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WELL-QUALIFIED EMPLOYEES “OUT” COMPASSIONATE EMPLOYEES “IN”

Year 2017, Volume: 3 Issue: 1, 879 - 882, 30.06.2017
https://doi.org/10.17261/Pressacademia.2017.669

Abstract

The purpose of this paper is to determine the
relationships among compassion, conscientiousness trait, and employee
performance. The purpose of this
paper is to determine the relationships among compassion, conscientiousness
trait, and employee performance. Findings
revealed that there were significant relationships among compassion,
conscientiousness trait, and employee performance. Compassion, which is in the field of positive psychology and
increasing in importance in the recent times, is separated from concepts such
as pity, empathy, and sympathy due to many characteristics. Compassion is an
emotional response that involves being respectful, being sensitive, giving
close attention and active and positive participation towards others with a
desire to help. A high level of this spiritual competency positively affects
the performance of employees. Accordingly, compassionate employees create more
productive and trustworthy workplaces.

References

  • Akdeniz, S. ve Deniz, M. E. (2016). Merhamet Ölçeği’nin Türkçeye uyarlanması: Geçerlik ve güvenirlik çalışması. The Journal of Happiness & Well-Being, 4(1), 50-61.
  • Beffort, N. ve Hattrup, K. (2003). Valuing task and contextual performance: Experience, job roles, and ratings of the importance of job behaviors. Applied HRM Research, 8(1), 17-32.
  • Borman, W. C. ve Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt, W. C. Borman, and Associates (Eds.), Personnel selection in organizations (pp. 71-98). San Francisco, CA: Jossey-Bass.
  • Borman, W. C. ve Motowidlo, S. J. (1997). Task performance and contextual performance: The meaning for personnel selection research. Human Performance, 10, 99-109.
  • Church, M. K. (1993). Investigation and measurement of personality structure in a non-western culture: Relating indigenous Philippine dimensions to the Big Five Model, Doctoral Dissertation, Washington State University, Washington.
  • Costa, P.T., McCrae, R. R. ve Dye, D. A. (1991). Facet scales for agreeableness and conscientiousness; a revision of the Neo personality inventory. Personality and Individual Differences, 12 (9), 887-898.
  • Field, A. (2009). Discovering Statistics Using SPSS, 3rd edition. London: SAGE Publications Ltd.
  • Hair, J. F., Black, W. C, Babin, B. J. ve Anderson, R. E. (2010). Multivariate Data Analysis, (7th Ed). Upper Saddle River, NJ: Prentice Hall.
  • Harman, H. H. (1979). Modern factor analysis (3rd Ed.). Chicago, IL: University of Chicago Press.
  • Hayes, A. F. (2013). PROCESS Procedure for SPSS Release 2.13. Retrieved on October 14, 2016, from http://www.guilford.com/p/hayes3
  • Jawahar, I. M. ve Carr, D. (2007). Conscientiousness and contextual performance: The compensatory effects of perceived organizational support and leader-member exchange. Journal of Managerial Psychology, 22(4), 330-349.
  • John, O. P., Donahue, E. M. ve Kentle, R. L. (1991). The Big Five Inventory–Versions 4a and 54. Berkeley, CA: University of California, Berkeley, Institute of Personality and Social Research.
  • Karakurum, M. Ü. G. E. (2005). The effects of person-organization fit on employee job satisfaction, performance and organizational commitment in a Turkish public organization (Doctoral dissertation, Middle East Technical University).
  • Neff, K. D. (2003). Self-compassion: An alternative conceptualization of a healthy attitude toward oneself. Self and Identity, 2, 85–102.
  • Nunnaly, J. C. (1978). Psychometric theory, 2. Auflage, New York, NY: McGraw-Hill.
  • Pommier, E. A. (2011). The compassion scale. Dissertation Abstracts International Section A: Humanities and Social Sciences, 72, 1174.
  • Raes, F., Pommier, E., Neff, K. D. ve Van Gucht, D. (2011). Construction and factorial validation of a short form of the self‐compassion scale. Clinical Psychology & Psychotherapy, 18(3), 250-255.
  • Robbins, S. P. ve Judge, T. A. (2013). Organizational behavior (15th Ed.). Upper Saddle River, NJ: Prentice-Hall.
  • Yıldız, B. (2016). İstismarcı Yönetim Algısı ile Bağlamsal Performans Arasındaki İlişkide Örgüt Temelli Özsaygının Moderator Etkisi, 4. Örgütsel Davranış Kongresi, Adana, 4-5 Kasım, 110-116.
  • Yıldız, B. ve Çaki, N. (2016). Algılanan Örgütsel Destek ile Bağlamsal Performans Arasındaki İlişkide Kolektif Şükran’ın Moderator Etkisi, 15. Ulusal İşletmecilik Kongresi, İstanbul, 26-28 Mayıs, 241-241.
  • Yıldız, H. ve Dirik, D. (2017). Management Innovation to Contextual Performance: The Mediating Role of Job Satisfaction. 12th European Conference on Social and Behavioral Sciences, January 25-28, Catania, Italy, 162-162.
  • Yildiz, H., Yildiz, B., Zehir, C., Altindağ, E., Moloğlu, V., & Kitapçi, H. (2017). Impact on presenteeism of the conscientiousness trait: A health sector case study. Social Behavior and Personality: An International Journal, 45(3), 399-411.
  • Zel, U. (2006). Kişilik ve liderlik, İkinci baskı. Ankara: Nobel Yayınları.
Year 2017, Volume: 3 Issue: 1, 879 - 882, 30.06.2017
https://doi.org/10.17261/Pressacademia.2017.669

Abstract

References

  • Akdeniz, S. ve Deniz, M. E. (2016). Merhamet Ölçeği’nin Türkçeye uyarlanması: Geçerlik ve güvenirlik çalışması. The Journal of Happiness & Well-Being, 4(1), 50-61.
  • Beffort, N. ve Hattrup, K. (2003). Valuing task and contextual performance: Experience, job roles, and ratings of the importance of job behaviors. Applied HRM Research, 8(1), 17-32.
  • Borman, W. C. ve Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt, W. C. Borman, and Associates (Eds.), Personnel selection in organizations (pp. 71-98). San Francisco, CA: Jossey-Bass.
  • Borman, W. C. ve Motowidlo, S. J. (1997). Task performance and contextual performance: The meaning for personnel selection research. Human Performance, 10, 99-109.
  • Church, M. K. (1993). Investigation and measurement of personality structure in a non-western culture: Relating indigenous Philippine dimensions to the Big Five Model, Doctoral Dissertation, Washington State University, Washington.
  • Costa, P.T., McCrae, R. R. ve Dye, D. A. (1991). Facet scales for agreeableness and conscientiousness; a revision of the Neo personality inventory. Personality and Individual Differences, 12 (9), 887-898.
  • Field, A. (2009). Discovering Statistics Using SPSS, 3rd edition. London: SAGE Publications Ltd.
  • Hair, J. F., Black, W. C, Babin, B. J. ve Anderson, R. E. (2010). Multivariate Data Analysis, (7th Ed). Upper Saddle River, NJ: Prentice Hall.
  • Harman, H. H. (1979). Modern factor analysis (3rd Ed.). Chicago, IL: University of Chicago Press.
  • Hayes, A. F. (2013). PROCESS Procedure for SPSS Release 2.13. Retrieved on October 14, 2016, from http://www.guilford.com/p/hayes3
  • Jawahar, I. M. ve Carr, D. (2007). Conscientiousness and contextual performance: The compensatory effects of perceived organizational support and leader-member exchange. Journal of Managerial Psychology, 22(4), 330-349.
  • John, O. P., Donahue, E. M. ve Kentle, R. L. (1991). The Big Five Inventory–Versions 4a and 54. Berkeley, CA: University of California, Berkeley, Institute of Personality and Social Research.
  • Karakurum, M. Ü. G. E. (2005). The effects of person-organization fit on employee job satisfaction, performance and organizational commitment in a Turkish public organization (Doctoral dissertation, Middle East Technical University).
  • Neff, K. D. (2003). Self-compassion: An alternative conceptualization of a healthy attitude toward oneself. Self and Identity, 2, 85–102.
  • Nunnaly, J. C. (1978). Psychometric theory, 2. Auflage, New York, NY: McGraw-Hill.
  • Pommier, E. A. (2011). The compassion scale. Dissertation Abstracts International Section A: Humanities and Social Sciences, 72, 1174.
  • Raes, F., Pommier, E., Neff, K. D. ve Van Gucht, D. (2011). Construction and factorial validation of a short form of the self‐compassion scale. Clinical Psychology & Psychotherapy, 18(3), 250-255.
  • Robbins, S. P. ve Judge, T. A. (2013). Organizational behavior (15th Ed.). Upper Saddle River, NJ: Prentice-Hall.
  • Yıldız, B. (2016). İstismarcı Yönetim Algısı ile Bağlamsal Performans Arasındaki İlişkide Örgüt Temelli Özsaygının Moderator Etkisi, 4. Örgütsel Davranış Kongresi, Adana, 4-5 Kasım, 110-116.
  • Yıldız, B. ve Çaki, N. (2016). Algılanan Örgütsel Destek ile Bağlamsal Performans Arasındaki İlişkide Kolektif Şükran’ın Moderator Etkisi, 15. Ulusal İşletmecilik Kongresi, İstanbul, 26-28 Mayıs, 241-241.
  • Yıldız, H. ve Dirik, D. (2017). Management Innovation to Contextual Performance: The Mediating Role of Job Satisfaction. 12th European Conference on Social and Behavioral Sciences, January 25-28, Catania, Italy, 162-162.
  • Yildiz, H., Yildiz, B., Zehir, C., Altindağ, E., Moloğlu, V., & Kitapçi, H. (2017). Impact on presenteeism of the conscientiousness trait: A health sector case study. Social Behavior and Personality: An International Journal, 45(3), 399-411.
  • Zel, U. (2006). Kişilik ve liderlik, İkinci baskı. Ankara: Nobel Yayınları.
There are 23 citations in total.

Details

Journal Section Articles
Authors

Harun Yildiz

Onur Kavak

Publication Date June 30, 2017
Published in Issue Year 2017 Volume: 3 Issue: 1

Cite

APA Yildiz, H., & Kavak, O. (2017). WELL-QUALIFIED EMPLOYEES “OUT” COMPASSIONATE EMPLOYEES “IN”. PressAcademia Procedia, 3(1), 879-882. https://doi.org/10.17261/Pressacademia.2017.669
AMA Yildiz H, Kavak O.WELL-QUALIFIED EMPLOYEES “OUT” COMPASSIONATE EMPLOYEES “IN.” PAP. June 2017;3(1):879-882. doi:10.17261/Pressacademia.2017.669
Chicago Yildiz, Harun, and Onur Kavak. “WELL-QUALIFIED EMPLOYEES “OUT” COMPASSIONATE EMPLOYEES ‘IN’”. PressAcademia Procedia 3, no. 1 (June 2017): 879-82. https://doi.org/10.17261/Pressacademia.2017.669.
EndNote Yildiz H, Kavak O (June 1, 2017) WELL-QUALIFIED EMPLOYEES “OUT” COMPASSIONATE EMPLOYEES “IN”. PressAcademia Procedia 3 1 879–882.
IEEE H. Yildiz and O. Kavak, “WELL-QUALIFIED EMPLOYEES “OUT” COMPASSIONATE EMPLOYEES ‘IN’”, PAP, vol. 3, no. 1, pp. 879–882, 2017, doi: 10.17261/Pressacademia.2017.669.
ISNAD Yildiz, Harun - Kavak, Onur. “WELL-QUALIFIED EMPLOYEES “OUT” COMPASSIONATE EMPLOYEES ‘IN’”. PressAcademia Procedia 3/1 (June 2017), 879-882. https://doi.org/10.17261/Pressacademia.2017.669.
JAMA Yildiz H, Kavak O. WELL-QUALIFIED EMPLOYEES “OUT” COMPASSIONATE EMPLOYEES “IN”. PAP. 2017;3:879–882.
MLA Yildiz, Harun and Onur Kavak. “WELL-QUALIFIED EMPLOYEES “OUT” COMPASSIONATE EMPLOYEES ‘IN’”. PressAcademia Procedia, vol. 3, no. 1, 2017, pp. 879-82, doi:10.17261/Pressacademia.2017.669.
Vancouver Yildiz H, Kavak O. WELL-QUALIFIED EMPLOYEES “OUT” COMPASSIONATE EMPLOYEES “IN”. PAP. 2017;3(1):879-82.

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