1,720,989 research outputs found
ÖRGÜTLERDE MOBBİNG (PSİKOLOJİK YILDIRMA) VE TÜKENMİŞLİK OLGUSU ARASINDAKİ İLİŞKİLERE YÖNELİK BİR ARAŞTIRMA
No full textAssessment of Impression Management Tactics and Personality Traits of Health Management Students
No full textThe Effect Of The Organızatıonal Cynıcısm And Psychologıcal Contract On Turnover Intentıon A Research For Health Care Workers
No full textTHE RELATIONSHIP BETWEEN EMOTIONAL LABOR, BURNOUT, TURNOVER INTENTION AND JOB PERFORMANCE
No full textThe aim of this study is to examine the relationships, between emotional labor, burnout, job performance and intent to leave work. The universe of this study is composed of 200 health workers who work in intensive care units in Cumhuriyet University Health Services Application and Research Hospital. In the analysis of the data, averages, correlation and multiple regression analysis were used. In the research findings, positive relationships were found between superficial role play and burnout, and superficial role play and intention to leave work. As a result of the study, it was found that superficial role positively affected the burnout and intention to leave the work; the natural feelings positively affect the work performance, the desensitization and the decrease in the personal success negatively affect the work performance; it was determined that emotional exhaustion affects the intention to leave the work positively. It has been achieved that acting superficially in the study is an important effect on the intention to leave work on burnout and burnout. For this reason, it may be advisable to reduce superficial role and make improvements in working conditions and take motivational measures towards, for less wear and for less burnout, of workers
Transformational HRM: Human resources management research trends in the Covid-19 period 2020-2024
Get PDFBackground and Purpose: The COVID-19 crisis has accelerated shifts in HRM, creating urgent needs for research on organizational adaptability, employee well-being, and digital transformation.This study aimed to identify prevailing research topics, the most influential authors and institutions as well as to reveal existing gaps and outline future research directions.
Methodology: The study was conducted employing the bibliometric analysis and using the Scopus database. 848 scientific articles published in 2020-2024 were selected. Keyword co-occurrence, collaboration networks and other analysis methods were used to identify the most frequently studied topics, the most influential scientists and institutions, and the geographical distribution of research.
Findings: The study revealed five main clusters of HRM research: digitalization and HRM, response to the COVID-19 crisis, communication and pandemic challenges, human health and work styles, and digital transformation. Short-term challenges of the COVID-19 pandemic were more often analyzed rather than long-term strategies related to the impact of digital transformation on employee motivation and organizational environment. The geographic analysis revealed a disproportion of research: authors from the USA, China and India dominated scientific publications, while other regions were less represented, which may limit the globality and applicability of research in other countries.
Contributions: The study contributes to scientific literature by providing a systematic view of HRM research during the pandemic and revealing under-researched areas, such as long-term consequences of digital transformation and change in organizational culture. At the practical level, the findings will help organizations to develop more sustainable and systematic HRM strategies that would ensure not only prompt response to crises but also long-term employee engagement and organizational resilience.
Keywords: Human resources management, COVID-19, digital transformation, remote working, resilience
Etik Dışı Davranışların Çoğalmasında Etkisi Olan Kırık Camların Üretkenlik Karşıtı İş Davranışlarına Etkisi
No full textKırık camlar suça neden olur, insanların o yere karşı tutumlarını etkiler ve daha fazla soruna neden olur. Bu çalışmanın amacı, örgütsel kırık camların üretkenlik karşıtı iş davranışları üzerindeki etkisini incelemektir. Sivas Devlet Hastanesinde görev yapan 252 çalışandan çevrim içi anket tekniğiyle veriler elde edilmiştir. Verilerin analizinde, açıklayıcı faktör analizi, tanımlayıcı istatistikler, Pearson korelasyon ve linear ve çoklu regresyon analizlerinden yararlanılmıştır. Örgütsel kırık camların “bireysel kırık camlar” ve “yönetsel kırık camlar” boyutlarının üretkenlik karşıtı iş davranışlarıyla pozitif ilişkili olduğu saptanmıştır. Örgütsel kırık camlar ölçeği ve yönetsel kırık camlar boyutunun üretkenlik karşıtı iş davranışlarını pozitif etkilediği saptanmıştır. Öte yandan, bireysel kırık camlar boyutunun üretkenlik karşıtı iş davranışları üzerinde hiçbir etkisi olmadığı belirlenmiştir. Yönetsel kırık camlar, etik olmayan davranışlar veya organizasyondaki düzeni bozan yönetimsel uygulamalar, üretkenlik karşıtı iş davranışlarını artırmaktadır. Suç niteliğindeki olayların çoğalmasının nedensel ilişkileri vardır. Diğer çalışmalardan farklı olarak bu çalışmanın bulguları kırık camlarda sadece fiziksel koşulların değil yönetim uygulamalarının da etkili olduğunu göstermiştir. Küçük şeyler, sistem içinde kelebek etkisi yaratarak ciddi suçlara ve sonuçlara neden olabilir. Örgütlerde daha ciddi suçların işlenmesini önlemek için zamanında çözümler üretilmeli, yönetsel bozukluklar giderilmelidir.Broken windows cause crime, affect people's attitudes towards that place, and cause more problems. The aim of this study is to examine the effect of organizational broken windows on counterproductive work behaviors. Data were obtained from 252 employees working in Sivas State Hospital by online survey technique. In the analysis of the data, explanatory factor analysis, descriptive statistics, Pearson correlation, and linear and multiple regression analyses were used. It was determined that the individual broken windows and managerial broken windows dimensions of organizational broken windows were positively related to counterproductive work behaviors. It was determined that the organizational broken windows scale and managerial broken windows dimension positively affected counterproductive work behaviors. On the other hand, it was determined that individual broken windows size had no effect on counterproductive work behaviors. Managerial broken windows, unethical behavior, or managerial practices that disrupt the order in the organization, increase counterproductive work behaviors. Unlike other studies, the findings of this study showed that not only physical conditions but also management practices are effective in broken windows. Petty things can cause severe crimes and consequences, creating a butterfly effect within the system. Timely solutions should be produced to prevent more serious crimes from being committed in organizations, managerial disorders must be resolved
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