Antecedents of Opportunity at Work: Evidence from White-Collar Employees in Turkey

Cicekli, Elif; Kabasakal, Hayat

doi:10.20409/berj.2016217499

Cited by 4 publications

(4 citation statements)

References 52 publications

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“…Additionally, employees may see these alternatives as an opportunity for development and recognition, which are noted to be predictors of OC (Cicekli & Kabasakal, 2017). They may put their individual interests second to the organizational ones.…”

Section: Organizational Commitment and Voicementioning

confidence: 99%

Commitment profiles for employee voice: dual target and dominant commitment mindsets

2023

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Based on the person-centered approach and the EVLN (exit, voice, loyalty, neglect) model, this study explores how the components of commitment create “profiles” and the implications of this for voice behaviors in response to malpractice at work. The study includes not just affective and continuance commitment forms but also a commitment to the team as a multi-target commitment. A survey was conducted of 518 employees from a broad range of organizations in Turkey. An attempt was made to differentiate the EVLN responses across diverse commitment profiles by expanding the context. Four clusters (low commitment, weakly-committed, affective–team dominant, and continuance dominant) were identified using k-means cluster analysis. Analysis of the variance results indicated that the affective–team dominant profile demonstrated the constructive voice. The low commitment profile showed the least desirable outcomes (exit and neglect), followed by the weakly-committed profile. The continuance dominant profile also demonstrated passive behaviors (neglect and patience). Affective and team commitments, which have similar foci, were found to be the primary drivers of voice behavior, especially when combined with low continuance commitment. Also, continuance commitment did not contribute to the voice behavior once a certain level of affective and team commitment was seen. This study contributes to expanding commitment profiles for data from Turkey by explaining diverse EVLN responses to dissatisfaction at work.

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Section: Organizational Commitment and Voicementioning

confidence: 99%

Commitment profiles for employee voice: dual target and dominant commitment mindsets

2023

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“…Regardless of the system used take a promotion decision, organizations adopt promotion systems for the following significant reasons: to match employees with jobs of greater responsibilities, reward them, achieve strategic goals, and motivate them to move upward for the next level [5] . Furthermore, researches have shown that promotion systems are linked to positive organizational behavior and attitude such as commitment, low turnover and motivation [26] . Based on the above discussion, the following was hypothesized: H1: Employee Promotion System is positively correlated to motivation.…”

Section: Content Of Motivational Theoriesmentioning

confidence: 99%

Role of gender in predicting correlation between promotion systems and motivation among Lebanese employees

Zaiter¹,

Koabaz²

2020

Int. J. Res. Hum. Resour. Manage.

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This research aimed at investigating gender differences in motivation, in relation to existing promotion systems in the Lebanese workplaces. A survey design method using an online administered questionnaire was used for a sample of Lebanese respondents working at Family Businesses. Significant differences were noticed in motivation between females and males. Females working in Lebanese family businesses are more motivated compared to males when the perceived equity and clarity of promotion systems are low to medium. However, as the equity and clarity of promotion system increase, males become more motivated. This study contributes to understanding gender differences in motivation within the Lebanese context and filled a gap in literature about such gender differences at the work place in the Middle East Region. This study approached employees` motivation in terms of content, process and job design dimensions.

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“…Organizational commitment is considered as one of the essential concepts in the organizational behavior area (Dhar, 2015; Siciliano and Thompson, 2018; Cicekli and Kabasakal, 2017). Organizational behavior (OB) is the study of human behavior in corporate settings, of the interface between human behavior and the organization, and of the organization itself (Griffin and Moorhead, 2011).…”

Section: Hypotheses and Research Modelmentioning

confidence: 99%

Improving the organizational knowledge sharing through online social networks

Yang

Wang

Mohammed

2019

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Purpose Social technologies can offer a strong means for organizations to manage their information flows and thus make changes on the organizational knowledge sharing, which may then be linked to employees’ productivity and performance enhancements. The purpose of this paper is to predict the impact of using the online social network on employee motivation and employee motivation effects on organizational knowledge sharing. Design/methodology/approach From employees of tax affairs organization, data are collected. For evaluating the model’s elements, a questionnaire was designed. It was revised by experts with significant experiences. For statistical analysis, SMART-PLS 3.2 is used. Findings Findings have confirmed the validity of the proposed model. The results also have indicated that online social networks, social trust and social goals have a positive and important impact on employee motivation. Furthermore, obtained results have revealed that organizational knowledge sharing is significantly influenced by employee motivation and organizational commitment. Research limitations/implications The study contributes to the literature on organizational knowledge sharing and employee motivation in online social networking sites. Organizations could benefit from this knowledge by accepting that social networking sites must be considered as a critical component of the knowledge sharing, and precise targeting efforts could be directed for those users. Also, it could be exciting to study further factors affecting the development of organizational knowledge sharing in larger organizations. Originality/value The paper rises the understanding of what online social networking encompasses and how it can be utilized for the organization. The ideas and discussion are similarly applicable to libraries and may give them new visions into the delivery of social networking applications as part of their facilities to users.

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Antecedents of Opportunity at Work: Evidence from White-Collar Employees in Turkey

Cited by 4 publications

References 52 publications

Commitment profiles for employee voice: dual target and dominant commitment mindsets

Commitment profiles for employee voice: dual target and dominant commitment mindsets

Role of gender in predicting correlation between promotion systems and motivation among Lebanese employees

Improving the organizational knowledge sharing through online social networks

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