A.Z. Keller, Çetin Dogan and Ömer Eroglu
Explores whether the current implementation of privatization inTurkey is consistent with original privatization objectives as laid downin the original government plan. Presents…
Abstract
Explores whether the current implementation of privatization in Turkey is consistent with original privatization objectives as laid down in the original government plan. Presents analysis of hard data obtained from the Public Participation Fund, the agency responsible for the planning and execution of the programme and entrusted with selling the state′s shares in companies, and the results of certain questions from a survey undertaken in Turkey to assess the opinions of senior managers, drawn from both the state and private sector, and academics, regarding the implementation of the privatization policy. Finds that, to date, implementation of the privatization programme is contrary to the original objectives of the Turkish government.
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Ufuk Başar, Almula Umay Karamanlıoğlu and Ünsal Sığrı
The entrepreneurial intention of employees refers to the motive of those who work in a company to resign and start their businesses instead of continuing to be wage earners. It is…
Abstract
Purpose
The entrepreneurial intention of employees refers to the motive of those who work in a company to resign and start their businesses instead of continuing to be wage earners. It is one of the under-studied aspects of entrepreneurship research. Accordingly, this research paper aimed to find out whether perceived person–organization fit was related to the entrepreneurial intentions of employees and whether perceived workplace ostracism and loneliness mediated this process.
Design/methodology/approach
A cross-sectional study was conducted to achieve the purpose. The data were collected through a questionnaire technique from a total of 572 employees. Participants were from 20 different provinces of Turkey and 27 different sectors. Hypotheses were tested through the structural equation modeling technique.
Findings
Findings indicated that a lack of perceived person–organization fit resulted in entrepreneurial intention. Workplace ostracism resulted in workplace loneliness. Workplace ostracism and loneliness significantly mediated the relationship between perceived person–organization fit and entrepreneurial intention.
Originality/value
To the best of authors’ knowledge, this study was the first to establish and test the relationships between person–organization fit, entrepreneurial intention, workplace ostracism and loneliness. In this regard, findings can benefit researchers and practitioners in better figuring out why some employees leave their companies to start their businesses while others do not.
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Mantasha Firoz, Richa Chaudhary and Aamna Khan
The purpose of this paper is to trace the trajectory of research done exclusively on the topic of Workplace Loneliness from 2006 to 2019. Based on the content analysis of 29…
Abstract
Purpose
The purpose of this paper is to trace the trajectory of research done exclusively on the topic of Workplace Loneliness from 2006 to 2019. Based on the content analysis of 29 articles, this paper critically assesses, summarizes and consolidates the existing body of knowledge in the field of workplace loneliness.
Design/methodology/approach
This review is organized around five major themes – origin and the conceptual grounding of the construct; emergence of the concept of workplace loneliness, conceptualizations and overlap with the related constructs; measurement tools and techniques; analysis of its predictors, outcomes, mediators and moderators; and development of an integrated model specifying the nomological network of workplace loneliness for clarifying the current state of thinking and guiding future research in the area.
Findings
The concept of workplace loneliness started receiving attention from the year 2006 and gained momentum in 2016. The studies from wide range of countries show that workplace loneliness is not restricted to one geographical location but is a phenomenon that affects people and economies around the world. The review highlights the conceptualization and measurement challenges along with the need for theoretical development of the field. Further, the existing literature fails to provide a comprehensive picture of the predictors, underlying processes, contingencies and outcomes of workplace loneliness.
Originality/value
This study being one of the rare attempts to consolidate the existing body of knowledge on loneliness at work will provide academicians and practitioners with a comprehensive account of the state of research and development on an important and yet neglected issue of workplace loneliness.
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Murat Gümüş, Bahattin Hamarat, Ertuğrul Çolak and Erol Duran
This paper aims to explore the effects of two work related identification (occupational and organizational) of school teachers on intention to early retirement (withdrawal) and…
Abstract
Purpose
This paper aims to explore the effects of two work related identification (occupational and organizational) of school teachers on intention to early retirement (withdrawal) and satisfaction with the occupation and satisfaction with the school. It also seeks the influence of perceived external prestige on withdrawal and satisfaction.
Design/methodology/approach
An empirical study was carried out at public schools in Canakkale, Turkey. Data collected from 238 teachers were analyzed. The correlations between identification and organizational prestige, desire for early retirement, and overall satisfaction of teachers were tested with several demographic variables such as age, gender, tenure and union membership. Ordinal logistic regression analysis (OLR) was conducted to reveal probabilistic behavior of response variables on the basis of explanatory variables.
Findings
The results show that both categories of identification have reverse effect on intention to early retirement, and both categories have positive effect on job satisfaction. Perceived external prestige has no effect on intention to early retirement and job satisfaction, but it increases satisfaction from the school. Finally, the “self” and the “occupation” were found salient categories for teachers' identification.
Originality/value
Identification literature has long been concentrated on organizational level identification. This paper explores the influence of both organizational and occupational categories of identification, comparatively. Being a teacher is seen as a prestigious occupation in Turkey. Findings about identity as a teacher also confirmed that “self” and “occupation” are two main identity references in the Turkish setting.
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The purpose of this study is to determine the effect of loneliness and alienation in the workplace on the intention of leaving employment and whether emotional exhaustion has a…
Abstract
Purpose
The purpose of this study is to determine the effect of loneliness and alienation in the workplace on the intention of leaving employment and whether emotional exhaustion has a mediating role in this effect.
Design/methodology/approach
The hypotheses generated within the framework of the study model were evaluated by using the data set obtained from 402 survey participants working at nine shopping malls in the Central and Eastern Black Sea regions of Turkey and statistical analysis programs. In this context, the confirmatory factor analysis (CFA) was used to determine the validity of the scale and the structural equation modeling (SEM) was used to test the research hypotheses.
Findings
The study reveals that loneliness and alienation in the workplace have an effect on the intention of leaving employment and that this effect is fully mediated by emotional exhaustion. Whether this full mediating role determined by the SEM is meaningful or not was evaluated by Bootstrap analysis and the results revealed that the effect is meaningful.
Practical implications
Developing effective communication channels that will prevent the employee from feeling isolated at work and eliminating the pressure and inadequate physical working conditions created by unrealistic sales targets are recommended. In addition, it is thought that if employees are included in decision-making processes and have sufficient autonomy related to the job, work alienation can be prevented.
Originality/value
This research is important in terms of evaluating shopping centers, which are accepted as the symbol of consumption today, not only with their economic aspects but also with their employees. In this context, the research has revealed that shopping mall employees want to leave their jobs due to emotional exhaustion caused by loneliness and alienation at work.
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Eyup Karayilan and Gurel Cetin
The aim of this chapter is to offer a conceptual model for tourist experiences in the destination and suggest implications for different stakeholders in creating experiences for…
Abstract
Purpose
The aim of this chapter is to offer a conceptual model for tourist experiences in the destination and suggest implications for different stakeholders in creating experiences for tourists.
Methodology/approach
This conceptual paper explores tourist experiences based on previous literature and through a brief case. A holistic destination experience model is also suggested including the role of DMOs, host community and industry which are considered under the overall experiencescape.
Findings
Literature review and analysis of case study suggest that the destination experience can be framed based on the roles of different actors in a destination. Characteristic of the destination and stakeholders do play important roles in involving tourists in experience production.
Practical implications
Findings might provide insights to DMOs and other stakeholders in the destination concerning their roles in creating a holistic positive destination experience for tourists which is crucial for differentiation. Future research might also concentrate on different elements of destination experience and interrelationships of different stakeholders.
Originality/value
Although there are numerous papers on experiences from individual services (e.g., hotels, airlines, restaurants) in the destination, literature on overall stakeholder and creation of holistic destination experience has been overlooked. This chapter offers a theoretical model that would assist policy-makers to design experiences in the destination by looking at the roles of different stakeholders and to improve the competitiveness of the destination.
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Alper Karasoy and Selçuk Akçay
The purpose of this paper is to examine the impacts of (non-renewable and renewable) energy consumption and trade on environmental pollution in an environmental Kuznets curve…
Abstract
Purpose
The purpose of this paper is to examine the impacts of (non-renewable and renewable) energy consumption and trade on environmental pollution in an environmental Kuznets curve (EKC) setting in Turkey for the 1965–2016 period.
Design/methodology/approach
Besides conventionally used unit root tests, Zivot–Andrews unit-root test is also employed to account for a possible structural break. To investigate the interrelationships among the variables, the autoregressive distributed lag and the vector error correction methodologies are employed.
Findings
The results verify the EKC hypothesis. Moreover, increases in trade and non-renewable energy consumption rise carbon emissions in long run, while renewable energy consumption reduces it in both short- and long-run. The causality analysis reveals that there are bi-directional long-run causalities between non-renewable energy consumption and carbon dioxide emissions, and between trade and carbon dioxide emissions. Additionally, the neutrality hypothesis is valid for the renewable energy consumption-income nexus in both short- and long-run. For the non-renewable energy consumption-income nexus, the neutrality hypothesis holds only in short-run and the conservation hypothesis holds only in long-run.
Originality/value
This is the first study which incorporates both renewable energy consumption and trade into its environmental pollution model for Turkey. Moreover, by investigating short- and long-run causalities among the employed variables, more robust policy implications are put forward. Lastly, this study employs a longer sample period and considers a structural break in its models.
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Ramazan Erturgut and Hasan Emin Gürler
Human resources can differentiate firms from their competitors or directly affect the success or failure of firms. As in many sectors, there is a need for qualified employees in…
Abstract
Human resources can differentiate firms from their competitors or directly affect the success or failure of firms. As in many sectors, there is a need for qualified employees in the logistics sector, which is of great importance for the national economies. Qualified employees in this sector contribute to the success of the companies and the development of the industry. In this study, it is aimed to reveal the qualifications and characteristics of the labour force needed by logistics companies. It was also aimed to show the impact of COVID-19 on logistics job ads. For this purpose, a total of 1,410 job vacancy postings (before COVID-19) and a total of 1,700 job vacancy postings (during COVID-19) were searched on the kariyer.net website with the word “logistics” and analysed by content analysis method. As a result, it was found that the most advertised province was Istanbul in both periods, the most looked up experience requirement in the candidates was 1-5 years in both periods, the opportunities provided to the candidates (transportation, food and beverage, career, social activity) were not mentioned much in both periods. This study reveals the status of logistics job postings in the period before COVID-19 and during COVID-19. It was also aimed to show the impact of COVID-19 on logistics job ads. We investigated whether the logistics employee demand has changed and whether the pandemic is affecting workforce characteristics. This is the first empirical analysis of the impact of COVID-19 on logistics vacancy postings.
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Marios Sotiriadis and Stelios Varvaressos
In this chapter we aim to consider human resources (HR) within the context of tourism experiences. Specifically, our intention is to analyze and highlight the importance of a…
Abstract
Purpose
In this chapter we aim to consider human resources (HR) within the context of tourism experiences. Specifically, our intention is to analyze and highlight the importance of a strategic approach to human resources management (HRM) and suggest suitable tools and strategies.
Methodology/approach
Extensive literature reviews were conducted on issues and aspects of HRM. Micro-cases and examples are used to illustrate efficient HRM tools and practices.
Findings
(i) HR have a significant contribution to make in overcoming the challenge of creating and managing experiences to meet customer expectations and achieve tourism business aims. (ii) The strategic management approach to HR is indispensable because consumption experience has shifted from the servicescape to the experiencescape environment. (iii) This evolution implies that tourism staff need to develop a new skills set.
Research limitations/implications
This study is explorative in nature, based on a literature review. Thus, more research-based knowledge and more empirical studies are needed to fully validate the chapter’s suggestions.
Practical implications
Strategic HRM is a requirement for tourism businesses that aim to provide valuable tourism experiences. There is a need for experiential intelligence and a bundle of skills to fulfill the customized requirements and personal aspirations of contemporary tourists. The related strategies are also discussed.
Originality/value
The study offers insights into aspects of HRM in the context of tourism experiences and highlights the necessity of developing an extended bundle of skills.
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It is seen that emotional intelligence, which is the subject of research in many disciplines, especially psychology and social sciences, is one of the prominent concepts…
Abstract
It is seen that emotional intelligence, which is the subject of research in many disciplines, especially psychology and social sciences, is one of the prominent concepts. Emotional intelligence has become a sought-after feature especially for today's leaders. It is possible to say that emotional intelligence is an important feature for leaders in the energy sector as well as for leaders in other fields. This study aims to determine how and to what extent emotional intelligence has an effect on leadership characteristics in today's conditions where the need for leadership is increasing. In this study, it is aimed to reveal the effects of emotional intelligence levels of managers in the energy sector on leadership. For this purpose, hypotheses have been developed, and a research has been conducted on managerial employees in an enterprise operating in the energy sector in order to test the hypotheses. In the study, the effects of emotional intelligence dimensions such as optimism, use of emotions, and evaluation of emotions on leadership were measured by analyzing the data obtained as a result of the questionnaire application. SPSS package program was used for statistical analysis of the data. According to the results of the research, it was determined that effective leadership increased as optimism/mood regulation increased. Similarly, as the evaluation of emotions increased, effective leadership increased.