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• MakaleAçık Erişim2026/r/gumushane/19460
  The mediating role of general attitude towards artificial intelligence in the relationship between thriving at work and psychological well-being

  Bekar, Fevziye

  This research examines the mediating role of general attitudes towards artificial intelligence in the effect of employees' levels of thriving at work (a personal resource) on their psychological well-being, within the framework of the Job Demands and Resources (JDR) theory. The limited number of studies in the literature that integrate attitudes towards self-development, work psychology, and artificial intelligence based on the Job Demands and Resources theory constitute the basis for this research. A quantitative research approach was adopted in the study; data obtained from 399 healthcare workers using a convenience sampling method and a two-stage data collection process were analysed using the PROCESS Macro (Model 4). The findings show that employees' levels of thriving at work increase their attitudes towards artificial intelligence and that these attitudes positively influence their psychological well-being. Consequently, this research adds a technology-based perspective to the Job Demands and Resources theory and offers important insights for organisations to develop employee-focused technology integration and human resources strategies.

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• MakaleAçık Erişim2026/r/gumushane/19405
  İşe Yabancılaşmanın İşgören Performansı Üzerindeki Etkisinde Yapay Zekâya Yönelik Tutumun Düzenleyici Rolü: Akademisyenler Üzerine Bir Araştırma

  Bekar, Fevziye

  Bu çalışma, “yapay zekâya yönelik tutum, işe yabancılaşmanın işgören performansı üzerindeki etkisini nasıl şekillendirmektedir?” araştırma sorusuna yanıt aramaktadır. Alan yazında işe yabancılaşma ile işgören performansı arasındaki ilişki yaygın biçimde incelenmiş olmakla birlikte, bu ilişkinin dijitalleşen çalışma ortamlarında hangi koşullar altında değiştiğini inceleyen sınırlı sayıda çalışma bulunmaktadır. Bu doğrultuda araştırmanın temeli duygusal olaylar teorisine dayandırılmaktadır. Duygusal Olaylar Teorisi’ne göre iş ortamında yaşanan olaylar işgörenlerde duygusal tepkilere sebep olmaktadır. Bu tepkiler ise işgörenlerin tutum ve iş davranışlarını etkilemektedir. İş yerlerinin yapay zekâ odaklı bir dönüşüme sahip olması önemli bir olaydır. Bu kapsamda yapay zeka genel tutumun iş hayatına etkileri incelenmek istenmiştir. Alan yazındaki boşluktan ve güncel gelişmelerden hareketle bu araştırma, kolayda örnekleme yöntemiyle belirlenen akademisyenlerden (N = 288) elde edilen veriler doğrultusunda gerçekleştirilmiştir. PROCESS Macro (Model 2) aracılığıyla test edilen araştırma modelinin sonucunda, işe yabancılaşmanın işgören performansı üzerindeki olumsuz etkisi pozitif yapay zekâ tutumu ile zayıfladığı bulgulanmıştır. Bu araştırma yapay zekânın tutumsal yönünü incelemekte ve iş hayatına yönelik önemli çıkarımlar sunmaktadır. Alan yazına kuramsal ve ampirik katkılar sağlamaktadır.

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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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• Yüksek Lisans TeziAçık Erişim2025/r/gumushane/21723
  Duygusal olaylar teorisi ve takım etkinliği modeli temelinde yapay zekâ üzerine bir araştırma

  Fevziye Bekar

  Günümüzde yapay zekânın önemi ve kullanımı gün geçtikçe daha fazla artmaktadır. Yapay zekânın etik sınırlar içerisinde kullanılması daha fazla aktif hale gelmesi, fayda sağlaması insan – yapay zekâ etkileşimini anlamak ile mümkün olabilecektir. Bu araştırmanın amacı duygusal olaylar teorisi ve takım etkinliği modeli temelinde insan – yapay zekâ etkileşimini araştırmaktadır. İnsan sadece bilişsel özellikleri ile değil kalbi ve ruhu doğrultusunda da iş ortamında varlığını sürdürebilmektedir. Duygusal olaylar teorisi temelinde yapay zekâ - insan etkileşiminde insanın iş ortamından kaynaklı nasıl yönde bir duygu, tutum ve davranış sergileyeceği tespit edilmek istenmektedir. Takım etkinliği modeli temelinde ise insan – yapay zekâ etkileşiminde, insan – insana kıyasla yapay zekânın etkili bir takım arkadaşlığının nasıl olabileceği incelenmektedir. Bu kapsamda nitel araştırma yöntemlerinden çoklu durum çalışması araştırma deseni tercih edilmiştir. Amaçlı örneklem yöntemi ile seçilen 21 çalışandan (mühendis, akademisyen, bankacı) oluşan örneklem grubuna 9 adet soru sorulup görüş ve önerileri alınmıştır. Araştırmanın sonucunda yapay zekâyı bir ekip arkadaşından ziyade işbirlikçi olarak kalmasını isteyen hâkim bir görüş olduğu bulgulanmıştır. Türkiye bağlamında katılımcılar tarafından yapay zekânın gelecekte duygusal özelliklere sahip olmaması da öneriler arasında yer almaktadır.

  RDL DOI10.71008/gumushane.thesis.2025.236indekslendi
  İncele
• MakaleAçık Erişim2025/r/gumushane/19588
  The moderating role of general attitude toward artificial intelligence in the effect of job stress on proactive behavior

  Bekar, Fevziye

  The aim of this study is to examine the moderating role of general attitude toward artificial intelligence in the effect of job stress on proactive behavior, based on Affective Events Theory. The sample of the study consisted of healthcare professionals. The data were collected at two different times using a convenience sampling method and a longitudinal research design; data from 205 participants were analyzed using simple linear regression and the PROCESS Macro (Model 1). The results of the analysis showed that general attitude toward artificial intelligence had a moderating role in the relationship between job stress and proactive behavior. This study contributes to the development of Affective Events Theory through an AI-based theoretical perspective. Another original aspect of this study is the use of an artificial intelligence-based analysis approach. In this respect, the study further contributes by comparing the results of traditional analysis methods with those of artificial intelligence-based approaches.

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• Kitap BölümüYalnız künye2025/r/gumushane/14093
  Conclusion

  Özsungur, Fahri; Bekar, Fevziye

  This edited book offers a comprehensive examination of proactive behavior (PBs) in organizational contexts, emphasizing its critical role in addressing the complexities of modern work environments. Bridging psychological, sociological, and managerial perspectives, the book explores how emotions, leadership styles, and identity factors influence proactive engagement. It critically assesses both the benefits and risks of proactivity, including its impact on mental health, conflict resolution, and innovation. Special attention is given to marginalized groups—such as women, immigrants, and LGBTQ+ individuals—highlighting the systemic challenges they face and the need for inclusive, equity-driven approaches to fostering proactive behavior. The book also connects proactive practices to broader societal concerns, including sustainability and ethical governance. By integrating diverse viewpoints and highlighting underexplored dimensions, this book advances the understanding of proactive behavior as a transformative force within and beyond organizational life.

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• Kitap BölümüYalnız künye2025/r/gumushane/13948
  Introduction

  Özsungur, Fahri; Bekar, Fevziye

  This book offers a comprehensive exploration of proactive behavior (PBs) as a pivotal element in modern organizational and individual success. Defined as self-initiated, future-focused action aimed at improvement and change, proactive behavior is examined across a variety of critical domains. The chapters address the influence of empowerment and emotional intelligence, the intersection of mental and occupational health, and the necessity of inclusive strategies for disadvantaged groups, including women and LGBTQ+ individuals. The text also explores the role of leadership, conflict management, and the potential dark sides of proactivity such as burnout and ethical blind spots. Further chapters delve into proactive strategies in non-profit sectors and sustainability efforts, linking behavioral initiatives with environmental responsibility. The final chapter presents emerging methodologies for cultivating proactive behaviors in evolving workplace contexts. Through these interconnected themes, the book offers practical insights and theoretical advancements for fostering proactive cultures in organizations and society.

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• MakaleAçık Erişim2025/r/gumushane/13455
  Navigating stress with creativity: The moderating role of conflict-induced creativity on job satisfaction among entrepreneurs

  Özsungur, Fahri; Bekar, Fevziye

  Background: Entrepreneurs frequently encounter high levels of job stress, which can undermine their job satisfaction. Although the negative consequences of stress are well-known, less attention has been paid to the role of Conflict-Induced Creativity in buffering these effects. Objective: This study investigates how Conflict-Induced Creativity moderates the relationship between job stress and job satisfaction among entrepreneurs, addressing a gap in understanding adaptive mechanisms in high-pressure work environments. Methods: Using a quantitative design, data were collected from 453 entrepreneurs through convenience sampling. Statistical analyses included factor analyses, correlations, regressions, and moderation testing via PROCESS MACRO in SPSS v.22. Results: Validated scales assessed job satisfaction (α = 0.934), job stress (α = 0.919), and Conflict-Induced Creativity (α = 0.832). Job stress negatively predicted job satisfaction (β = −0.126, p < 0.001), while Conflict-Induced Creativity emerged as a strong positive predictor (β = 0.688, p < 0.001). Moderation analysis confirmed that Conflict-Induced Creativity significantly buffered the adverse effects of stress on satisfaction (b = 0.147, 95% CI [0.048, 0.245], p < 0.05). Conclusion: Conflict-Induced Creativity plays a protective role in stressful entrepreneurial contexts. Practically, fostering a work culture that supports Conflict-Induced Creativity can enhance resilience and job satisfaction among entrepreneurs, offering actionable insights for leadership development, training programs, and organizational policy.

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• KitapAçık Erişim2025/r/gumushane/12511
  Empowering Employee Proactive Behavior: Concepts and Perspectives from Organization and Society

  Özsungur, Fahri; Bekar, Fevziye

  Proactive employee behaviour refers to the attempt to improve existing conditions in the workplace or create new ones, as well as actions to change one’s work environment, interpersonal relationships and socialisation behaviour instead of passively adapting to it. This contributed volume explores the role of proactive behaviour in employer/employee relations and in the wider context of the organization and society. It includes a comprehensive section that aims to provide a broad and descriptive perspective on the concepts of proactive behaviour and the research landscape. It examines areas including mental health, emotional management, disadvantaged employees, gender and queer-based perspectives, changes and conflict, sustainability, and non-profit organizations. Although proactive behavior is a desired behavior in business life, individuals who exhibit proactive behavior in the workplace can experience difficulties. For this reason, blind spots and hurdles that surround proactive behavior are also explored in this book. Examined in the light of current events, trends and the latest research, this book is intended to be a comprehensive guide on the positive and negative organizational behavior issues associated with proactive behavior. It will be of great interest to academics and students, as well as managers and all those with a wider interest in organizational behaviour.

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• Kitap BölümüYalnız künye2025/r/gumushane/11714
  Sustainable Development, Ecological Footprint, Carbon Footprint, Biomimicry, Permaculture, and Proactive Behavior

  Şenel Tekin, Perihan; Bekar, Fevziye

  The aim of this book chapter is to lay the concepts of sustainable development, ecological footprint, carbon footprint, permaculture and biomimicry, which are thought to complement one another and serve almost the same purpose, on the basis of proactive behaviors. Sustainable development means balancing ecological, social, and economic dimensions and meeting the needs of the present without consuming the resources of future generations. The ecological footprint is an indicator of sustainable development and involves calculations relevant to the world’s energy consumption, capacity and overall biomass efficiency. A carbon footprint is a type of ecological footprint, while biomimicry involves the emulation of nature to create pathways for crafting innovative designs. The discipline of permaculture derives from permanent culture and agriculture and concerns about creating sustainable living spaces. In this regard, sustainability may be ensured with the inclusion of proactive mindsets as opposed to reactive perspectives to facilitate individual ownership of sustainability within social lifestyles and business environments.

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