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Öğe Counterproductive work behaviors in organizations: A research on the effect of the dark triad(Alexandru Ioan Cuza Univ İasi Fac Philosophy & Social-Political Sciences, 2023) Uysal, H. Tezcan; Ak, Murat; Kosar, AytekThis study aims to examine whether there is a significant relationship between the counterproductive work behaviors of organizational employees and the states of Machiavellianism, narcissism, and psychopathy, which are expressed as the dark triad in the literature, and if there is a significant relationship, to determine in what direction and at what level Machiavellianism, narcissism and psychopathy affect counterproductive work behaviors. In line with this purpose, data were obtained from the employees of a tourism company operating in Antalya province of Turkey by applying the survey method. Internal consistency reliability, composite reliability, convergent validity, and divergent validity tests were conducted for these data. The research hypotheses were tested by estimating the structural equation model with the least squares method. As a consequence of the analyses, it was found that narcissism and psychopathy significantly increased counterproductive work behaviors in employees, while Machiavellianism had no statistically significant effect on counterproductive work behaviors.Öğe The effect of job burnout on social loafing through the mediating role of employee sabotage(Ural State Univ Economics, 2021) Uysal, H. Tezcan; Ak, Murat; Çelik, Mukaddes ÖzlemSocial loafing is an undesirable behaviour as it negatively affects the outputs of the organization. Therefore, it is necessary to address the question of whether job burnout results in social loafing in the context of examining and eliminating the factors that cause this behaviour, and whether employee sabotage in this effect has a mediating role. The methodological framework of the study includes the theory of burnout and social impact theory. The research data have been obtained from 157 teachers working at educational institutions in the private sector in Karaman province of Turkey using the method of non-probability sampling, namely purposive sampling, and survey technique. To evaluate the data, the authors apply the methods of descriptive statistics and correlation analysis. In the study, job burnout consists of three dimensions: emotional exhaustion, depersonalization and the absence of personal accomplishment. According to the research findings, job burnout affects social loafing and this is partially mediated by employee sabotage. At that, employees' tendency towards sabotage behaviours reinforced when they experienced an increase in each of the three dimensions of job burnout. The study is of interest for researchers, company managers and teachers when developing strategies for minimizing undesirable social loafing behaviour, as well as investigating and guiding employee conduct in the workplace.Öğe The effect of perceived career plateau on career anchor in modern workforce(Swinburne Univ Technology, 2021) Uysal, H. Tezcan; Ak, MuratThe aim of this study is to examine whether there is a meaningful relationship between career plateaus, and employees and their gradually developed career anchors. A career plateau is defined as the point at which the possibility for an employee to progress in their career is at the lowest. A career anchor refers to the needs, values, and abilities which shape an individual's career decisions (Jiang & Klein, 2000). This study also aims to determine if a career plateau affects employees' career anchors. A negative and statistically significant relationship was observed between a career plateau and a career anchor. It was revealed that 22.1% of the change in the employees' career anchors was explained by improvements to their career plateaus. It was found that a 1-unit increase in a career plateau perception caused a career anchor to decrease by 1.860 units.Öğe How Employee Productivity Mediates the Effect of Organizational Justice on Work Engagement in Türkiye(Chiang Mai Univ, Fac Science, 2024) Uysal, H. Tezcan; Murat, Ak; Karataş, AkifThis article explores whether organizational justice has a significant effect on work engagement, and if so, whether employee productivity has a mediating role on this effect. It studies the case of Turkish information technology employees, with an online survey method used for data generation, with data analyzed by SmartPLS and structural equation modeling with the least squares method. Cronbach's Alpha and Compound Reliability values were used to test the reliability of the generated model. Average variance and factor loads were calculated to test convergent validity. Cross-factor loads were taken into account with the Fornell-Larcker criterion to assess differential validity. In this way, the study finds that organizational justice had a significant effect on work engagement and that productivity had a partial mediating role on this effect.Öğe Organizational health with management approach: A scale development study(Pacific Inst Management, 2022) Ak, Murat; Uysal, H. Tezcan; Yılmaz, FatmaThe purpose of this study is to develop the "Organizational Health Scale" for employees and test its validity and reliability. The experimental form created for this purpose has been presented to the experts for their opinions. In line with the feedback from experts, exploratory factor analysis (EFA) has been conducted in a pilot study within a sample group of 50 people, and 1 item has been removed from the survey consisting of 29 items. The data obtained by 354 participants working in the health sector responding the 28-item test form have been analysed using the SPSS 20.0 and AMOS 24.0 software. In exploring factor analysis, a three-dimensional structure such as "career", "managerial ability" and "social psychology" have been reached. Together, these three factors explain 88.4% of the total variance. As a result of confirming factor analysis for scale, fit values have been obtained as RMSEA=0.055, CFI=0.926, TLI=0.925, GFI=0.901, AGFI=0.911, RMR=0.062 and the organizational health scale has been found to have good fit criteria. Cronbach's alpha reliability coefficients have been found to be 0.86 for the whole scale, 0.76 for the career sub-dimension, 0.80 for the managerial ability sub-dimension, and 0.64 for the social psychology sub-dimension, and the scale has been found to have internal consistency. The findings of the research have revealed that organizational health scale is a valid and reliable measuring tool. T Test, one-way variability analysis and Tukey Test have been carried out in order to determine if the organizational health levels of the participants are different in terms of demographic variables. As a result of the analysis carried out; it has been found out that there are significant differences between organizational health sub-dimensions according to the variables of gender, age, marital status, education, title, working time.Öğe Proactive workplace behaviors in the automotive sector: the effect of transformational leadership behavior(Pacific Inst Management, 2024) Uysal, H. Tezcan; Ak, Murat; Koşar, AytekThe purpose of this research is to investigate whether there is a significant relationship between proactive workplace behaviors and transformational leadership behavior among private sector employees. If there is a meaningful relationship, the study aims to determine the direction and level of the impact of perceived transformational leadership behavior on proactive workplace behaviors. To achieve this objective, data was collected through face-to-face surveys from employees working in the workshops of Toyota, Nissan, and Peugeot companies operating in the automotive sector in Turkey. Structural equation modeling was employed to test the proposed hypotheses. Partial Least Squares Structural Equation Modeling (PLS-SEM), a variance -based structural equation modeling method, was used to analyze the relationship between the factors included in the research model. The results of the analysis revealed a high and significant relationship between transformational leadership behavior and proactive workplace behaviors. Furthermore, it was found that transformational leadership behavior significantly and positively influenced the sub -dimensions of proactive workplace behaviors, including voice, taking charge, problem prevention, and individual innovation factors.
