Sürdürülebilir Kalkınma Amaçları
Yayınlar
- MakaleYalnız künye2026Some are more equal than others: workplace favoritism and hospital employees’ intent to quit
Özbek, Mehmet Ferhat; Banai, Moshe; Stefanidis, Abraham; Bekar, Fevziye; Roberts, Sara J.
Purpose – This study refines equity theory by explaining the mediating roles of job frustration and job dissatisfaction, as well as the moderating role of personal income in the relationship between discriminatory workplace favoritism and hospital employees’ intent to quit. Design/methodology/approach – The study consists of two samples. In the first sample, survey questionnaires were administered to 267 public hospital employees in Turkey. In the second sample, 1, 426 university healthcare students in Turkey answered four different scenarios that narrated school favoritism as well as students’ frustration, dissatisfaction and intent to quit. Structural equation modeling and ANOVA statistical analyses were conducted. Findings – Workplace favoritism positively affected employees’ intent to quit through the mediation of job frustration and job dissatisfaction. The mediating role of job frustration between workplace favoritism and intent to quit was stronger for high-income than for low-income employees and students. Practical implications – Favoring one employee may result in voluntary organizational exit by other employees, which is costly for the organization. Favoritism may encourage employees who were not previously prone to favoritism to seek favoritism. This may create a cycle that spreads favoritism further within the organization. Originality/value – This is the first study to investigate the role of income in the relationship between workplace favoritism and employees' intent to quit.
- MakaleYalnız künye2025Abusive supervision: can workplace friendships exacerbate work alienation and intent to quit?
Özbek, Mehmet Ferhat; Stefanidis, Abraham; Banai, Moshe; Akar, Vural
Purpose – Drawing on conservation of resources, similarity-attraction and social comparison theories, this research aims to examine how supervisors’ abusive behaviour influences employees’ intent to quit by investigating the mediating role of work alienation and the moderating role of workplace friendship. Design/methodology/approach – In Study I, time-lagged survey data were collected from 241 academic institutions’ employees at two separate times to empirically test the study’s hypotheses. In Study II, four different scenario manipulations were administered to 220 academic institutions’ undergraduate and graduate students. Both studies were conducted in Türkiye. Findings – The results of the survey indicate a positive relationship between employee exposure to supervisors’ abusive behaviour and their intent to quit, with work alienation mediating this relationship, and workplace friendship partially boosting the intensity of the negative effect. Similar results were confirmed by the findings of the survey conducted across four scenario manipulations in the education sector. Research limitations/implications – Despite the two-sector, two-instrument study design used, this research may only partially capture and explain the relationships among the studied variables. To enhance the generalisability of their findings, future studies should investigate broader cultural and occupational contexts, using both longitudinal and mixed-method designs. Practical implications – Strong workplace friendships may intensify the negative impact of abusive supervision, increasing staff alienation and turnover intentions, signalling risks for team stability and retention. Economic implications of high-level employee turnover should be considered by managers. Originality/value – This study challenges the prevailing assumption that workplace or academic friendships are universally beneficial. By demonstrating that strong workplace friendships can exacerbate the negative effects of supervisors’ or instructors’ abusive behaviour, it introduces a more nuanced understanding of interpersonal dynamics in organisational and educational settings.
- MakaleYalnız künye2023Managers' dispositions toward formal contracts: A cross-country examination
Stefanidis, Abraham; Banai, Moshe; Newburry, William; Fainshmidt, Stav; Richter, Ulf Henning; Schinzel, Ursula; Kong, Yin; Erkus, Ahmet; Shakirova, Svetlana; Ozbek, Mehmet Ferhat
This study integrates institutional and dispositional theories to develop a multilevel model predicting that managers' endorsement of formal contracts increases with the quality of formal institutions. This effect is contingent upon managerial dispositions of ethical idealism and interpersonal trust, which provide a morally driven override of uncertainty and a substitute source of certainty in business practices, respectively. We test our arguments on hand-collected data from 3,652 manager-negotiators in 16 countries. We find that managers endorse formal contracts when they are embedded in contexts with high quality contract enforcement institutions, but this effect diminishes substantially among ethically idealistic managers. These results suggest that an understanding of managers' reliance on formal contracts requires multilevel theory informed by how managerial dispositions interact with the formal institutional context.
- MakaleYalnız künye2014Attitudes Toward Ethically Questionable Negotiation Tactics: A Two-Country Study
Banai, Moshe; Stefanidis, Abraham; Shetach, Ana; Özbek, Mehmet Ferhat
Current research has identified five discrete US negotiation tactics, a traditional one considered to be ethical, and four considered to be ethically questionable. Scholars have independently used culture to explain how the endorsement of these five negotiation tactics varies across nations. They have also independently used interpersonal trust and ethics propensity to explain antecedents of the endorsement of those five negotiation tactics. This research combines all those variables into one model that investigates the influence of horizontal and vertical individualism–collectivism, ethical idealism, and trust propensity on employees’ attitudes toward ethically questionable negotiation tactics in Israel and Kyrgyzstan. A survey questionnaire was translated from English to Hebrew and Kyrgyz, and 615 responses were collected from employees in various industries in the two countries. We empirically confirmed three types of questionable negotiation tactics discovered in previous one-nation studies, namely, pretending, deceiving, and lying. Vertical individualism was found to be positively, and horizontal collectivism was found to be negatively, related to pretending, deceiving, and lying. Ethical idealism was found to be negatively related to the endorsement of the lying tactics, while trust propensity was negatively related to the pretending tactics. Compared with Israel, employees’ endorsement of ethically questionable negotiation tactics was significantly higher in Kyrgyzstan. Contribution to theory and practice is discussed.