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Hisse Senedi Piyasalarında Sürü Davranışı

Author(s): Bekir Elmas,Salih Aydın / Language(s): Turkish Publication Year: 0

Davranışsal finans ve geleneksel finans ile ilgili yapılan çalışmalar her geçen gün artmaktadır. Geleneksel finansta yatırımlar mantıklı kararlar çerçevesinde verilirken, davranışsal finansa göre, yatırım kararlarında psikolojik ve davranışsal özellikler etkili olmaktadır. Davranışsal finansa göre bireysel yatırımcılar, yatırım kararı verirken irrasyonel hareket sergileyerek davranışsal eğilimlerden olan sürü davranışını gösterebilirler (Shusha ve Touny, 2016: 56).

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KRONİK HASTALIĞI OLAN ÇOCUKLAR VE AİLELERİNİN, HAK VE SORUMLULUKLARI

Author(s): Ayşegül AY / Language(s): Turkish Publication Year: 0

Yunancadaki “Khronos” yani zaman kelimesinden gelmekte olup sağlık sorunlarıyla ilişkili olan ve 3 ay ve üzeri süre gelen, özel eğitim, denetim, bakım ve ta kip takip gerektiren hastalık durumudur. Genetik yatkınlığı vardır ve bulaşıcı değildir. Kişisel durumlardan (stres gibi) ve çevresel faktörlerden etkilenir.

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AKRAN ZORBALIĞI VE İLETİŞİM SÜRECİNDE SORUN ÇÖZME TEKNİKLERİ

Author(s): Bari AY / Language(s): Turkish Publication Year: 0

Akran ilişkilerinin ilk yaşın sonlarında ortaya çıkmasıyla başlayan ve özellikle okul çağı çocuklarında sıkça görülen bir şiddet türüdür. Birine, akranı ya da akranla tarafından yapılan, tekrarlayan olumsuz davranışlar bütünüdür.

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EBEVEYNLER İÇİN ÇOCUKLARA YÖNELİK PSİKOSOSYAL DESTEK

Author(s): Bari AY / Language(s): Turkish Publication Year: 0

Arapça kökenli bir kedime olup Türkçede anne baba anlamında kullanılır. Kadın ve erkeğin bir çocuk sahibi olmasına karar vermesiyle başlayan süreçte yasal olarak kadının hamile olmasıyla başlar ve emek, özveri, sevgi ve sorumluluk gerektirir. Çok yönlüdür.

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Girişimcilik Perspektifinden Bir Reklam Analizi

Author(s): Yavuz Akçi / Language(s): Turkish Publication Year: 0

Rekabetin yoğunlaştığı, teknolojinin geliştiği günümüz dünyasında firmaların varlıklarını sürdürebilmeleri için yalnızca üretim yapmaları yetmediğinden pazarlama iletişimi faaliyetlerine de ağırlık vermeleri gerekmektedir. Çünkü tüketicinin ihtiyacı oluştuğunda pazarlama iletişimi mesajlarına maruz kaldığı markaları firmaları hatırladığından, bildiğinden tercihini onlardan yana kullanabilmektedir. Özellikle reklamın tüketicinin satın alma davranışında ve karar alma sürecindeki etkisi birçok araştırmada kanıtlanmıştır. Bu yüzden üretim kadar tanıtımın da önemi anlaşılmaktadır.

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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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Örgütsel Bağlamda Duygusal Zekâ

Author(s): Afet Ayçe BAŞALP / Language(s): Turkish Publication Year: 0

Emotional intelligence is an important determinant of job performance, and research shows that emotional intelligence can be developed through education. For example, one study compared the performance of financial advisors working for managers who received emotional competence training with those working for managers who did not. Working alongside a trained manager, the consultants were able to grow their business. Programs aiming to develop emotional intelligence at a higher rate than counselors working under an untrained manager should target the dimensions of emotional intelligence such as self-awareness, self-regulation, awareness of others, and regulation of others. For example, the most important educational priority for a group of individuals may be to develop self-awareness; may be developing self-regulation for another. Evaluating the priority level of each competence for a particular training group is an important preliminary program step. This can be accomplished by brainstorming with potential participants or having them fill out a valid and reliable emotional intelligence tool before the trainer. The contrast between the potential for emotional intelligence suggested by the theory, on the one hand, and the results reported in the meta-analyses are striking in terms of emotional intelligence capability. While there is an obvious contradiction to make sense of this, the ability model and performance measures based on it encompass a relatively narrow set of emotional skills. The tendency to measure emotional intelligence is a challenge. In this study, the concept of emotional intelligence is examined theoretically in the organizational context. In the literature, studies from the past to the present have been examined and a theoretical contribution is made.

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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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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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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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