Sürdürülebilir Kalkınma Amaçları
Yayınlar
- 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.
- MakaleAçık Erişim2020How cultural tightness relates to creativity in work teams: Exploring the moderating and mediating mechanisms
Gedik, Yeliz; Ozbek, Mehmet Ferhat
In the present study, we examined the team-level association between cultural tightness, justice and creativity under varying levels of collectivism. Utilizing data from a field sample of 532 employees distributed across 147 work teams in 13 organizations, we demonstrated that cultural tightness was negatively related to team creativity for teams with lower levels of collectivism, but we did not observe such clear effects in teams with higher levels of collectivism. Finally, our results indicated that team justice climate (i.e., the average justice perception within the team) mediated the relationship between cultural tightness and team creativity in teams with lower levels of collectivism. Our findings accentuate the importance of understanding how norm-based (i.e., cultural tightness) and value-based (i.e., team collectivism) cultural dimensions jointly impact upon team creativity and suggest that managers should consider the optimal configuration of cultural dimensions if creativity is vital to their work team's functioning.
- MakaleAçık Erişim2018Do We Need Friendship in the Workplace? The Theory of Workplace Friendship and Employee Outcomes: The Role of Work Ethics
Ozbek, Mehmet Ferhat
This study builds and tests the models that two types of workplace friendships (friendship with coworkers and friendship with the supervisor) may have a negative influence on employees'job insecurity and turnover intention. Further, this study assumes that the positive association between workplace friendship with a supervisor and job performance is stronger for employees having a low work ethic than for those with a high work ethic. This study also assumes that the negative relationship between friendship with a supervisor and organizational deviance is stronger for employees who have a low work ethic but not for those with a high work ethic. To test these hypotheses, 313 data samples have been collected from service sector employees. According to the results, two types of workplace friendships (friendship with coworkers and friendship with a supervisor) are negatively related to job insecurity and turnover intention. The results also show that friendship with a supervisor was positively associated with job performance for employees having a low work ethic but not for those with a high work ethic. Furthermore, the results show that friendship with a supervisor was negatively associated with organizational deviance for employees having a low work ethic but not for those with a high work ethic. Surprisingly, the friendship with a supervisor is positively associated with organizational deviance for employees having a high work ethic.