Meral Kızrak
Baskent University, Graduate School of Social Sciences, Faculty Member
- Asst. Prof of Management and Organizationedit
This study theoretically discusses that the impression management (IM) strategies that employees apply depending on the purpose of performance appraisal (PA) in organizations may vary in different cultures. The propositions developed are... more
This study theoretically discusses that the impression management (IM) strategies that employees apply depending on the purpose of performance appraisal (PA) in organizations may vary in different cultures. The propositions developed are based on Schütz's four-dimensional classification of IM strategies and Trompenaars and Hampden-Turner's (1998) seven-dimensional model of culture. It has been proposed that employees may exhibit more assertive or defensive IM strategies for administrative PA, and offensive or protective IM strategies for developmental PA. Moreover, employees in particularistic, diffuse, and synchronous cultures may apply IM more frequently in the PA process. Employees in individualistic cultures may use defensive IM tactics for developmental PA, while in communitarian cultures they may resort to assertive IM. Furthermore, employees can apply offensive and assertive IM for administrative PA in ascription-oriented cultures, taking responsibility IM tactics in ...
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Purpose Drawing from organizational learning theory, social exchange theory and positive psychology approach, this study aims to examine the relationship between commitment to learning and prosocial silence, as well as the mediating role... more
Purpose Drawing from organizational learning theory, social exchange theory and positive psychology approach, this study aims to examine the relationship between commitment to learning and prosocial silence, as well as the mediating role of perceived organizational support (POS) in this relationship. Design/methodology/approach The authors used path analysis to examine the relationships between research variables. Data were collected from 275 employees of private sector companies in Turkey through an online survey platform. To test the proposed hypotheses, the authors conducted regression and mediation analyses using the bootstrapping method. Findings The results indicate that the organization’s commitment to learning positively and significantly impacts employee prosocial silence, and POS partially mediates this relationship. Practical implications Managers who aim to promote other-oriented and helping behavior in the organization should understand how prosocial silence can be golden. They should cultivate and model a learning mindset by focusing on strengths instead of weaknesses, reward experimentation and provide employees with timely feedback allowing them to think and reflect on their failures. Originality/value Although the dominant position of previous studies endorses the detrimental sides of organizational silence, less research has focused on employees’ prosocial silence behavior and the underlying mechanisms that may explain employees’ tendency to remain silent with helpful intent, a gap this research attempts to fill.
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Purpose Drawing from organizational learning theory, social exchange theory and positive psychology approach, this study aims to examine the relationship between commitment to learning and prosocial silence, as well as the mediating role... more
Purpose Drawing from organizational learning theory, social exchange theory and positive psychology approach, this study aims to examine the relationship between commitment to learning and prosocial silence, as well as the mediating role of perceived organizational support (POS) in this relationship. Design/methodology/approach The authors used path analysis to examine the relationships between research variables. Data were collected from 275 employees of private sector companies in Turkey through an online survey platform. To test the proposed hypotheses, the authors conducted regression and mediation analyses using the bootstrapping method. Findings The results indicate that the organization’s commitment to learning positively and significantly impacts employee prosocial silence, and POS partially mediates this relationship. Practical implications Managers who aim to promote other-oriented and helping behavior in the organization should understand how prosocial silence can be golden. They should cultivate and model a learning mindset by focusing on strengths instead of weaknesses, reward experimentation and provide employees with timely feedback allowing them to think and reflect on their failures. Originality/value Although the dominant position of previous studies endorses the detrimental sides of organizational silence, less research has focused on employees’ prosocial silence behavior and the underlying mechanisms that may explain employees’ tendency to remain silent with helpful intent, a gap this research attempts to fill.
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Drawing on the Conservation of Resources (COR) theory and the social capital approach, this study aims at examining a serial mediation model to explore why employees intend to leave their organization by taking into consideration... more
Drawing on the Conservation of Resources (COR) theory and the social capital approach, this study aims at examining a serial mediation model to explore why employees intend to leave their organization by taking into consideration psychological safety, networking ability and relational job crafting. We tested our research hypotheses with the data obtained from 218 employees working in different sectors. The results revealed that (1) psychological safety is negatively associated with intention to leave, and (2) networking ability and relational job crafting serially mediate the link between psychological safety and intention to leave. This study presents crucial evidence for organizations to retain and engage employees by justifying the importance and effects of building social relationships in the workplace.
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This study theoretically discusses that the impression management (IM) strategies that employees apply depending on the purpose of performance appraisal (PA) in organizations may vary in different cultures. The propositions developed are... more
This study theoretically discusses that the impression management (IM) strategies that employees apply depending on the purpose of performance appraisal (PA) in organizations may vary in different cultures. The propositions developed are based on Schütz's four-dimensional classification of IM strategies and Trompenaars and Hampden-Turner's (1998) seven-dimensional model of culture. It has been proposed that employees may exhibit more assertive or defensive IM strategies for administrative PA, and offensive or protective IM strategies for developmental PA. Moreover, employees in particularistic, diffuse, and synchronous cultures may apply IM more frequently in the PA process. Employees in individualistic cultures may use defensive IM tactics for developmental PA, while in communitarian cultures they may resort to assertive IM. Furthermore, employees can apply offensive and assertive IM for administrative PA in ascription-oriented cultures, taking responsibility IM tactics in both administrative and developmental PAs in inner-directed cultures, and justification and excuse tactics in outer-directed cultures.
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Drawing from Conservation of Resources (COR) Theory, this study aims to understand the factors influencing the emotional health and performance of employees in work environments by examining the relationship between social undermining,... more
Drawing from Conservation of Resources (COR) Theory, this study aims to understand the factors influencing the emotional health and performance of employees in work environments by examining the relationship between social undermining, self-efficacy, and emotional exhaustion. The study was conducted with data obtained from 315 grey-collar employees. The findings suggest that grey-collar employees exposed to social undermining tend to experience increased levels of emotional exhaustion. However, the presence of high self-efficacy among these employees eliminates the impact of this effect. These results suggest that organizations should strive to create healthier work environments and promote the emotional well-being of their employees. Furthermore, the findings indicate that employers and managers can reduce emotional exhaustion by enhancing employees' self-efficacy levels and strengthening social support systems.
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Drawing on the Conservation of Resources (COR) theory and the social capital approach, this study aims at examining a serial mediation model to explore why employees intend to leave their organization by taking into consideration... more
Drawing on the Conservation of Resources (COR) theory and the social capital approach, this study aims at examining a serial mediation model to explore why employees intend to leave their organization by taking into consideration psychological safety, networking ability and relational job crafting. We tested our research hypotheses with the data obtained from 218 employees working in different sectors. The results revealed that (1) psychological safety is negatively associated with intention to leave, and (2) networking ability and relational job crafting serially mediate the link between psychological safety and intention to leave. This study presents crucial evidence for organizations to retain and engage employees by justifying the importance and effects of building social relationships in the workplace.
Research Interests:
Bu yazın incelemesi örgüt içi güç olgusunu örgütün hiyerarşik yapısını, sosyal sistemini ve ekonomik bağlamını oluşturan ilişki yapısı ile bireylerin güç edinme davranışlarını bütünleştirerek tartışmıştır. Çalışma ilgili yazındaki kişiler... more
Bu yazın incelemesi örgüt içi güç olgusunu örgütün hiyerarşik yapısını, sosyal sistemini ve ekonomik bağlamını oluşturan ilişki yapısı ile bireylerin güç edinme davranışlarını bütünleştirerek tartışmıştır. Çalışma ilgili yazındaki kişiler arası ve birimler arası ilişkilerde rol oynayan örgüt içi gücü, resmi ya da resmi olmayan sosyal etkileşimlerin merkezinde yer alan ilişkisellik ve bağımlılık olgusu kapsamında ve aktör eylemliliğinin önemini de yadsımadan açıklamaya çalışmıştır. Bu kapsamda, güç türleri, gücün davranışsal boyutları ve güç süreci, hem kişisel nitelikler hem de yapısal konum değişkenleri ışığında değerlendirilmiş ve yapılan sentezleme sonucu hem örgüt içi güç tipoloji geliştirilmiş hem de ilişkisel güç ve güç dengeleme süreci modelleri önerilmiştir. Çalışmanın örgüt içi güç olgusuna bütüncül yaklaşımı ve iş görenlerin bürokratik ve sosyal ilişki bağlamlarını vurgulaması bakımından mikro ve mezo düzeydeki örgüt çalışmalarına kuramsal bir çerçeve sunabileceği düşünülmektedir.
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This study aims to explore the psychological capital factors which may affect self-leadership skills. To this aim, the effects of four sub-constructs of psychological capital (hope, optimism, resilience, self-efficacy) on eight... more
This study aims to explore the psychological capital factors which may affect self-leadership skills. To this aim, the effects of four sub-constructs of psychological capital (hope, optimism, resilience, self-efficacy) on eight sub-constructs of self-leadership (self-goal setting & visualizing successful performance, focusing thoughts on natural rewards, self-observation, self-reward, self-punishment, self-cuing, self-talk, evaluating beliefs and assumptions) have been investigated. The research data were obtained from 227 state officials in Ankara through questionnaires and convenience sampling. For the data analysis and model test, the structural equation modeling was utilized. The research findings indicate that different self-leadership behaviors are affected by different psychological factors, particularly hope and optimism. On the other hand, the findings reveal that self-cueing is influenced by each psychological factor except for hope. The results also show that none of the ...
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Bu kuramsal çalışmada, kurumsal mantıklar yaklaşımı ve simgesel etkileşimcilik kuramının temel varsayımlarından yararlanılarak, liderin yapısal sınırlılıklar içinde, kurumsal düzeni değiştirme eylemlerinde bulunabileceği ve yeni bir... more
Bu kuramsal çalışmada, kurumsal mantıklar yaklaşımı ve simgesel etkileşimcilik kuramının temel varsayımlarından yararlanılarak, liderin yapısal sınırlılıklar içinde, kurumsal düzeni değiştirme eylemlerinde bulunabileceği ve yeni bir anlamlar sistemi meydana getirebileceği tartışılmıştır. Liderin bu aktör eylemliliği sürecinde, sembolik ve bilişsel dinamikleri harekete geçirip anlam ve eylemi tekrar yapılandırabileceği; çerçevelendirme, rol tanımı, bağlam denetimi ve yeni davranış örüntüleri tasarlama stratejileriyle örgütsel düzeyde kurumsal mantık değişimine yol açabileceği iddia edilmiştir. Ayrıca, aktör eylemliliğinin kurumsal mantık değişimi üzerindeki etkisinde liderlik tarzlarının etkileşimsel bir rolü olabileceği tartışılmış ve bu kapsamda bir model önerisi ve önermeler geliştirilmiştir.
Anahtar Kelimeler: Kurumsal Mantıklar, Simgesel Etkileşimcilik, Aktör Eylemliliği, Liderlik Tarzları
Anahtar Kelimeler: Kurumsal Mantıklar, Simgesel Etkileşimcilik, Aktör Eylemliliği, Liderlik Tarzları
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The agency theory posits that the principal tries to gain maximum profits with the least costs, and the agent acts in the interest of the principal only with control mechanisms. However, the stewardship theory argues that the agent is... more
The agency theory posits that the principal tries to gain maximum profits with the least costs, and the agent acts in the interest of the principal only with control mechanisms. However, the stewardship theory argues that the agent is motivated to act in the interests of the principal; therefore, coordination mechanisms should be developed. Lack of organizational control may lead to diversion from organizational goals, on the other hand, too much control may harm employees' autonomy, creativity, and innovation. Moreover, when organizations overemphasize collaboration, a relational risk may occur in work processes. Thus, the coexistence of control and collaboration creates a dilemma for organizations. In this study, we argue how knowledge management, performance management, and trust may contribute to the unity of control and collaboration in organizations. Based on the arguments, we develop theoretical propositions.
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Öz: Bu çalışmada çalışanların öz-liderlik becerilerine etki eden psikolojik sermaye faktörlerinin ortaya çıkarılması hedeflenmiştir. Bu amaçla psikolojik sermayenin dört alt boyutunun (umut, iyimserlik, psikolojik dayanıklılık,... more
Öz: Bu çalışmada çalışanların öz-liderlik becerilerine etki eden psikolojik sermaye faktörlerinin ortaya çıkarılması hedeflenmiştir. Bu amaçla psikolojik sermayenin dört alt boyutunun (umut, iyimserlik, psikolojik dayanıklılık, öz-yeterlilik), öz-liderlik değişkeninin sekiz alt boyutu (kendine hedef belirleyerek başarılı performans hayal etme, doğal ödüller üzerinde düşünceyi odaklama, kendini gözlemleme, kendini ödüllendirme, kendini cezalandırma, kendine hatırlatıcılar belirleme, kendi kendine konuşma, düşünce ve fikirlerini değerlendirme) üzerindeki etkileri araştırılmıştır. Anket tekniğinin kullanıldığı araştırmada kolayda örnekleme yöntemiyle, Ankara ilinde çalışan 227 kamu çalışanından veri toplanmış, veri analizi ve model testi için yapısal eşitlik modellemesi yaklaşımından faydalanılmıştır. Çalışma sonucu elde edilen bulgulara göre, farklı öz-liderlik davranışları farklı psikolojik sermaye faktörlerinden, özellikle umut ve iyimserlik alt boyutundan, etkilenmektedir. Diğer taraftan umut hariç diğer üç psikolojik sermaye faktörüyle etkileşim içinde olan tek değişkenin kendine hatırlatıcılar belirleme davranışı olduğu; kendini ödüllendirme ve kendini cezalandırma davranışları üzerinde ise psikolojik sermaye yapısının herhangi bir alt boyutunun etkili olmadığı saptanmıştır. Bu çerçevede çalışanların psikolojik sermayesinin öz-liderlik becerileri üzerinde kısmi etki yarattığı belirlenmiştir. Abstract: This study aims to explore the psychological capital factors which may affect self-leadership skills. To this aim, the effects of four sub-constructs of psychological capital (hope, optimism, resilience, self-efficacy) on eight sub-constructs of self-leadership (self-goal setting & visualizing successful performance, focusing thoughts on natural rewards, self-observation, self-reward, self-punishment, self-cuing, self-talk, evaluating beliefs and assumptions) have been investigated. The research data were obtained from 227 state officials in Ankara through questionnaires and convenience sampling. For the data analysis and model test, the structural equation modeling was utilized. The research findings indicate that different self-leadership behaviors are affected by different psychological factors, particularly hope and optimism. On the other hand, the findings reveal that self-cueing is influenced by each psychological factor except for hope. The results also show that none of the psychological sub-constructs has an effect on self-reward or self-punishment. Within this context, employees' psychological capital has been found to have a partial impact on their self-leadership skills.
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Bu bölümde liderliğin karanlık yüzü olarak değerlendirilen istismarcı yönetim algısının tanımına ve kavramın gelişimine değinildikten sonra istismarcı yönetim algısının kuramdan uygulamaya öncül ve ardılları incelenmiştir. İstismarcı... more
Bu bölümde liderliğin karanlık yüzü olarak değerlendirilen istismarcı yönetim algısının tanımına ve kavramın gelişimine değinildikten sonra istismarcı yönetim algısının kuramdan uygulamaya öncül ve ardılları incelenmiştir. İstismarcı yönetim algısına yol açan yönetici, çalışan ve sosyal koşullara ait unsurlar, kişilik kuramları, sosyal öğrenme kuramı, psikolojik sözleşme kuramı, ego tükenmesi kuramı, rol kuramı ve mağdur kaynaklı suç kuramının varsayımlarına dayanan güncel görgül çalışma bulgularıyla tartışılmıştır. İstismarcı yönetimin yol açabileceği işlevsel olmayan davranış çıktıları ise duygu değerlendirme kuramı, sosyal biliş kuramı, kaynakların korunması kuramı, örgütsel adalet kuramı ve sosyal-değiş tokuş kuramının kestirimleri doğrultusunda gerçekleştirilen araştırma sonuçları ile aydınlatılmaya çalışılmıştır.
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Although the motto of “better teamwork, better performance” (Siassakos, D., Fox, R., Crofts, J. F., Hunt, L. P., Winter, C., & Draycott, T. J. (2011). The management of a simulated emergency: better teamwork, better performance.... more
Although the motto of “better teamwork, better performance” (Siassakos, D., Fox, R., Crofts, J. F., Hunt, L. P., Winter, C., & Draycott, T. J. (2011). The management of a simulated emergency: better teamwork, better performance. Resuscitation, 82(2), 203–206) has strong theoretical and empirical support in the extant literature, the concept of the teamwork may also have a darker side. In this chapter, we aim to discuss major factors that may lead to counterproductive teamwork behavior. Firstly, we investigate social and psychological mechanisms of intragroup relations relying on the assumptions of social comparison theory. The theory offers a viewpoint to understand intra-team interactions and team members’ cognitive inferences about themselves, as well as their teammates. We present how upward and downward comparisons made by team members shape their perception of reality. Secondly, we explore the potential negative impacts of social comparison process on the relationship between the team leader and team members, briefly touching on the leader–member exchange dynamics. Then, again utilizing the assumptions of social comparison theory, we aim to explain under what conditions team members lower their performance although they exhibit more effort and higher performance while working individually. In doing so, we investigate the concept of social loafing, its extrinsic and intrinsic sources, and preventive measures to mitigate its effects. Finally, we discuss groupthink phenomena in detail to understand how team members collectively make poor decisions that may result in irreversible consequences.
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When employees are unable to find the comfort, satisfaction, belongingness, and connection in the workplace, they may feel isolated from the social structure of their work environment, which ultimately may pose a threat to the... more
When employees are unable to find the comfort, satisfaction, belongingness, and connection in the workplace, they may feel isolated from the social structure of their work environment, which ultimately may pose a threat to the effectiveness and efficiency of organizations. Therefore, addressing employee alienation as one of the dark sides of organizational behavior can help practitioners and theoreticians to gain more insights in understanding organizational behavior. In this chapter we will shed light on the issue of alienation in the organizational behavior studies. We begin by looking at the sociological and philosophical explanations made by influential scholars. Then, after the analysis of alienation in terms of its classification, operationalization, and dimensional constructs, we provide a review of empirical and theoretical studies in the extant literature and their results to show its relationship with other organizational behavior variables. Finally, we conclude our analysis with the implications for theory and practice.
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İş yaşamının karmaşık ilişkiler düzeneğinde de kimin kiminle arkadaş olduğu, iletişim kurduğu ya da danışıp görüştüğü, örgüt içinde farklı sosyal yapıların oluşumuna yol açabilir. Diğer taraftan, birbirinden uzak duran, iletişim kurmaktan... more
İş yaşamının karmaşık ilişkiler düzeneğinde de kimin kiminle arkadaş olduğu, iletişim kurduğu ya da danışıp görüştüğü, örgüt içinde farklı sosyal yapıların oluşumuna yol açabilir. Diğer taraftan, birbirinden uzak duran, iletişim kurmaktan kaçınan ya da birbirini sevmeyen çalışanlar da örgütteki ilişkiler sarmalının niteliklerini etkileyebilir. Bu nedenle, aynı örgütsel amaçları gerçekleştirmek üzere bir araya gelmiş bireylerin olumlu ve olumsuz ilişkileri sonucu ortaya çıkan örgütsel davranış kalıplarını ve bu kalıpların örgütsel çıktılar ile ilişkisini anlayabilmek için, hem örgüt-içi sosyal ağ yapılarını hem de kişiler arası etkileşim dinamiklerini birlikte ele almak gerekebilir. Dolayısıyla bu bölümde sosyal ağ kuramının mikro bakış açısından yola çıkılarak, aktörler arasındaki ilişkilerin doğasına yönelik genel varsayımlar, olumsuz sosyal ağ ilişkileri yaklaşımı ve bu yaklaşıma yapısal bir çerçeve sunan denge kuramı anlatılacaktır.
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Over the past four decades, the network perspective enriched organizational researchers' understanding of social relations at individual, group and organizational levels, and led to an explosion of social network studies in the extant... more
Over the past four decades, the network perspective enriched organizational researchers' understanding of social relations at individual, group and organizational levels, and led to an explosion of social network studies in the extant literature (Borgatti and Halgin, 2011; Brass, 2012). Its well-grounded arguments and assumptions put forward by early social network researchers (e.g.