voice (β = -.787, p<0.001). In addition, significant differences between variables according to demographic characteristics were examined and recommendations were made for future studies.

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Motivational Background of Workaholism: A Systematic Review

Author(s): Modesta Morkevičiūtė,Auksė Endriulaitienė / Language(s): English Issue: 86/2021

There are contradictory results of previous studies concerning the effect of work motivation on workaholism. Moreover, the existing reviews did not generate a comprehensive discussion around this particular theme. Therefore, this study aims to systematically review the scientific literature on the relationship between work motivation and employees’ workaholism.

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İçsel Motivasyon Ölçeğinin Türkçe Geçerlilik ve Güvenilirlik Çalışması

Author(s): Mine Aydemir Dev,Nese Aral,Mehlika Sarac,Nuran Bayram Arlı / Language(s): Turkish Issue: 1/2022

The aim of this study is to investigate the Turkish validity and reliability of the Intrinsic Motivation Scale developed by Kuvaas (2006), Kuvaas and Dysvik (2009), which is used to measure the intrinsic motivation of employees. The sample consists of employees over the age of 18. In order to carry out the validity and reliability study, after the linguistic validation (trans-late-back translate), a pre-test was applied and the validity of the scale was examined with the help of two different samples (N = 210, N = 262). Both samples consist of employees. The scale was evaluated with five-point Likert as in the original. Explanatory factor analysis and confirmatory factor analysis were used to investigate the factor structure of the intrinsic motivation scale. Cronbach alpha and composite reliability values were calculated for the measurement of reliability, and AVE was calculated for convergent validity. As a result of explanatory factor analysis, factor load values were obtained over 0.50. At the same time, fit indices provided by confirmatory factor analysis results were within the acceptable range. According to results, the Turkish version of the Intrinsic Motivation Scale is a valid and reliable measurement tool to conduct researches in the Turkish context.

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Algılanan Yönetici Desteği ve Algılanan Çalışma Arkadaşları Desteğinin Örgütsel Vatandaşlık Davranışı Üzerine Etkisi

Author(s): Yildiz Tenteriz,Guler Tozkoparan / Language(s): Turkish Issue: 1/2022

The purpose of this study is to determine the effect of perceived supervisor and coworker support on organizational citizenship behavior. The study sample consists of 325 employees working in İzmir Provincial Health Directorate. The survey technique, one of the quantitative research methods, was used in the study. According to the analysis results, it was determined that there is a significant and moderately positive relationship between perceived supervisor support and organizational citizenship behavior. It was concluded that there was a significant and moderately positive relationship between perceived coworker support and organizational citizenship behavior. The concepts of perceived supervisor support, coworker support, and organizational citizenship behavior constitute an important field of study in the literature. A limited number of studies have been found dealing with the relationship between supervisor and coworker perceived during the literature review and organizational citizenship behavior. This study is thought to be important due to its contributions to the literature and the organizations.

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Örgüt İklimi, Yenilikçi Davranış ve Bireysel Yaratıcılık İlişkisi: Türkiye’de Otel İşletmeleri Çalışanları Üzerine Bir Araştırma

Author(s): EKREM AYDIN,Emre Çilesiz / Language(s): Turkish Issue: 1/2022

The aim of this study is to investigate the mediating role of individual creativity in the relationship between organizational climate and innovative work behavior in hotel businesses. For this purpose, data were collected from 402 participants working in 4 and 5-star hotels operating in İstanbul. Jamovi (1.6.9) software was used to test the research model. According to the research findings, organizational climate is positively related to individual creativity and innovative behavior. In addition, individual creativity is also positively associated with innovative behavior. Another result obtained from the research findings is that individual creativity plays a mediating role in the relationship between organizational climate and innovative behavior.

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ORGANIZATIONAL AND PROFESSIONAL COMMITMENT: THE COMPARATIVE STUDY

Author(s): Jolanta Bieńkowska / Language(s): English Issue: 1/2012

The article aims to present issues connected with a commitment in relation to the current transformations of working conditions. Presently people work for many employers during their working lives; hence insecurity of employment became a determinant of the work situation. On the other hand, the employees are guided by the need for personal fulfillment and intellectual development in the professional field. This raises the question of whether organizational commitment, understood as a commitment to the workplace, is still a research problem, or whether another kind of commitment is developing- commitment to the occupation. This dilemma is the result of analysis of the behavior of employees. The observations indicate that some people do their work at a high level regardless of place of employment, identifying themselves with the profession performed. They are guided by the need for professionalism, not by the need for staying in the organization. The article aims to present two positions on commitment, by providing arguments in favor of importance of both aspects according to the different needs of employees. Moreover, this paper outlines the proposed directions of empirical research, undertaking of which would allow for broadening knowledge about changes in attitudes of people towards work.

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APPRAISING THE IMPACT OF ORGANIZATIONAL COMMUNICATION ON WORKER SATISFACTION IN ORGANIZATIONAL WORKPLACE

Author(s): James B. Abugre / Language(s): English Issue: 1/2011

Today, more and more businesses depend on communications for their success since a well-organized communication system is shown to be an important factor in stimulating worker satisfaction in organizations. The purpose of this paper is to assess organizational communication and its impact on worker satisfaction in organizational workplace. The paper examines three Ghanaian organizations in the formal sector using a quantitative survey of ninety respondents to gain information for the study. The chi-square test was used with cross-tabulation of the independent and dependent variables to test and answer the hypothesis and research questions formulated for the study. Findings show that there is a significant relationship between efficient organizational communication and employee satisfaction. Findings also show that organizational communication has a positive impact on employee performance. Analysis of the findings further reveals that workers prefer good leadership communication behavior because it has positive effects on workers in organizations. The study proposes that organizations in the formal sector will achieve their objectives if they pay proper attention to the communication processes through efficient organizational communication in the workplace.

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Örgütlerde Ahlaki Duygular: Ahlaki Yücelik Duygusunun Örgütsel Araştırmalardaki Yeri

Author(s): Furkan Marasli,Ali Ekber Akgün,Büşra MÜCELDİLİ / Language(s): Turkish Issue: 2/2022

In recent years, the relationship between moral emotions and positive work outcomes in organizational studies has attracted great attention by researchers. Moral emotions family serves to support the moral standards institutionalized by the society. In organizational context, it helps individuals to evaluate not only their own behaviour but also the behaviour of others they interact with. Moral elevation, which is an emotion belonging to the family of moral emotions; refers to the emotion that individuals experience when they witness a moral beauty. Current literature provides numerous studies conducted to explore and test the conceptualization of moral elevation, its antecedents and consequences and the linkage mechanisms with other concepts. This conceptual study will outline the moral elevation literature by drawing its theoretical background and identify the findings and variables linked to the concept. Introducing moral elevation concept to the local literature will be expected to guide scholars for further research. Suggestions for theoretical research and practical implications are presented for both scholars and practitioners.

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Çalışan Sesliliği Liderden Duyulan Tatmin ve Mesleki Özdeşleşmeden Etkilenir Mi?: Hizmet Sektörü Çalışanları Örneği

Author(s): Rukiye Can Yalçın,Pınar FAYGANOĞLU / Language(s): Turkish Issue: 2/2022

This study aims to examine the effects of service sector employees' occupational identification and satisfaction with the leader on employee voice. The variables of the study were investigated in the context of social exchange and path-goal theories. For this purpose, the data obtained through questionnaires from 303 employees working in different service sectors in Malatya and Ankara were analyzed. t-test, ANOVA, and hierarchical regression analysis were used in the analysis of the data. According to the findings, occupational identification and satisfaction with the leader positively and significantly affect the employee voice in the service sector. There is no study available in the literature that directly deals with the bilateral relations of these variables in terms of service sector employees. In this context, it is considered that the findings of the study will be important for both the literature and practitioners.

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ALLUVA ROLL JUHI KUJUNDAMISEL

Author(s): Semjon Malinovski / Language(s): Polish Issue: 13/2022

Kõik inimesed on erinevad ning seda, kuidas nad omavahel suhtlevad või hakkama saavad, võib parimal juhul vaid osaliselt ette aimata. Sellele vaatamata üritatakse inimeste käitumisele leida siiski loogilisi selgitusi ja selle kohta tehakse rohkeid teadusuuringuid. Paljude arvates mõjutavad inimese käitumist eelkõige tema enda isiksuseomadused, hoiakud ja väärtushinnangud. Paratamatult mõjutab inimest ka teda ümbritsev keskkond, kuhu kuuluvad teised inimesed. Sõjaväeline keskkond ei ole siinkohal erandiks. Paljudes organisatsioonides nagu ka Eesti kaitseväes üritatakse mehitada olemasolevad ametikohad selleks sobivate töötajatega.

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