Papers by Basak Ucanok Tan
This study examines the moderating role of work centrality in the relationship
between work alien... more This study examines the moderating role of work centrality in the relationship
between work alienation and organisational commitment on employees of Turkish
SMEs. Past research has demonstrated an inverse association between alienation
and commitment, but it has done so without incorporating other workrelated
variables. Therefore, in the current study, this inverse relationship is
further examined and change in the direction of the relationship in accordance
with different levels of work centrality is questioned. The results indicate that
work centrality plays a significant moderating role in affective commitment–
work alienation relationship. The article also discusses how other dimensions of
organisational commitment can be tackled in future studies.
Human Resource Development Quarterly, 2013
Organizational citizenship behaviors (OCBs) are voluntary contributions of employees not explicit... more Organizational citizenship behaviors (OCBs) are voluntary contributions of employees not explicitly recognized by the formal reward system and are ultimately critical for sustaining organizational effectiveness (Organ, 1988). The current study aims to investigate the effects of values, work centrality and organizational commitment on organizational citizenship behaviors in small and medium sized enterprises (SMEs) in Turkey. It is predicted that work centrality, affective and normative commitment will increase OCBs along with those values that correspond to OCBs in terms of content. A cross-sectional survey was employed with a convenience sample of 277 SME employees. Data was collected in the midst of the 2008 global financial crisis, which allowed for elaboration on the dynamics of OCBs under difficult periods. The analyses revealed that affective commitment and normative commitment were strong predictors of OCBs. Sportsmanship dimension of citizenship was found to be a function of conservation values, work centrality, and both affective and normative commitment. Findings and suggestions for future research are discussed in light of recent OCB literature and a general HRD perspective.
Middle East Journal of Management, 2014
The main aim of this paper is to investigate the conceptual and
empirical grounds of how work a... more The main aim of this paper is to investigate the conceptual and
empirical grounds of how work alienation and work centrality differ from one another. The concern that these two variables may lie on different axes of the same concept is tackled in relation to work values. In this respect, the effects of work values (intrinsic vs. extrinsic work values) on both work alienation and work centrality have been examined. Turkish employees working in SMEs are targeted to fill out a questionnaire which includes Turkish work values inventory developed by Tevrüz and Turgut (2004), Mottaz’s (1981) work alienation scale and Kanungo’s (1982) work centrality inventory. In total 209 Turkish employees participated in the study. The preliminary findings showed that work alienation and work centrality are distinct concepts and that only work centrality could be predicted by work values.
Human Resource Development Quarterly, Mar 2013
Organizational citizenship behaviors (OCBs) are voluntary contributions of employees not explicit... more Organizational citizenship behaviors (OCBs) are voluntary contributions of employees not explicitly recognized by the formal reward system and are ultimately critical for sustaining organizational effectiveness (Organ, 1988). The current study aims to investigate the effects of values, work centrality, and organizational commitment on organizational citizenship behaviors in small and medium-sized enterprises (SMEs) in Turkey. It is predicted that work centrality, and affective and normative commitment will increase OCBs along with those values that correspond to OCBs in terms of content. A cross-sectional survey was employed with a convenience sample of 277 SME employees. Data were collected in the midst of the 2008 global financial crisis, which allowed for elaboration on the dynamics of OCBs under difficult periods. The analyses revealed that affective commitment and normative commitment were strong predictors of OCBs. Sportsmanship dimension of citizenship was found to be a function of conservation values, work centrality, and both affective and normative commitment. Findings and suggestions for future research are discussed in light of recent OCB literature and a general HRD perspective.
Tuesday May 17, Jan 1, 2011
"This study examines the effect of work alienation in the relationship between work values, mater... more "This study examines the effect of work alienation in the relationship between work values, materialism and organizational commitment. The main motivation of the study is to examine whether different work values (intrinsic and extrinsic work values) will have differing effects on affective, continuous and normative organizational commitment. The effects of work values and materialism on organizational commitment are believed to change as work alienation is included in the relationship. Work alienation represents the extent to which a person is disengaged from the world of work (Hirschfeld and Feild, 2000). Therefore, it is predicted that those employees who score high on work alienation will have lower levels of affective commitment regardless of their work values. Similarly, those employees with materialist value orientations will have lower levels of organizational commitment.
This study aiming to examine the relationships between work values, materialism, work alienation and organizational commitment should be regarded as a preliminary attempt. Turkish employees working in SME’s are targeted to fill out a questionnaire which includes Turkish work values inventory developed by Tevrüz and Turgut (2004), Mottaz’s (1981) work alienation scale, Richins and Dawson’s Material Values (1992) and Meyer and Allen’s (1997) organizational commitment inventories. In total 201 employees participated in the study. The preliminary findings showed that work alienation did not mediate the effects of work values and materialism on organizational commitment as predicted."
The main purpose of this study is to understand the importance that is attached to work by analys... more The main purpose of this study is to understand the importance that is attached to work by analysing the link between work-related values and attitudes. In this respect, it is hypothesised that work values significantly predict work centrality and that this relationship is moderated by work-value congruence. Work-value congruence is conceptualised on the premise that different work values have varying degrees of influence on work centrality. It is proposed that as the distance between the act of working and the value it relates to (work-value congruence) differ, the relation between values and work centrality will change accordingly. In the study, work values have proved to act as an important predictor of work centrality. It is suggested that, work-value congruence be treated as an independent variable in future work-related research. The results are discussed along with gender differences for work values.
The main aim of this study is to test whether work ethic can be explained by religious orientatio... more The main aim of this study is to test whether work ethic can be explained by religious orientation, which is defined as a generalized disposition to use particular means to attain particular ends in living (Pargament, 1992). The relation between religious orientation and work ethic is predicted to be established through locus of control, which is the tendency to attribute events in life either to external factors or to own actions. Understanding how attitudes toward religion and locus of control influence work ethic in a predominantly Muslim country, is of great importance in assessing the validity of concepts developed in the Western management circles. The analyses show that work ethic could be explained by two reliable dimensions namely; responsibility and equality. As predicted, self-control and societal religiousness were able to explain work ethic. Also, self-control was found to mediate the relation between extrinsic religious orientation and both of the equality and responsibility dimensions of work ethic. Gender differences and cultural implications of the results are discussed and directions for future research are suggested.
akademik.unsri.ac.id
The aim of this study is to test the “work values” inventory developed by Tevruz and Turgut and t... more The aim of this study is to test the “work values” inventory developed by Tevruz and Turgut and to utilize the concept in a model, which aims to create a greater understanding of the work experience. In the study multiple effects of work values, work-value congruence and work centrality on organizational citizenship behavior are examined. In this respect, it is hypothesized that work values and work-value congruence predict organizational citizenship behavior through work centrality. Work-goal congruence test, Tevruz and Turgut’s work values inventory are administered along with Kanungo’s work centrality and Podsakoff et al.’s [47] organizational citizenship behavior test to employees working in Turkish SME’s. The study validated that Tevruz and Turgut’s work values inventory and the work-value congruence test were reliable and could be used for future research. The study revealed the mediating role of work centrality only for the relationship of work values and the responsibility dimension of citizenship behavior. Most important, this study brought in an important concept, work-value congruence, which enables a better understanding of work values and their relation to various attitudinal variables.
Conference Proceedings : 7th Industrial and Organisational Psychology Conference (IOP) /1st Asia Pacific Congress on Work and Organisational Psychology (APCWOP), Adelaide / South Australia, 2007
Book Chapters by Basak Ucanok Tan
The aim of this chapter is to outline the growing interest on corporate responsibility, how it ha... more The aim of this chapter is to outline the growing interest on corporate responsibility, how it has evolved and transpired itself in the form of CSR. In this respect the chapter begins by reviewing the definitions of corporate responsibility and emphasizing its difference from related concepts. In the following section major cornerstones in the evolution of corporate responsibility are explained along with a brief outlook of how the modern approaches to corporate responsibility have changed in the past 30 years. The main focus of the chapter is on factors that shape corporate responsibility. In this respect attention is directed to four perspectives used in organization studies; economic, institutional, cultural and cognitive. Theoretical underpinnings, empirical research and examples are provided for the drivers of corporate responsibility. The chapter demonstrates benefits of integrating multiple perspectives and discusses directions for the future of corporate responsibility.
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Papers by Basak Ucanok Tan
between work alienation and organisational commitment on employees of Turkish
SMEs. Past research has demonstrated an inverse association between alienation
and commitment, but it has done so without incorporating other workrelated
variables. Therefore, in the current study, this inverse relationship is
further examined and change in the direction of the relationship in accordance
with different levels of work centrality is questioned. The results indicate that
work centrality plays a significant moderating role in affective commitment–
work alienation relationship. The article also discusses how other dimensions of
organisational commitment can be tackled in future studies.
empirical grounds of how work alienation and work centrality differ from one another. The concern that these two variables may lie on different axes of the same concept is tackled in relation to work values. In this respect, the effects of work values (intrinsic vs. extrinsic work values) on both work alienation and work centrality have been examined. Turkish employees working in SMEs are targeted to fill out a questionnaire which includes Turkish work values inventory developed by Tevrüz and Turgut (2004), Mottaz’s (1981) work alienation scale and Kanungo’s (1982) work centrality inventory. In total 209 Turkish employees participated in the study. The preliminary findings showed that work alienation and work centrality are distinct concepts and that only work centrality could be predicted by work values.
This study aiming to examine the relationships between work values, materialism, work alienation and organizational commitment should be regarded as a preliminary attempt. Turkish employees working in SME’s are targeted to fill out a questionnaire which includes Turkish work values inventory developed by Tevrüz and Turgut (2004), Mottaz’s (1981) work alienation scale, Richins and Dawson’s Material Values (1992) and Meyer and Allen’s (1997) organizational commitment inventories. In total 201 employees participated in the study. The preliminary findings showed that work alienation did not mediate the effects of work values and materialism on organizational commitment as predicted."
Book Chapters by Basak Ucanok Tan
between work alienation and organisational commitment on employees of Turkish
SMEs. Past research has demonstrated an inverse association between alienation
and commitment, but it has done so without incorporating other workrelated
variables. Therefore, in the current study, this inverse relationship is
further examined and change in the direction of the relationship in accordance
with different levels of work centrality is questioned. The results indicate that
work centrality plays a significant moderating role in affective commitment–
work alienation relationship. The article also discusses how other dimensions of
organisational commitment can be tackled in future studies.
empirical grounds of how work alienation and work centrality differ from one another. The concern that these two variables may lie on different axes of the same concept is tackled in relation to work values. In this respect, the effects of work values (intrinsic vs. extrinsic work values) on both work alienation and work centrality have been examined. Turkish employees working in SMEs are targeted to fill out a questionnaire which includes Turkish work values inventory developed by Tevrüz and Turgut (2004), Mottaz’s (1981) work alienation scale and Kanungo’s (1982) work centrality inventory. In total 209 Turkish employees participated in the study. The preliminary findings showed that work alienation and work centrality are distinct concepts and that only work centrality could be predicted by work values.
This study aiming to examine the relationships between work values, materialism, work alienation and organizational commitment should be regarded as a preliminary attempt. Turkish employees working in SME’s are targeted to fill out a questionnaire which includes Turkish work values inventory developed by Tevrüz and Turgut (2004), Mottaz’s (1981) work alienation scale, Richins and Dawson’s Material Values (1992) and Meyer and Allen’s (1997) organizational commitment inventories. In total 201 employees participated in the study. The preliminary findings showed that work alienation did not mediate the effects of work values and materialism on organizational commitment as predicted."