The aim of this study is to investigate the mutual relationship between BIST Tourism index, USD/TL, interest rate and oil prices. January 2008 December 2020 monthly data were used in the study. Effect-response functions based on the VAR model were used to evaluate the reaction of the BIST Tourism index to an increase in the exchange rate, interest rate and oil prices. In addition, the VAR Granger causality test was applied to determine whether there is any causal relationship between the variables. According to Effect-response functions, it was found that the Tourism Index reacted positively to the dollar shock. The impact of the interest rate on the BIST Tourism Index was negative in weak form until the fourth period. The impact of oil prices on the BIST Tourism Index was positive in weak form. The results obtained from the study are important for examining and determining the effects of macroeconomic factors that may affect the tourism index.
{"title":"Makroekonomik Değişkenlerin BIST Turizm Endeksi Üzerindeki Etkisinin İncelenmesi","authors":"Özge Demi̇rkale","doi":"10.47542/SAUIED.906256","DOIUrl":"https://doi.org/10.47542/SAUIED.906256","url":null,"abstract":"The aim of this study is to investigate the mutual relationship between BIST Tourism index, USD/TL, interest rate and oil prices. January 2008 December 2020 monthly data were used in the study. Effect-response functions based on the VAR model were used to evaluate the reaction of the BIST Tourism index to an increase in the exchange rate, interest rate and oil prices. In addition, the VAR Granger causality test was applied to determine whether there is any causal relationship between the variables. According to Effect-response functions, it was found that the Tourism Index reacted positively to the dollar shock. The impact of the interest rate on the BIST Tourism Index was negative in weak form until the fourth period. The impact of oil prices on the BIST Tourism Index was positive in weak form. The results obtained from the study are important for examining and determining the effects of macroeconomic factors that may affect the tourism index.","PeriodicalId":262242,"journal":{"name":"Sakarya Üniversitesi İşletme Enstitüsü Dergisi","volume":"7 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-05-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129807203","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The strategic orientation can be defined as the total goal set forth by an enterprise with its mission, vision, purpose, goal, strategy, tactics and policies. Strategic orientation are like signs that show the direction businesses have come, been and are going. Because of these features, strategic orientations contain important clues about the past, present and future trends of businesses. The research discussed in this context, the mission and vision of the 100 largest enterprises in Turkey were examined. Qualitative research method was used in the research and the data were analyzed through thematic coding. According to the results, the emphasis on "sustainability" came to the fore in the mission and vision statements. This emphasis manifests itself in the form of "sustainable business" and "sustainable living". Businesses are thinking of being sustainable with performance, leadership, development, change, competition, institutionalism and reputation. Businesses aim to provide sustainable life with environmental awareness, social benefit, human focus, country interest and trust.
{"title":"Türkiye'deki En Büyük 100 İşletmenin Stratejik Yönelimi","authors":"Muhammet Hamdi Mücevher","doi":"10.47542/SAUIED.930584","DOIUrl":"https://doi.org/10.47542/SAUIED.930584","url":null,"abstract":"The strategic orientation can be defined as the total goal set forth by an enterprise with its mission, vision, purpose, goal, strategy, tactics and policies. Strategic orientation are like signs that show the direction businesses have come, been and are going. Because of these features, strategic orientations contain important clues about the past, present and future trends of businesses. The research discussed in this context, the mission and vision of the 100 largest enterprises in Turkey were examined. Qualitative research method was used in the research and the data were analyzed through thematic coding. According to the results, the emphasis on \"sustainability\" came to the fore in the mission and vision statements. This emphasis manifests itself in the form of \"sustainable business\" and \"sustainable living\". Businesses are thinking of being sustainable with performance, leadership, development, change, competition, institutionalism and reputation. Businesses aim to provide sustainable life with environmental awareness, social benefit, human focus, country interest and trust.","PeriodicalId":262242,"journal":{"name":"Sakarya Üniversitesi İşletme Enstitüsü Dergisi","volume":"11 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123777925","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The main goal of health services provided by healthcare organizations is to improve human and community health. These goals, as an external benefit, also contribute to the living environment of human in multiple ways. Healthy individuals make a positive contribution to a healthy society and environment. The main operator of the service produced and offered in healthcare organizations is health personnel. Although very high technology is used, health care is provided in a labor-intensive environment. The efficient and effective service delivery of the health workforce is directly related to the human resources policies implemented by the organization. Green human resources policies, which have found new application areas in recent years, are also implemented and developed for sustainable management. Healthcare organizations, as per their activities; It develops waste management systems and environmental management systems that are sensitive to the environment and human health. The development and implementation of the environmental management system in healthcare organizations with green human resources practices will cause the external benefits of health services to be more evident. As a matter of fact, one of the goals of green human resources policies is to provide positive benefits for external stakeholders. Starting with the employment of healthcare personnel, ensuring that they work in the organization with green goals and sensitivity will be an important success of human resources management. This success will make it easier for healthcare organizations to adapt to extraordinary situations (pandemic, disaster, crisis, etc.). At the same time, the adoption of green HRM practices along with traditional HRM practices by healthcare organizations may increase the motivation of the personnel and help to ensure organizational sustainability. Providing services on the axis of environmental awareness and activity is also extremely important for the social image and usefulness of healthcare organizations. In this study, the applicability of green human resources policies, which are mostly adopted by production companies, by healthcare organizations was examined. In addition, it is aimed to contribute to Turkish literature in a theoretical framework and to raise awareness about the applicability of green human resources policies in healthcare organizations.
{"title":"Sağlık Kurumlarında Yeşil İnsan Kaynakları Yönetimi ve Uygulamaları","authors":"A. Sariyildiz","doi":"10.47542/SAUIED.900628","DOIUrl":"https://doi.org/10.47542/SAUIED.900628","url":null,"abstract":"The main goal of health services provided by healthcare organizations is to improve human and community health. These goals, as an external benefit, also contribute to the living environment of human in multiple ways. Healthy individuals make a positive contribution to a healthy society and environment. The main operator of the service produced and offered in healthcare organizations is health personnel. Although very high technology is used, health care is provided in a labor-intensive environment. The efficient and effective service delivery of the health workforce is directly related to the human resources policies implemented by the organization. Green human resources policies, which have found new application areas in recent years, are also implemented and developed for sustainable management. Healthcare organizations, as per their activities; It develops waste management systems and environmental management systems that are sensitive to the environment and human health. The development and implementation of the environmental management system in healthcare organizations with green human resources practices will cause the external benefits of health services to be more evident. As a matter of fact, one of the goals of green human resources policies is to provide positive benefits for external stakeholders. Starting with the employment of healthcare personnel, ensuring that they work in the organization with green goals and sensitivity will be an important success of human resources management. This success will make it easier for healthcare organizations to adapt to extraordinary situations (pandemic, disaster, crisis, etc.). At the same time, the adoption of green HRM practices along with traditional HRM practices by healthcare organizations may increase the motivation of the personnel and help to ensure organizational sustainability. Providing services on the axis of environmental awareness and activity is also extremely important for the social image and usefulness of healthcare organizations. In this study, the applicability of green human resources policies, which are mostly adopted by production companies, by healthcare organizations was examined. In addition, it is aimed to contribute to Turkish literature in a theoretical framework and to raise awareness about the applicability of green human resources policies in healthcare organizations.","PeriodicalId":262242,"journal":{"name":"Sakarya Üniversitesi İşletme Enstitüsü Dergisi","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-04-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131301668","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
It is known that organizations need many different resources in order to survive in the transition from industrial society to information society. Communication adopted as a verbal or written process to specify the duties of employees at the beginning of the process; later it became an indispensable concept in the information society. Continuous and rapidly changing today's conditions both force businesses to comply with this situation and constantly innovate, and confront an intense competition. In such a challenging process, one of the most important resources for businesses to adapt to change and gain competitive advantage is human resources. Here, the main goal is for managers to get more effective results from employees, and the second goal is to increase employee satisfaction In this direction, the importance of organizational communication should not be overlooked. Organizational communication is defined as the exchange of information and ideas within the organization and with its environment. Social intelligence, on the other hand, is expressed as the ability to make sense of the relationship, establish an emotional connection, cooperate and social interaction skills in the individual's relationships with other individuals. The aim of this study is to determine the effect of perceived social intelligence of employees on organizational communication using simple and multiple linear regression analysis. The variables subject to this study are social intelligence and organizational communication, which is based on interaction. The research was conducted on 385 employees, who were accessed by convenience sampling method, in November-December 2019. The data obtained from the surveys were interpreted with the outputs of the SPSS statistics program and the hypotheses were tested. Simple and multiple regression analysis was used as a research method. As a result of the research, it was determined that the effect of perceived social intelligence of employees on organizational communication was very low. Comments and suggestions are also included for future studies and it is thought that the study will contribute to both the literature and the sectoral field.
{"title":"Çalışanların algılanan sosyal zekâlarının örgütsel iletişime etkisi","authors":"Necmiye Tülin İrge, A. Özkan, Özlem Munise Kaynak","doi":"10.47542/sauied.807311","DOIUrl":"https://doi.org/10.47542/sauied.807311","url":null,"abstract":"It is known that organizations need many different resources in order to survive in the transition from industrial society to information society. Communication adopted as a verbal or written process to specify the duties of employees at the beginning of the process; later it became an indispensable concept in the information society. Continuous and rapidly changing today's conditions both force businesses to comply with this situation and constantly innovate, and confront an intense competition. In such a challenging process, one of the most important resources for businesses to adapt to change and gain competitive advantage is human resources. Here, the main goal is for managers to get more effective results from employees, and the second goal is to increase employee satisfaction In this direction, the importance of organizational communication should not be overlooked. Organizational communication is defined as the exchange of information and ideas within the organization and with its environment. Social intelligence, on the other hand, is expressed as the ability to make sense of the relationship, establish an emotional connection, cooperate and social interaction skills in the individual's relationships with other individuals. The aim of this study is to determine the effect of perceived social intelligence of employees on organizational communication using simple and multiple linear regression analysis. The variables subject to this study are social intelligence and organizational communication, which is based on interaction. The research was conducted on 385 employees, who were accessed by convenience sampling method, in November-December 2019. The data obtained from the surveys were interpreted with the outputs of the SPSS statistics program and the hypotheses were tested. Simple and multiple regression analysis was used as a research method. As a result of the research, it was determined that the effect of perceived social intelligence of employees on organizational communication was very low. Comments and suggestions are also included for future studies and it is thought that the study will contribute to both the literature and the sectoral field.","PeriodicalId":262242,"journal":{"name":"Sakarya Üniversitesi İşletme Enstitüsü Dergisi","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-12-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129805760","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
ARTICLE INFO Abstract Research Article Received 4 July 2020 Received in revised form 23 October 2020 Received in revised form 29 October 2020 Accepted 30 October 2020 This paper investigates the experience of foreign workers (FWs), essentially Arabs, in the workplace in Turkey with a focus on two major aspects, the first aspect is discrimination and bias that FWs face in the workplace in terms of regulations, task assignment, and relationship with colleagues. While the second aspect is the preference of FWs to work in an entrepreneurial career and the preference of working with a non-Turkish boss. The study took a qualitative approach to reach its finding, 17 people were interviewed individually, and two focus groups took place. The interviews were coded and classified through (consider.ly) platform to find the main trends and common points of discussion. The analysis of the collected data shed the light on one of the challenges that blue-collar FWs face when they start working in Turkey which we named as “internal-discrimination”. We define “Internal discrimination” as a type of discrimination that describes the exploitative and discriminatory practices that some people engage in against people from the same country due to a lack of specific skills in an abroad workplace. We noticed that the major factors that encourage this behavior are the language barrier as many FWs lack language skills as well as the desperate need for money to sustain a living. Internal discrimination seems to affect the experience of FWs in Turkey significantly negatively. The analysis found no discrimination; however, the light was shed on a lot of dishonesty and exploitation.
{"title":"The experience of Arab workers working in Turkey: Qualitative study","authors":"Dalya Alnajjar, A. Alsaman","doi":"10.47542/sauied.762680","DOIUrl":"https://doi.org/10.47542/sauied.762680","url":null,"abstract":"ARTICLE INFO Abstract Research Article Received 4 July 2020 Received in revised form 23 October 2020 Received in revised form 29 October 2020 Accepted 30 October 2020 This paper investigates the experience of foreign workers (FWs), essentially Arabs, in the workplace in Turkey with a focus on two major aspects, the first aspect is discrimination and bias that FWs face in the workplace in terms of regulations, task assignment, and relationship with colleagues. While the second aspect is the preference of FWs to work in an entrepreneurial career and the preference of working with a non-Turkish boss. The study took a qualitative approach to reach its finding, 17 people were interviewed individually, and two focus groups took place. The interviews were coded and classified through (consider.ly) platform to find the main trends and common points of discussion. The analysis of the collected data shed the light on one of the challenges that blue-collar FWs face when they start working in Turkey which we named as “internal-discrimination”. We define “Internal discrimination” as a type of discrimination that describes the exploitative and discriminatory practices that some people engage in against people from the same country due to a lack of specific skills in an abroad workplace. We noticed that the major factors that encourage this behavior are the language barrier as many FWs lack language skills as well as the desperate need for money to sustain a living. Internal discrimination seems to affect the experience of FWs in Turkey significantly negatively. The analysis found no discrimination; however, the light was shed on a lot of dishonesty and exploitation.","PeriodicalId":262242,"journal":{"name":"Sakarya Üniversitesi İşletme Enstitüsü Dergisi","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-12-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128981277","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Örgütlerde liderlik tarzlarının etkileri üzerine bir bakış","authors":"Afet Kiyak, F. Bozkurt","doi":"10.47542/sauied.651557","DOIUrl":"https://doi.org/10.47542/sauied.651557","url":null,"abstract":"","PeriodicalId":262242,"journal":{"name":"Sakarya Üniversitesi İşletme Enstitüsü Dergisi","volume":"43 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-12-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126563387","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Some political developments that took place during the Bayezid II period brought some structural arrangements regarding the economic and fiscal order. The need for recording and auditing that emerged with these developments enabled the development of the accounting practices of the Ottoman Empire during the reign of Sultan Mehmed the Conqueror to continue in the period of Bayezid II. In this study, it is aimed to emphasize the place and importance of the Ottoman Empire in the historical process of accounting in line with the developments in the period of Bayezid II. In line with this purpose, in this study, the developments in the government accounting system in parallel with the commercial life and fiscal structure during the Bayezid II period were discussed in general terms. Afterwards, the foundation records of Fatih Mosque and Imaret's Facilities were examined and the income and expenses of the foundation for the years 1489-1490 were classified and the situation of these income-expenses in today's financial reporting frameworks was discussed.
{"title":"II. Bayezid Dönemi muhasebe uygulamaları ve Osmanlı mali düzeninde yaşanan gelişmeler: Fatih Camii ve İmareti tesislerinin gelir giderleri","authors":"Fırat Altinkaynak","doi":"10.47542/sauied.827160","DOIUrl":"https://doi.org/10.47542/sauied.827160","url":null,"abstract":"Some political developments that took place during the Bayezid II period brought some structural arrangements regarding the economic and fiscal order. The need for recording and auditing that emerged with these developments enabled the development of the accounting practices of the Ottoman Empire during the reign of Sultan Mehmed the Conqueror to continue in the period of Bayezid II. In this study, it is aimed to emphasize the place and importance of the Ottoman Empire in the historical process of accounting in line with the developments in the period of Bayezid II. In line with this purpose, in this study, the developments in the government accounting system in parallel with the commercial life and fiscal structure during the Bayezid II period were discussed in general terms. Afterwards, the foundation records of Fatih Mosque and Imaret's Facilities were examined and the income and expenses of the foundation for the years 1489-1490 were classified and the situation of these income-expenses in today's financial reporting frameworks was discussed.","PeriodicalId":262242,"journal":{"name":"Sakarya Üniversitesi İşletme Enstitüsü Dergisi","volume":"3 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-12-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122415591","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Isletme yoneticileri ve paydaslari, isletme ile ilgili aldiklari kararlarda referans noktasi olarak performans olcumu sonucunda ortaya cikan bilgileri kullanmaktadirlar. Isletme yonetiminde kontrol gorevini yuruten performans olcumu gecmisten gunumuze kadar bircok degisim ve gelisim gostermistir. Isletmeler, baslangicta basit sekilde hesaplanan, sadece finansal verilere dayali, gecmise yonelik bilgiler sunan geleneksel performans olcumunu kullandilar. Daha sonraki donemde ise paydaslarin ve toplumsal taleplerin farklilasmasi, teknolojik gelisim gibi muhtelif etkenler dogrultusunda gelistirilen, finansal olmayan verileri de iceren ve geleneksel yontemlere gore daha karmasik sekilde hesaplanan cok boyutlu deger bazli performans olcum yontemleri kullanilmaya baslanmistir. Bu cercevede bircok calisma gerceklestirilmis ve ortaya cikan yontemler uygulama alani bulmustur. Bu calismada, deger bazli performans olcum yontemleri icerisinde yer alan ancak fazla bir uygulama alani bulamayan Performans Olcum Matrisi, Performans Piramidi ve Cambridge Performans Olcum Cercevesi incelenmistir. Bu yontemlerin ortak noktasi, kendinden sonra olusturulan deger bazli performans olcum yontemlerine fikirsel olarak katkida bulunmalaridir. Bu katkilar; performans olcum matrisinde, cok boyutluluk ve denge; performans piramidinde, olcum araclarina butunsel bir bakis acisi sunmasi, Cambridge performans olcum cercevesinde ise olcum yontemlerinin degerlendirilmesi seklinde gerceklesmistir. Ilgili yontemlerin en temel ortak noktasi, bu yontemlerin sundugu anlayisa getirilen elestirilerin kapsamli olarak degerlendirilmesi ile farkli deger bazli performans olcum yontemlerinin ortaya cikmis olmasidir. Calismanin bu dogrultuda ilgililere konu hakkinda genel bir bakis acisi sunmasi beklenmektedir.
{"title":"Değer bazlı performans ölçümüne katkı sunan üç ölçüm aracı: Performans ölçüm matrisi, performans piramidi ve Cambridge performans ölçüm çerçevesi","authors":"Hakan Cavlak","doi":"10.47542/sauied.811449","DOIUrl":"https://doi.org/10.47542/sauied.811449","url":null,"abstract":"Isletme yoneticileri ve paydaslari, isletme ile ilgili aldiklari kararlarda referans noktasi olarak performans olcumu sonucunda ortaya cikan bilgileri kullanmaktadirlar. Isletme yonetiminde kontrol gorevini yuruten performans olcumu gecmisten gunumuze kadar bircok degisim ve gelisim gostermistir. Isletmeler, baslangicta basit sekilde hesaplanan, sadece finansal verilere dayali, gecmise yonelik bilgiler sunan geleneksel performans olcumunu kullandilar. Daha sonraki donemde ise paydaslarin ve toplumsal taleplerin farklilasmasi, teknolojik gelisim gibi muhtelif etkenler dogrultusunda gelistirilen, finansal olmayan verileri de iceren ve geleneksel yontemlere gore daha karmasik sekilde hesaplanan cok boyutlu deger bazli performans olcum yontemleri kullanilmaya baslanmistir. Bu cercevede bircok calisma gerceklestirilmis ve ortaya cikan yontemler uygulama alani bulmustur. Bu calismada, deger bazli performans olcum yontemleri icerisinde yer alan ancak fazla bir uygulama alani bulamayan Performans Olcum Matrisi, Performans Piramidi ve Cambridge Performans Olcum Cercevesi incelenmistir. Bu yontemlerin ortak noktasi, kendinden sonra olusturulan deger bazli performans olcum yontemlerine fikirsel olarak katkida bulunmalaridir. Bu katkilar; performans olcum matrisinde, cok boyutluluk ve denge; performans piramidinde, olcum araclarina butunsel bir bakis acisi sunmasi, Cambridge performans olcum cercevesinde ise olcum yontemlerinin degerlendirilmesi seklinde gerceklesmistir. Ilgili yontemlerin en temel ortak noktasi, bu yontemlerin sundugu anlayisa getirilen elestirilerin kapsamli olarak degerlendirilmesi ile farkli deger bazli performans olcum yontemlerinin ortaya cikmis olmasidir. Calismanin bu dogrultuda ilgililere konu hakkinda genel bir bakis acisi sunmasi beklenmektedir.","PeriodicalId":262242,"journal":{"name":"Sakarya Üniversitesi İşletme Enstitüsü Dergisi","volume":"29 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-12-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122878689","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
A. Alparslan, Funda Kiran, Şükriye Kiliç Aksoy, Dorukcan Pehlivan
Bu calismanin amaci calisanlarin isyerlerinde yoneticilerinin davranislarindan kaynakli olusan mutsuzluklarinin hangi liderlik tarzi ile giderilebilecegini tespit edebilmektir. Bunun yaninda mutsuz eden yonetici davranislarindan hangisinin daha sik goruldugu ve mutlu eden yonetici davranislarindan hangisinin daha cok beklendigi de arastirmanin cozumlemeyi amacladigi sorular olmustur. Mutsuz eden yonetici davranislari ve calisma kapsamina alinan liderlik tarzlari senaryolastirilarak 151 katilimciya anket teknigi ile sunulmustur. Arastirmanin bulgularina gore mutsuz eden yonetici davranislari karsisinda en fazla beklenen liderlik tarzi otantik liderlik olmustur. En fazla adaletsizlik, iletisim yetersizligi ve asiri rol yuku olumsuzlari ile mutsuz olduklarini belirten katilimcilar; guvenilir, pozitif iletisim kuran ve sonuc/cozum odakli yoneticiler arzu etmektedir.
{"title":"Mutsuz eden yöneticilerden beklenen liderlik tarzları üzerine senaryo araştırması","authors":"A. Alparslan, Funda Kiran, Şükriye Kiliç Aksoy, Dorukcan Pehlivan","doi":"10.47542/sauied.807122","DOIUrl":"https://doi.org/10.47542/sauied.807122","url":null,"abstract":"Bu calismanin amaci calisanlarin isyerlerinde yoneticilerinin davranislarindan kaynakli olusan mutsuzluklarinin hangi liderlik tarzi ile giderilebilecegini tespit edebilmektir. Bunun yaninda mutsuz eden yonetici davranislarindan hangisinin daha sik goruldugu ve mutlu eden yonetici davranislarindan hangisinin daha cok beklendigi de arastirmanin cozumlemeyi amacladigi sorular olmustur. Mutsuz eden yonetici davranislari ve calisma kapsamina alinan liderlik tarzlari senaryolastirilarak 151 katilimciya anket teknigi ile sunulmustur. Arastirmanin bulgularina gore mutsuz eden yonetici davranislari karsisinda en fazla beklenen liderlik tarzi otantik liderlik olmustur. En fazla adaletsizlik, iletisim yetersizligi ve asiri rol yuku olumsuzlari ile mutsuz olduklarini belirten katilimcilar; guvenilir, pozitif iletisim kuran ve sonuc/cozum odakli yoneticiler arzu etmektedir.","PeriodicalId":262242,"journal":{"name":"Sakarya Üniversitesi İşletme Enstitüsü Dergisi","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-12-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131240906","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Politik risklerin döviz kuru hareketlerine etkileri: Türkiye uygulamalı","authors":"Y. Çiçek","doi":"10.47542/sauied.735001","DOIUrl":"https://doi.org/10.47542/sauied.735001","url":null,"abstract":"","PeriodicalId":262242,"journal":{"name":"Sakarya Üniversitesi İşletme Enstitüsü Dergisi","volume":"7 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2020-12-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126427411","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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