Duygusal Zekânin Müsteri Odaklilik Ve Satis Performansi Üzerine Etkisini Belirlemeye Yönelik Bir Arastirma

Varinli, İnci; Yaraş, Eyyup; Başalp, Ahmet

doi:10.21121/eab.2009119734

Cited by 3 publications

(2 citation statements)

References 2 publications

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“…Following certain standards is also important when one focuses on the employee perception of such practices (Hofman & Meijerink, 2015). According to Varinli et al, (2009) there is an important relationship between the perceived performance and such variables as market efficiency and customer satisfaction. Besides, employees generally focus on success and high performance in the long term.…”

Section: Extended Abstractmentioning

confidence: 99%

İnsan Kaynakları Uygulamalarının Algılanan Örgütsel Performansa Etkisi

Kuzutürk¹,

Kırkbeşoğlu

Tuzlukaya

2021

Fiscaoeconomia

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Considering today's competitive conditions, human resources practices are regarded as a distinctive factor for organizations, regardless of both academic and practical aspects. Effective human resources management (HRM) and practices have direct positive contributions to organizational performance. Human resources management plays an important role in synchronizing the policies and practices it implements and the achievement of individual and organizational goals. Although organizations that effectively continued their HRM practices in the past period achieved significant gains, for many organizations, on the contrary, the gains were not achieved at the desired level. In fact, the main problem is not related to the content of HRM practices. Especially many businesses with a low level of institutionalization adopt these applications only in an emulating manner and as a result, they cannot provide performance increase and personnel satisfaction. On the other hand, many organizations that sometimes increase performance can achieve this despite unsuccessful HRM practices. Therefore, in our study, we aimed to evaluate the concept of organizational performance from the perspective of employees, not through concrete outputs such as profitability or productivity, and we tested the effect of HRM practices on organizational performance from the perspective of the employee. The results show that recruitment, participatory decision making, performance evaluation, rewarding and empowerment actions from human resources practices have a significant effect on organizational performance; It was concluded that in-house trainings and job security variables proved to be effective in international literature do not provide any significant effect. the reasons for this interaction in the context of environmental uncertainty is high, such as Turkey was again discussed in this study.

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Section: Extended Abstractmentioning

confidence: 99%

İnsan Kaynakları Uygulamalarının Algılanan Örgütsel Performansa Etkisi

Kuzutürk¹,

Kırkbeşoğlu

Tuzlukaya

2021

Fiscaoeconomia

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“…Literatürde duygusal zekânın çeşitli kavramlarla ilişkisini ortaya çıkarmaya yönelik değişik çalışmalar mevcuttur. Örneğin duygusal zekâ ile satış performansı arasındaki ilişki (Varinli, Yaraş, & Başalp, 2009;Cruz, D"Urso, & Ellison, 2014), duygusal zekâ ve hizmet kalitesi (Basharat & Raja, 2013;Naeem, Saif, & Khalil, 2008), duygusal zekâ ve liderlik (Delice & Günbeyi, 2013;Kerr, Garvin, Heaton, & Boyle, 2006;Acar, 2001;George, 2000) ele alınan konular arasındadır.…”

Section: Teorġk çErçeve 21unclassified

A Case Study on Determining the Relationship Between Emotional Intelligence and Entrepreneurship Tendency

Yüce¹,

Meriç²

2017

Kafkas Univ Vet Fak Derg

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Emotional intelligence that expresses the ability of the individual to self-knowledge, to use his feelings wisely, and to manage relationships among people is an important influence on entrepreneurship. In this study, it tried to determine the degree of this interaction between emotional intelligence and entrepreneurship. In this framework, a questionnaire form developed for the students who have taken courses in entrepreneurship and who are studying at the Faculty of Economics and Administrative Sciences of Kafkas University has been implemented. According to the result of the analyses, personal awareness and adaptation to conditions and environment, which are from sub-dimensions of emotional intelligence, are positively correlated with entrepreneurship tendency. In addition, it was determined that the interpersonal relationships which is from sub-dimensions of emotional intelligence, is not related to entrepreneurship tendency.

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