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    Dönüşümcü liderlik ve örgütsel bağlılık ilişkisinde lidere olan güvenin aracı rolü üzerine bir araştırma
    (2019) Polat Dede, Nurten
    Örgütsel bağlılığın çalışan tutum ve performansını işletme amaçlarına katkı sağlayacak şekilde etkilediği bilinmektedir. Dönüşümcü liderliğin çalışan bağlılığını artırmadaki olumlu etkileri birçok araştırmacı tarafından ortaya konmuştur. Bu çalışma, dönüşümcü liderliğin, örgütsel bağlılığın alt boyutları olan devam bağlılığı, duygusal bağlılık ve normatif bağlılık üzerindeki etkisinde, lidere olan güven değişkeninin aracı rolünü tespit etmeyi amaçlamaktadır. Çalışmanın örneklemini İstanbul Dudullu Organize Sanayi Bölgesinde çalışan, 315 personel oluşturmakta olup, veriler anket yöntemi ile elde edilmiştir. Çalışmada verilerin analizi için SPSS 25.0 ve AMOS 24.0 kullanılmıştır. Yapılan analizler sonrasında, dönüşümcü liderliğin duygusal bağlılık üzerinde anlamlı bir etkisinin olmadığı ancak devam bağlılığı ve normatif bağlılığı anlamlı ve pozitif etkilediği sonucuna ulaşılmıştır. Ayrıca dönüşümcü liderlik ve devam bağlılığı ilişkisinde lidere olan güvenin aracı rolünün olduğu tespit edilmiştir. Bu sonuçlar doğrultusunda liderlerin, dönüşümcü liderlik davranışları göstererek ve çalışanlarda güven duygusu oluşturarak, çalışanların örgütteki varlığını devam ettirme isteklerini artırabilecekleri ifade edilebilir.
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    Investigation of the perceptions of public health staff on the diversity management in terms of demographic characteristics
    (International Balkan University, 2019) Polat Dede, Nurten
    The individual and cultural characteristics of the workforce employed in health institutions, especially in hospitals, should reflect differences in society. It is thought that health professionals with different characteristics will better understand different needs of patients and provide more patient satisfaction. However, effective diversity management requires the commitment of senior management and the planning and implementation of a number of organizational systems to manage people with different characteristics all together. This research aims to determine the perceptions of employees in public health institutions about the diversity management according to their demographic characteristics. For this purpose, a questionnaire was applied to the managers and employees in public health institutions to determine their perceptions about the diversity management. The data of the study were obtained by using the single factor version of the Diversity Management Scale developed by Balay and Sağlam (2004). Data were analyzed using SPSS 25 statistical package program. As a result of this research, it has been found that the personnel who have administrative status in the institution are more sensitive in their perceptions about the diversity management than the personnel in the status of employees. There was no significant difference between the groups in terms of perception of diversity management for different groups of variables such as task, gender, age, educational status and total tenure of employment in the profession. In order to increase the perception of public health personnel about diversity management, by providing training to the personnel on issues such as diversity, diversity management, and increasing the knowledge about the subject through seminars and courses, it is possible to increase the job satisfaction and motivation levels of the personnel.
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    Relationship between conflict and deviant workplace behavior in family business
    (IGI Global, 2022) Polat Dede, Nurten
    While family businesses are struggling with all the problems of any other business on one hand, they are also struggling to deal with problems arising from family dynamics on the other hand. The main challenge for the establishment and prevention of conflict, and organizational deviant behavior in these enterprises is the difficulty to separate family and business subsystems that are intertwined with each other without damaging them. This study focuses on organizational deviant behavior arising from probable negative relationship emotions after role ambiguity and conflict of family members in a family business. Furthermore, family effect (altruism) is also defined, which is another aspect affecting deviant behavior. Followed with the general concept of organizational deviations and conflicts and types of conflicts in family business, the last part covers deviation behavior reasons stemming from role conflict, role ambiguity, family altruism, and relationship conflict. The relationship between all these concepts are discussed with a conceptual literature review.
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    Relationship between conflict and deviant workplace behavior in family business
    (IGI Global, 2019) Polat Dede, Nurten
    While family businesses are struggling with all the problems of any other business on one hand, they are also struggling to deal with problems arising from family dynamics on the other hand. The main challenge for the establishment and prevention of conflict, and organizational deviant behavior in these enterprises is the difficulty to separate family and business subsystems that are intertwined with each other without damaging them. This study focuses on organizational deviant behavior arising from probable negative relationship emotions after role ambiguity and conflict of family members in a family business. Furthermore, family effect (altruism) is also defined, which is another aspect affecting deviant behavior. Followed with the general concept of organizational deviations and conflicts and types of conflicts in family business, the last part covers deviation behavior reasons stemming from role conflict, role ambiguity, family altruism, and relationship conflict. The relationship between all these concepts are discussed with a conceptual literature review.
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    The mediating effect of organizational commitment on relationship between flexible working and job satisfaction: A research in logistics sector
    (2019) Türkmen, Fatma; Polat Dede, Nurten
    The competitive environment caused by globalization lead to logistics companies to increase their service quality and implement best practices in order to meet customer demands and to reduce their supply times. The intensity of working hours and difficult working conditions makes the attracting and retaining of talented employees difficult for logistics firms. Therefore, the effect of flexible working arrangements on increasing job satisfaction and employee loyalty in the logistics sector becomes important. In this study, the effect of flexible working on employee’s job satisfaction and the mediating role of organizational commitment in this effect were investigated. In the research, 82 employees’ data used from 10 leading companies in their sectors implementing flexible working arrangements and the data were analyzed using SPSS 25.0 program. Flexible Working Scale developed by Albion (2004), Organizational Commitment Scale developed by Allen and Meyer (1990), Minnesota Job Satisfaction Scale developed by Weiss et al. (1967) were used to measure the attitudes of the employees. Research results show that there is a positive and meaningful relationship between flexible working and job satisfaction, between job satisfaction and organizational commitment. Furthermore, the results have shown that organizational commitment has a mediating role between flexible working and job satisfaction. In other words, as organizational commitment mediates in the relationship between flexible working and job satisfaction, as organizational commitment increases, job satisfaction also increases.
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    The relationship between green human resource management and green supply chain management
    (Beykoz University, 2019) Polat Dede, Nurten
    Recently, the results of green human resource management (GHRM) and green supply chain management (GSCM) practices of companies such as environmental protection, sustainable development and gaining competitive advantage are widely discussed in the literature. As the activities of the companies to increase their ecological performance within the scope of sustainability become widespread in all sectors, it is seen that some companies begin to play important roles in supply chain processes by designing HRM practices, which are referred to as the best green human resource management practices. This study seeks to answer the questions of (i) what are the main components of GHRM and GSCM applications and (ii) which HRM and SCM applications produce effective results in terms of firms' ecological performance in ensuring GHRM and GSCM integration. In this respect, the study consists of two main parts. In the first part of the study, a conceptual model explaining the effects of GSCM and GHRM on the ecological performance of firms as a result of their separate and joint interactions is proposed for the first time in the national literature. In the second part of the study, research conducted with senior supply chain unit managers and HRM directors of leading companies in the sector with their environmentally sensitive practices. The research was conducted with an in-depth interview method, which is one of the qualitative data collection methods. As a result of the analyzes, significant differences were found between GSCM and GHRM relations between supply chain unit managers and HRM unit managers. Besides, the level and commitment of the senior management and other department managers to adopt environmental values were determined by all participants as the most important human factor in determining the effectiveness of GHRM and GSCM practices.
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    The role of E-HRM practices on digital era
    (IGI Global, 2019) Polat Dede, Nurten
    The changes brought about by trends such as globalization, technological developments, and knowledgebased economy, and the speed of these changes are forcing the enterprises to create more innovative ways of doing business and business processes. This rapid change has also affected and altered human resources departments' way of business. In this chapter, the changes in human resources management functions and applications with the effect of technology during this time have been explained. In addition, the electronic human resources management process and its applications, which have been more important as a result of developed human resources technology, are examined and presented in this chapter.
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    Yaşam doyumu ve esnek çalışma üzerine bir araştırma
    (ADAMOR Toplum Araştırmaları Merkezi, 2019) Polat Dede, Nurten; Türkmen, Fatma
    Araştırmalar, işverenlerin etkili sonuçlar alabilmeleri için, esnek çalışma düzenlemelerinin uygulanmasında iş-çalışan ihtiyaçları arasındaki dengeyi hassas bir şekilde kurmaları gerektiğini ortaya koymaktadır. İşletmelerdeki esnek çalışma düzenlemeleri, çalışanın iş ve iş dışındaki diğer taahhütlerinin dengelenmesinin önemli bir aracı olarak kabul edilmektedir. Yaşam doyumu, kişinin yaşamını bir bütün olarak kendisinin önemli bulduğu kriterle değerlendirmesi sonucundaki duygu ve düşüncelerini ifade etmektedir. Bu çalışmanın amacı, esnek çalışma ile yaşam doyumu arasındaki ilişkinin araştırılmasıdır. Esnek çalışma uygulanan kurumlarda çalışanların oluşturduğu örneklem, on farklı şirketten ulaşılabilen 82 katılımcıdan gelen anket formları değerlendirilmiştir. SPSS (25) programı ile yapılan analizlerde, ölçek olarak, ‘Esnek Çalışma’ için Albion (2004) ve ‘Yaşam Doyumu’ ölçeği için ise Diener ve arkadaşlarının (1985) geliştirdiği ölçekler ile yapılan analiz sonucu, esnek çalışma düzenlemelerinin çalışanların yaşam doyumuna etkisi tespit edilememiştir. Çalışmada, katılımcıların esnek çalışma ve yaşam doyumu ile ilgili olumlu algılarının orta düzeyde olduğu tespit edilmiştir. Esnek Çalışma ve yaşam doyumunun demografik değişkenlere göre anlamlı farklılık gösterip göstermediği ile ilgili olarak yapılan analiz sonrasında lisans ve üzeri mezuniyete sahip olan çalışanların diğer eğitim düzeyindeki çalışanlara göre daha olumlu bir esnek çalışma değerlendirmelerine sahip oldukları görülmüştür.