This chapter is based on a study investigating the effect of downward mobbing on employees' stress-related growth (SRG) with the mediator role of burnout and the moderator role of personality hardiness and coworker support. Data were... more
This chapter is based on a study investigating the effect of downward mobbing on employees' stress-related growth (SRG) with the mediator role of burnout and the moderator role of personality hardiness and coworker support. Data were collected from 367 employees (177 females, 186 males) through MTurk. Self-report measures were administered to participants who have been exposed to mobbing by their supervisor/manager in at least one of their previous work experiences. Moderated mediation analysis suggested that burnout mediates the relationship between mobbing and SRG where burnout and growth were negatively associated. Coworker support appeared as a significant but inadequate moderator to promote growth. Post hoc analysis suggested that there is a curvilinear relationship between burnout and growth, and hardiness is a significant – but insufficient – moderator in the direct relationship. Implications for science and practice will be discussed.
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Research Interests: Psychology and Harm
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Graduates of cross-cultural management (CCM) courses should be capable of both tackling international and cross-cultural situations and creating positive value from the diversity inherent in these situations. Such value creation is... more
Graduates of cross-cultural management (CCM) courses should be capable of both tackling international and cross-cultural situations and creating positive value from the diversity inherent in these situations. Such value creation is challenging because these situations are typically complex due to differences in cultural values, traditions, social practices, and institutions, such as legal rules, coupled with variation in, for example, wealth and civil rights among stakeholders. The paper aims to discuss these issues.,The authors argue that a scientific mindfulness approach to teaching CCM can help students identify and leverage positive aspects of differences and thereby contribute to positive change in cross-cultural situations.,Scientific mindfulness combines mindfulness and scientific thinking with the explicit goal to drive positive change in the world.,The authors explain how the action principles of scientific mindfulness enable learners to build positive value from cultural diversity. The authors then describe how to enact these principles in the context of CCM education.
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Acculturation of expatriate managers - a process model of adjustment and performance, Zeynep Aycan rethinking the strategic management of expatriates from a nonlinear dynamics perspective, Mark E. Mendenhall and James H. Macomber... more
Acculturation of expatriate managers - a process model of adjustment and performance, Zeynep Aycan rethinking the strategic management of expatriates from a nonlinear dynamics perspective, Mark E. Mendenhall and James H. Macomber personality determinants in the prediction of aspects of expatriate job success, Deniz S. Ones and Chockalingam Viswesvaran expatriate selection - possibilities and limitations of using personality scales, Jurgen Deller assessing expatriate success - beyond just "being there", Paula M. Caligiuri a comparative test of alternative models of international assignee job performance, Winfred Arthur and Winston Bennett empirical investigations of the host country perspective in expatriate management, Handan Kepir Sinangil and Deniz Z. Ones training needs for expatriate adjustment in The People's Republic of China, Georgia T. Chao and Yen Jun Sun spousal assistance programs - an integral component of the international assignment, Mary T. Pellico and Linda K. Stroh current issues and future challenges in expatriate management, Zeynep Aycan and Rabindra N. Kanungo.
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Research Interests: Business, Marketing, Training and Development, Human Resource Management, Culture, and 10 moreHuman Resource, Human Resource Management in the middle east, Literature Review, Performance Appraisal, Business and Management, Cross Cultural Research, Systematic review, Seismic analysis and design, MULTINATIONAL CORPORATION, and Human Resource Management Practices
The construct of cultural intelligence, recently introduced to the management literature, has enormous potential in helping to explain effectiveness in cross cultural interactions. However, at present, no generally accepted definition or... more
The construct of cultural intelligence, recently introduced to the management literature, has enormous potential in helping to explain effectiveness in cross cultural interactions. However, at present, no generally accepted definition or operationalization of this nascent construct exists. In this article, we develop a conceptualization of cultural intelligence that addresses a number of important limitations of previous definitions. We present a concise definition of cultural intelligence as a system of interacting abilities, describe how these elements interact to produce culturally intelligent behavior, and then identify measurement implications.
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... less time at work) had a greater impact on WFC in the US than in China, whereas work demands (spending less time in family) had a greater impact on WFC in ... 364 Handbook of Work-Family Integration difference was mainly due to... more
... less time at work) had a greater impact on WFC in the US than in China, whereas work demands (spending less time in family) had a greater impact on WFC in ... 364 Handbook of Work-Family Integration difference was mainly due to cultural differences regarding the ...
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Presents an obituary for Cigdem Kagitcibasi. Kagitcibasi is considered one of the founders of cross-cultural psychology. Her theoretical and applied research focused on human development in socio-cultural context, leading her to question... more
Presents an obituary for Cigdem Kagitcibasi. Kagitcibasi is considered one of the founders of cross-cultural psychology. Her theoretical and applied research focused on human development in socio-cultural context, leading her to question the applicability of mainstream psychology to the majority (non-Western) world. Her emphasis on culture, social change, and the family as important aspects of the context of human development gave birth to Family Change Theory and the Theory of Autonomous-Related Self. Kagitcibasi was the first female president of the International Association for Cross-Cultural Psychology, the vice president of the International Union of Psychological Science and the International Social Science Council. (PsycINFO Database Record
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Abstract 1. This chapter aims at critically evaluating the theory, methodology and scope of cross-cultural industrial and organizational psychology (I/O) research in the past twenty years with a specific emphasis on future directions for... more
Abstract 1. This chapter aims at critically evaluating the theory, methodology and scope of cross-cultural industrial and organizational psychology (I/O) research in the past twenty years with a specific emphasis on future directions for the field. In the theory section, we ...
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... 450 Zeynep Aycan Page 7. ... This is the ideology of paternalism that rests on the denial of reciprocity in similar terms and in the short-run. The generosity of the giver, according to Levi-Strauss (1969, p. 53), aims at crushing the... more
... 450 Zeynep Aycan Page 7. ... This is the ideology of paternalism that rests on the denial of reciprocity in similar terms and in the short-run. The generosity of the giver, according to Levi-Strauss (1969, p. 53), aims at crushing the receiver. ...
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Chapter 1: Managing Learning Organizations in Cross-Cultural Context Chapter 2: Work Motivation in Cross-Cultural Context Chapter 3: Behavioral Modification and Performance Management Chapter 4: Communication and Conflict Management... more
Chapter 1: Managing Learning Organizations in Cross-Cultural Context Chapter 2: Work Motivation in Cross-Cultural Context Chapter 3: Behavioral Modification and Performance Management Chapter 4: Communication and Conflict Management Chapter 5: Leadership: Role Behaviours and Cross-cultural Perspectives Chapter 6: Teamwork: Effectiveness and Cross-Cultural Perspectives Chapter 7: Organizational Attitudes and Work-Life Balance Chapter 8: Organizational Structure and Organizational Change Chapter 9: Human Resource Management in Cross-Cultural Context Chapter 10: Corporate Social Responsibility and Ethics
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Research Interests: History and Middle East
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Worries about leadership (WAL) is a new construct tapping worries an individual may feel about possible negative consequences of accepting a leadership role. Three studies investigate how WAL is associated with men’s and women’s... more
Worries about leadership (WAL) is a new construct tapping worries an individual may feel about possible negative consequences of accepting a leadership role. Three studies investigate how WAL is associated with men’s and women’s willingness for leadership and their perceived leadership potential rated by others. The first is a laboratory study on 328 participants, which shows that WAL is negatively associated with women’s willingness for leadership, while it is not related to that of men. The second study, which is a field study with multilevel-nested data from 429 employees and 101 supervisors, reveals that male subordinates are more likely to receive a favorable judgment of leadership potential by their supervisors when their WAL increases, while female subordinates’ WAL is irrelevant to this judgment. The final study, which is an experimental study on 122 supervisors, shows that supervisors view hypothetical male leadership candidates with high WAL as having higher warmth and low...
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The construct of cultural intelligence, recently introduced to the management literature, has enormous potential in helping to explain effectiveness in cross cultural interactions. However, at present, no generally accepted definition or... more
The construct of cultural intelligence, recently introduced to the management literature, has enormous potential in helping to explain effectiveness in cross cultural interactions. However, at present, no generally accepted definition or operationalization of this nascent construct exists. In this article, we develop a conceptualization of cultural Over the years, many studies have alluded to the idea that there are certain attributes that some individuals have that allow them to be effective in cross cultural communication In this article, we define cultural intelligence based on a review of literature in the domains of cross cultural interactions, social cognition, and intelligence. We address fundamental conceptual issues in construct validity A Type of Intelligence Defining this new construct as a type of intelligence, as opposed to intercultural competency, global mindset or any number of other similar terms, has two advantages. First, it substitutes well-studied ideas in cogni...
Using data from 243 executives in Turkey, we investigate the relationship(s) between perceived values similarity, in-group/out-group categorisation, interpersonal effect and Host Country National (HCN) willingness to offer role... more
Using data from 243 executives in Turkey, we investigate the relationship(s) between perceived values similarity, in-group/out-group categorisation, interpersonal effect and Host Country National (HCN) willingness to offer role information and social support to expatriates. Results of this study confirm that HCNs are more likely to offer support to expatriates whom they categorise as in-group, as well as to those who they perceive as holding similar values. In addition, our data suggest that Turkish HCNs are more likely to offer support to Indian expatriates as compared to expatriates from the USA, and to expatriates who are assigned to work as their supervisors rather than to expatriate subordinates. We discuss implications of our findings for multinational corporations and suggest future research ideas.