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• MakaleYalnız künye2026/r/gumushane/16103
  How does social capital affect the relationship between perception of diversity management and affective commitment?

  Yilmaz Atik, Emine; Özbek, Mehmet Ferhat

  PurposeThe aim of this study is to reveal the moderating effect of social capital in the relationship between employees' perceptions of diversity management and their affective commitment.Design/methodology/approachThe research hypotheses developed within the relevant literature framework are tested by using data that was obtained from the academic staff members who work at the Turkish universities.FindingsThe findings indicate that the relationship between perceptions of diversity management and affective commitment, considered in the dimensions of social capital such as participation in the local community, socio-proactivity, family and friendship relationships, tolerance for diversity, work relationships, quality of life and trust, vary according to strong and weak levels, supporting moderating hypotheses at various levels.Research limitations/implicationsOne of the significant limitations of the study is the reluctance of the sampled academicians to participate in a study related to diversity during the data collection process. Some academicians, in addition to express that they do not tolerate the diversity among employees within the organization, also decline to answer questions which are aimed at measuring these expressions.Practical implicationsThe study reveals that the perception of diversity management increases affective commitment. This finding suggests that managers should consider employees' perceptions of these policies rather than focusing solely on diversity management policies (Alshaabani and Rudnak, 2020: 2; Saleem et al., 2021: p. 1). In societies with collectivist cultures like T & uuml;rkiye, managers' practices become more important in strengthening employees' affective commitment (Wasti, 2000; Wasti, 2003). For employees to have positive perceptions of diversity management, managers should respect their identities, use inclusive language and form a positive diversity climate (Deepak and Perwez, 2019: p. 909). Furthermore, the audits evaluating diversity management practices should be conducted frequently (McKay and Avery, 2015: 334). However, the impact of employees' perceptions of diversity management on affective commitment may vary depending on employees' levels of social capital. Therefore, the organizations need to develop policies based on employees' levels of social capital. Orientation and mentoring programs should be implemented to facilitate the integration of employees with weak social relationships into the organization. The employees with strong social relationships should be guided toward social activities and club activities to capitalize on their strengths. The human resources department should develop some personalized programs for these employees.Social implicationsThe literature states that the perceptions and environment regarding diversity management have stronger relationships with attitudinal results rather than behavioral results (Holmes et al., 2020). The research findings support the literature in terms of showing that perception of diversity management have an impact on affective commitment. The collectivist cultural structure of the Turkish society (Sargut, 2001: p. 185) has an impact on the process of acquiring social capital. It is emphasized that the societal structure influences the behaviors exhibited by employees toward the organization. This study shows that the social capital of academics plays a partially moderating role in the relationship between perception of diversity management and affective commitment. When such dimensions of social capital as family and friendship relationships, socio-proactivity, work relations and tolerance for diversity are included in the relationship between the perception of diversity management and affective commitment, the direction and magnitude of the existing relationship change. Based on these results, it can be argued that their social capitals, which are formed based on secondary relationship types like friendship and acquaintance, contribute to the external social capital potential. In this aspect, the study is considered to contribute to the literature that highlights T & uuml;rkiye's high potential for external social capital (Bu & gbreve;ra, 1998; Oba and Semerci & ouml;z, 2004; & Ouml;zen and Aslan, 2006). In addition, it is fixed that socio-proactivity, family and friendship relationships, tolerance for diversity and work relationships, as the dimensions of social capital, have a negative moderating effect on the relationship between the perception of diversity management and affective commitment. These findings have determined the validity of the negative effects of social capital referred to as the dark side of social capital in the literature in the context of T & uuml;rkiye (Gargiolu and Bennasi, 1999; Gordon, 2020: 487; Lo and Fan, 2020: 27; Alcorta et al., 2020: 445).Originality/valueThe original value of this study is that the authors assume that the direction and magnitude of the relationship between the perception of diversity management and affective commitment are to be shaped according to the dimensions of social capital. In addition, it reveals that the affective commitment of employees can be shaped by social capital rather than perception of diversity management.

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• MakaleYalnız künye2026/r/gumushane/13439
  Some 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.

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• MakaleYalnız künye2025/r/gumushane/12475
  Abusive 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.

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• Kitap BölümüYayıncıda açık erişim2024/r/gumushane/20440
  Behavioral economics and monetary wisdom: A cross-level analysis of monetary aspiration, pay (dis)satisfaction, risk perception, and corruption in 32 nations

  Tang, Thomas Li-Ping; Li, Zhen; Özbek, Mehmet Ferhat; Lim, Vivien Kim Geok; Teo, Thompson Sian Hin; Ansari, Mahfooz A.; Sutarso, Toto; Garber, Ilya E.; Chiu, Randy Ki-Kwan; Charles-Pauvers, Brigitte

  Corruption involves greed, money, and risky decision-making. We explore the love of money, pay satisfaction, probability of risk, and dishonesty across cultures. Avaricious monetary aspiration breeds unethicality. Prospect theory frames decisions in the gains–losses domain and high–low probability. Pay dissatisfaction (in the losses) excites dishonesty in the name of justice at the individual level. Corruption Perceptions Index, CPI, signals a high–low probability of getting caught for dishonesty at the country level. We theorize: Decision-makers adopt avaricious love of money aspiration as a lens and frame dishonesty in the gains–losses domain (pay satisfaction–dissatisfaction, Level 1) and high–low probability (CPI, Level 2) to maximize expected utility and ultimate serenity. We challenge the myth: Pay satisfaction curbs dishonesty across nations consistently. Cross-level three-dimensional visualization demonstrates (6500 managers in 32 countries across six continents): With high aspiration, pay dissatisfaction excites the highest- (third-highest) avaricious justice-seeking dishonesty in high (medium) CPI nations; pay satisfaction provokes the second-highest avaricious opportunity-seizing dishonesty in low CPI entities—maximizing expected utility. Low aspiration and high pay satisfaction consistently create low dishonesty—achieving ultimate serenity. We expand prospect theory from a micro and individual-level theory to a cross-level theory of monetary wisdom across 32 nations, providing novel insights to business ethics, the environment, and responsibility.

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• Kitap BölümüYalnız künye2024/r/gumushane/12757
  Behavioral economics and Monetary Wisdom across 32 cultures: Good apples enjoy a good quality of life in good barrels

  Tang, Thomas Li-Ping; Sutarso, Toto; Ansari, Mahfooz A.; Lim, Vivien Kim Geok; Teo, Thompson Sian Hin; Arias-Galicia, Fernando; Garber, Ilya E.; Chiu, Randy Ki-Kwan; Charles-Pauvers, Brigitte; Luna-Arocas, Roberto

  Monetary Wisdom asserts that individuals apply their deep-rooted values (ardent monetary aspirations) to frame critical concerns in the immediate-proximal and omnibus-distal contexts and strategically maximize expected utility (achieve financial goals) and ultimate serenity (happiness). This study explores the bright side of Monetary Wisdom and behavioral economics, frames money attitude in the context of pay and life satisfaction, and controls money at the micro and individual level (Z income within each country) and the macro and national and global level (GDP per capita). We theorize: Managers with low love of money motive but high stewardship behavior will have high subjective well-being: pay satisfaction and quality of life. Data collected from 6586 managers in 32 cultures across 6 continents support our theory. Interestingly, GDP per capita is related to life satisfaction, but not to pay satisfaction. Individual income is related to both life and pay satisfaction. Neither GDP nor income is related to the Happiness construct (money makes people happy). For the whole sample, low motives, high stewardship behaviors, and high cognitions identify the latent Monetary Wisdom (MW), which, in turn, leads to higher pay satisfaction than life satisfaction. Results of our formative model challenge the notion that motives and cognitions are consistent in predict outcomes. Our theoretical model across three GDP groups (high, medium, and low GDP levels) offers additional innovative discoveries: In high GDP (rich) entities, “high income” not only reduces aspirations—“Rich, Motivator, and Power,” but also promotes stewardship behavior—“Factors Budget, Give/Donate, and Contribute” and cognitive meaning, “Factor Achievement.” After controlling income, we demonstrate the bright side of Monetary Wisdom: Low love of money motive but high stewardship behavior define Monetary Wisdom, which contributes to higher life satisfaction than pay satisfaction. “Good apples enjoy a good quality of life in good barrels”. This notion adds another explanation to managers’ low magnitude of dishonesty in entities with high Corruption Perceptions Index (CPI) (risk aversion for gains in the high probability context). In medium GDP countries, high income is negatively related to Factors Motivator (motive), Budget (behavior), and Power (cognition). Managers enjoy higher life satisfaction than pay satisfaction. However, in low GDP (poor) entities, high income is related to poor Budgeting skills and escalated Happiness. Interestingly, income leads to the notion of high Happiness (cognition) for managers in low GDP countries only. Managers experience equal satisfaction with pay and life. Results of Monetary Wisdom add a new vocabulary to the conversation of monetary aspirations, intelligence, income, GDP, happiness, subjective well-being, good and bad apples, good and bad barrels, corruption, and behavioral ethics.

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• Kitap BölümüYalnız künye2024/r/gumushane/12731
  Behavioral economics and Monetary Wisdom: The Enron Effect—Love of money, Corporate Ethical Values, Corruption Perceptions Index (CPI), and dishonesty across 31 geopolitical entities

  Tang, Thomas Li-Ping; Sutarso, Toto; Ansari, Mahfooz A.; Lim, Vivien Kim Geok; Teo, Thompson Sian Hin; Arias-Galicia, Fernando; Garber, Ilya E.; Chiu, Randy Ki-Kwan; Charles-Pauvers, Brigitte; Luna-Arocas, Roberto

  Monetary Wisdom asserts that individuals apply their deep-rooted values (the love of money attitudes, avaricious monetary aspirations) to frame critical concerns in the immediate-proximal and omnibus-distal contexts and strategically select certain options to maximize expected utility and ultimate serenity across context, people, and time at the individual, organizational, and national-global levels. This study explores the dark side of decision-making, e.g., avaricious monetary aspirations and corruption (dishonesty). Corruption involves greed, money, and risky decision-making. It is a risky prospect, involving a cost-benefit analysis of self-interest. We frame good or bad barrels in the environmental context as a proxy of high or low probability of getting caught for dishonesty, respectively. We theorize: Two levels of the subjective norm—perceived Corporate Ethical Values at the micro level (CEV, Level 1) and Corruption Perceptions Index at the macro level (CPI, Level 2), collected from multiple sources, jointly impact the magnitude and intensity of the relationships between love of money and dishonesty. Based on 6382 managers in 31 geopolitical entities across 6 continents, our cross-level three-way interaction effect illustrates the following discoveries: As expected, managers in good barrels (high CEV/high CPI), mixed barrels (low CEV/high CPI or high CEV/low CPI), and bad barrels (low CEV/low CPI) display a low, medium, and high magnitude of dishonesty, respectively. Context matters. With high CEV, the intensity is the same across cultures. With low CEV, the intensity of dishonesty is the highest in high CPI entities (risk seeking in the high probability context)—the Enron Effect, but the lowest in low CPI entities (risk aversion in the low probability context). Interestingly, CPI has a strong impact on the magnitude of dishonesty, whereas CEV has a strong impact on the intensity of dishonesty. We demonstrate dishonesty in light of monetary values and two frames of social norms, revealing critical implications to the field of business ethics. This chapter makes robust theoretical and practical contributions to Monetary Wisdom and business ethics.

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• Kitap BölümüAçık Erişim2024/r/gumushane/12559
  Does interpersonal justice enhance organizational loyalty? A theory of justice, organizational citizenship behavior, and individualism: Testimony from Kyrgyzstan

  Özbek, Mehmet Ferhat; Yoldash, Mohammad Asif; Tang, Thomas Li-Ping

  Research suggests that organizational justice has important impacts on work-related attitudes and behaviors, such as organizational citizenship behavior (OCB). In this article, we explore the extent to which individualism moderates the relationship between organizational justice (procedural, distributive, and interactional justice) and OCB (organizational obedience, participation, and loyalty) among citizens in Kyrgyzstan. Specifically, we are interested to know: Which aspects of justice perceptions excite organizational loyalty? We make additional contributions to the literature because most global researchers know very little about how these Western management constructs prevail in this former Soviet Union country, Kyrgyzstan, an under-researched and under-represented region of the world. Results of our data collected from 402 managers and employees in Kyrgyzstan offer the following discoveries. All three justice constructs are related to OCB. Individualism moderates the relationships between (1) distributive justice and organizational participation, (2) distributive justice and organizational loyalty, and (3) interactional justice and organizational loyalty. We develop an intricate theory with provocative implications: Procedural justice produces obedience only and has no impact on organizational participation and loyalty. High distributive justice enhances high loyalty for people with low individualism. High interactional justice promotes high organizational loyalty for people with high individualism. For “individualists,” interactional justice inspires loyalty. Interestingly, distributive justice “can only buy” participation, but “can’t buy” loyalty. Therefore, for individualists, interactional justice outweighs distributive justice for enhancing organizational loyalty. Based on Kyrgyz citizens’ justice, OCB, and individualism, our theory reveals novel insights regarding culture, money attitude, and intrinsic motivation and provides critical and practical implications to the field of business ethics.

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• MakaleYalnız künye2023/r/gumushane/10664
  Managers' 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.

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• MakaleAçık Erişim2023/r/gumushane/10702
  Behavioral economics and monetary wisdom: A cross-level analysis of monetary aspiration, pay (dis)satisfaction, risk perception, and corruption in 32 nations

  Tang, Thomas Li-Ping; Li, Zhen; Özbek, Mehmet Ferhat; Lim, Vivien K. G.; Teo, Thompson S. H.; Ansari, Mahfooz A.; Sutarso, Toto; Garber, Ilya; Chiu, Randy Ki-Kwan; Charles-Pauvers, Brigitte

  Corruption involves greed, money, and risky decision-making. We explore the love of money, pay satisfaction, probability of risk, and dishonesty across cultures. Avaricious monetary aspiration breeds unethicality. Prospect theory frames decisions in the gains-losses domain and high-low probability. Pay dissatisfaction (in the losses domain) incites dishonesty in the name of justice at the individual level. The Corruption Perceptions Index, CPI, signals a high-low probability of getting caught for dishonesty at the country level. We theorize that decision-makers adopt avaricious love-of-money aspiration as a lens and frame dishonesty in the gains-losses domain (pay satisfaction-dissatisfaction, Level 1) and high-low probability (CPI, Level 2) to maximize expected utility and ultimate serenity. We challenge the myth: Pay satisfaction mitigates dishonesty across nations consistently. Based on 6500 managers in 32 countries, our cross-level three-dimensional visualization offers the following discoveries. Under high aspiration conditions, pay dissatisfaction excites the highest- (third-highest) avaricious justice-seeking dishonesty in high (medium) CPI nations, supporting the certainty effect. However, pay satisfaction provokes the second-highest avaricious opportunity-seizing dishonesty in low CPI entities, sustaining the possibility effect-maximizing expected utility. Under low aspiration conditions, high pay satisfaction consistently leads to low dishonesty, demonstrating risk aversion-achieving ultimate serenity. We expand prospect theory from a micro and individual-level theory to a cross-level theory of monetary wisdom across 32 nations. We enhance the S-shaped Curve to three 3-D corruption surfaces across three levels of the global economic pyramid, providing novel insights into behavioral economics, business ethics, the environment, and responsibility.

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• Kitap BölümüYalnız künye2023/r/gumushane/14563
  Managing differences and importance between religion, spirituality, spirituality at work, cyber spirituality, and dataism

  Bekar, Fevziye; Özbek, M. Ferhat

  Today, changing business systems, especially the COVID-19 epidemic, and the rapid development of technology have brought the phenomenon of spirituality to a new point. Cyber spirituality and dataism are also starting to become the focus of attention in this field. This situation also affects the issue of spirituality in the workplace. While the subject of spirituality in the workplace keeps up with innovations and expands in the literature, the relationship between religion and spirituality continues to be discussed and examined. For this reason, this study aims primarily to explain the relationship between the concept of religion and spirituality. In light of current developments, it is to mention the place of spirituality in the workplace between these two concepts.

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