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The gradual effects of perceived organizational support on performance by mediating effect of competence and psychological capital across nations and cultures

Year 2014, Volume: 1 Issue: 1, 54 - 68, 01.03.2014

Abstract

Different forms of organization evolved at the end of the historical processes and changes in the communities. These national differentiations on business process are defined by the concept of national business systems. The influences of organizational support, competence and psychological capital on individual performance are related to various theories like Social Identity, Social Exchange, etc. However, progressive interaction between these variables has not been studied enough in the related literature. These variables affect each other and gradually performance increase is expected. The primary objective in this study is to increase the understanding of psychological capital for the organization by testing the effects of organizational support and employee attitudes/behaviours on performance perception in different national work systems and countries

References

  • Ataca, B. ve Berry, J.W. (2002). “Psychological, Sociocultural, and Marital Adaptation of Turkish Immigrant
  • Couples in Canada”, International Journal of Psycology, 37 (1), ss. 13–26. Avey, J.B., Patera, J.L., ve West, B.J. (2006). “Positive psychological capital: A new approach for understanding absenteeism”, Journal of Leadership and Organizational Studies, 13, ss. 42-60.
  • Avey, J.B., Wernsing, T.H., ve Luthans, F. (2008a). “Positive Employees Help Positive Organizational Change?”,
  • The Journal of Applied Behavioral Science 44, ss. 48–70. Avey, J.B., Hughes, L.W., Norman, S.M. ve Luthans, K. (2008b). “Using positivity, transformational leadership and empowerment to combat employee negativity”, Leadership and Organization Development Journal, Vol.29, No.1-2, ss. 110–126.
  • Avey, J.B., Luthans, F., ve Jensen, S.M. (2009). “Psychological Capital: A Positive Resource For Combatting
  • Employee Stress and Turnover”, Human Resource Management, Vol. 48, No. 5, ss. 677– 693. Aycan, Z. ve Kanungo, R.N. (2000). Toplumsal kültürün kurumsal kültür ve insan kaynaklari uygulamalari üzerine etkileri, Z. Aycan (editör), Türkiye’de Yönetim, Liderlik ve İnsan Kaynakları Uygulamaları, Ankara: Türk Psikologlar
  • Derneği Yayınları, ss. 25-53
  • Bandura, A. (1986). Social Foundations of Thought and Action. Englewood Cliffs, NJ: Prentice-Hall.
  • Baron, R.M. ve Kenny, D.A. (1986). “The moderator-mediator variable distinction in social psychological research”, Journal of Personality and Social Psychology, 51, ss. 1173–1182.
  • Berkman, Ü. ve Özen, Ş. (2007). “Turkish Business System and Managerial Culture: State-Dependency and Paternalism in Transition”, Eduardo Davel, Jean-Pierre Dupuis, et Jean-François Chanlat (Der.), Gestion en contexte interculturel: approches, problématiques, pratiques et plongées, Bölüm 4, Québec, Presse de l’Université Laval et TÉLUQ/UQAM
  • Cox, T.H., Sharon A.L., ve P.L. McLeod (1991). “Effects of Ethnic Group Cultural Differences on Cooperative and Competitive Behavior on a Group Task”, The Academy of Management Journal, 34(4), ss. 827-847.
  • Beyerlein, M., Beyerlein, S.T. ve Richardson, S. (1993). Survey of technical professionals in teams: Summary report, June 1993. Denton: University of North Texas, Center for the Study of Work Teams.
  • Blau, P. (1964). Exchange and Power in Social Life, New York: Wiley.
  • Çalışkan, S.E. ve Erim, A. (2010). “Pozitif Örgütsel Davranış Değişkenleri (POD) ile Yeni Araştırma Modelleri Kurma
  • Arayışları”, 18. Ulusal Yönetim Organizasyon Kongresi Kitapçığı, ss. 658-671. Cameron, K.S., Bright, D. ve Caza, A. (2004). “Exploring the relationships between organizational virtuousness and performance”, American Behavioral Scientist, 47, ss. 766–790.
  • Campbell, C.H. (1990). “Personnel Development of Multiple Job Performance Measures in a Representative
  • Sample of Jobs”, Psychology, 43 (2), ss. 277-300. Curry, L.A., Snyder, C.R., Cook, D.L., Ruby, B.C. ve Rehm, M. (1997). “Role of hope in academic and sport achievement”, Journal of Personality and Social Psychology, 73, ss. 1257–67.
  • Daulatram, B.L. (2003). “Organizational Culture and Job Satisfaction”, Journal of Business and Industrial
  • Marketing, Vol. 18, No. 3, ss. 219-236
  • Eisenberger, R. ve Aselage, J. (2003). “Perceived organizational support and psychological contracts: A theoretical integration”, Journal of Organizational Behavior, 24, ss. 491–509
  • Fisher, G.N., Tarquinio, C. ve Vischer, J.C. (2004). “Effects of the self-schema on perception of space at work”,
  • Journal of Environmental Psychology, 24, ss. 121–140. Graham, J. (2000). “Promoting civic virtue organizational citizenship behavior: Contemporary questions rooted in classical quandaries from political philosophy”, Human Resource Management Review, 10 (1), ss. 61-77.
  • Hofstede, G. (1980). Culture's Consequences: International differences in work related values. Beverly Hill, CA, Sage.
  • Jones, J.M. (1986). “Racism, a cultural analysis of the problem”, Prejudice, discrimination and racism, San Diego: Academic Press.
  • Keller, T. and Dansereau, F. (1995). “Leadership and Empowerment”, Human Relations, 48, ss. 127-146.
  • Kraimer, M.L., Wayne, S.J. ve Jaworski, R.A. (2001). “Sources of support and expatriate performance: The mediating role of expatriate adjustment”, Personnel Psychology, 54, ss. 71-99.
  • Lane, C. (1994). “European Business Systems: Britain and Germany Compared”, Richard Whitley (ed.) European
  • Business System: Firms and Markets in their National Contexts, London, Newbury Park: Sage Publications. Luthans, F. (2002). “Positive organizational behavior: Developing and managing psychological strengths”,
  • Academy of Management Executive, 16(1), ss. 57-72. Luthans, F. ve Jensen, S.M.(2002). “Hope: A new positive strength for human resource development”, Human
  • Resource Development Review, 1, ss. 304–322. Luthans, F., Avolio, B.J., Walumbwa, F.O. ve Li, W. (2005). “The Psychological Capital of Chinese Workers:
  • Exploring the Relationship with Performance”, Management and Organization Review, 1, ss. 249–271. Luthans, F., Avolio, B., Avey, J.B. ve Norman, S.M. (2007a). “Psychological capital: Measurement and relationship with performance and job satisfaction”, Personnel Psychology, 60, ss. 541-572.
  • Luthans, F., Youssef, C.M. ve Avolio, B.J. (2007b). Psychological capital. New York: Oxford University Press.
  • Luthans, F., Norman, S.M., Avolio, B.J. ve Avey, J.B. (2007c). “The mediating role of psychological capital in the supportive organizational climate-employee performance relationship”, Journal of Organizational Behavior, 30.
  • Master, A.S. (2001). Ordinary Magic: Resilience Process in Development. editörler C.R. Snyder and S. Lopes,
  • Handbook of Positive Psychology, Oxford, UK: Oxford University Press. Master, A.S. ve Reed, M.J. (2002). Resilience in Development. editörler C.R. Snyder and S. Lopes, Handbook of
  • Positive Psychology, Oxford, UK: Oxford University Press. Meyer, J.P., Stanley, D.J., Herscovitch, L. ve Topolnytsky, L. (2002). “Affective, continuance, and normative commitment to the organization: a meta-analysis of antecedents, correlates, and consequences”, Journal of Vocat. Behav. 61, ss. 20–52.
  • Motowidlo, S.J. ve Borman, W.C. (1997). Task Performance and Contextual Performance: The Meaning for
  • Personnel Selection Research, Human Performance, 10 (2), ss. 99-109. Ng, T.W.H., Sorensen, K.L. ve Yim, F.H.K. (2009). “Does the Job Satisfaction-Job Performance Relationship Vary
  • Across Cultures?”, Journal of Cross-Cultural Psychology, 40(5), ss. 761-796. Ng, T.W.H. ve Feldman, D.C. (2012). “Employee Voice Behavior: A Meta Analytic Test ofThe Conservation of
  • Resources Framework”, Journal of Organizational Behavior, Vol. 33, ss. 216–234. Özdevecioğlu, M. (2003). Algılanan Örgütsel Destek İle Örgütsel Bağlılık Arasındaki İlişkilerin Belirlenmesine
  • Yönelik Bir Araştırma. D.E.Ü. İ.İ.B.F. Dergisi, 18/2, ss. 113-130. Peterson, S.J. ve Luthans, F. (2003). "The Impact of Hope in the Entrepreneurial Process: Explatory Research
  • Findings. Working Paper University of Nebraska, Department of Management, Lincoln, Nebraska. Phillips, J.M. (1998). Effects of realistic job previews on multiple organizational outcomes: A meta-analysis
  • Academy of Management Journal, 41, ss. 673-690. Posthuma, R.A., Joplin, J.R.W. ve Maertz, C.P. (2005). “Comparing the Validity of Turnover Predictors in the United States and Mexico”, International Journal of Cross Cultural Management, 5, ss. 165-180.
  • Robbins, S. ve Judge, T.A. (2013). Örgütsel Davranış, çeviren: İnci Erdem, Organizational Behavior 14th, Nobel Yayın.
  • Saks, A. (2006). “Antecedents and consequences of employee engagement,” Journal of Managerial Psychology, 21(7).
  • Sargut, A.S. (2001). Kültürler Arası Farklılaşma ve Yönetim, Ankara: İmge Kitapevi.
  • Seligman, M.E.P. (1998). Learned Optimism, Second edition. New York: Pocket Books.
  • Sigler, T.H. ve Pearson, C.M. (2000). “Creating an empowering culture”, Journal of Quality Management, 5, ss. 27–
  • Smith, P.B., Misumi, J., Tayeb, M., Peterson, M. ve Bond, M. (1989). “On the generality of leadership style measures across cultures”, Journal of Occupational Psychology, 62 (2), ss. 104-107.
  • Smith, R.C., Vogelgesang, G. ve Avey, J. (2009). “Authentic Leadership and Positive Psychological Capital: The Mediating Role of Trust at the Group Level of Analysis”, Organizational Studies, 15:3, ss. 227-240.
  • Snyder, C.R., Irving, L., ve Anderson, J. (1991). Hope and health, C.R. Snyder ve D.R. Forsyth (editörler), Handbook of social and clinical psychology: The health perspective (ss. 285-305). Elmsford, NY: Pergamon.
  • Spreitzer, G.M. (1995). “Psychological empowerment in the workplace”, Academy of Management Journal, 38, 5, ss. 1442–1465.
  • Stajkovic, A.D. ve Luthans, F. (1998). “Social Cognitive Theory and Self Efficacy: Going Beyond Traditional
  • Motivational and Behavioral Approach”, Organizational Dynamics, Spring, 66. Tajfel, H. (1982) Social Identity and Intergroup Relations, Cambridge: Cambridge Unıversity Press.
  • Tajfel, H. ve Turner, J. (1979). “An Integrative Theory of Intergroup Conflict”, Austin, William G. ve Worchel, S.
  • The Social Psychology of Intergroup Relations, Monterey, CA: Brooks-Cole, ss. 94–109. Tayeb, M. (1994). “Organizations and National Culture: Methodology Considered”, Organization Studies, 15(3), s. 4
  • Todd, S.Y. (2003). A Causal Model Depicting The Influence Of Selected Task And Employee Variables On
  • Organizational Citizenship Behavior (Doktora Tezi) Electronic Theses, Treatises and Dissertations,Florida State University, Paper 1291.
  • Turner, J.C, Brown, R.J ve H. Tajfel. (1979). “Social Comporison And Group Interest in Ingroup Favoritism”,
  • European Journal of Social Psychology, Vol 9, ss. 187-204. Thomas K.W. ve Velthouse B.A. (1990). “Cognitive elements of empowerment”, Academy of Management
  • Review, Cilt 15, Sayı 4, ss. 666–681. Uslu, T. (2010). “Birey Davranışları Üzerine Bütüncül ve Birleştirici Bir Model Denemesi: Örgütsel Faktörlerin ve Kişisel Özelliklerin Çalışanları Etkileme Biçimleri - A Holistic Model For Employee Attitudes and Behaviors”,
  • International 8th Knowledge, Economy & Management Congress Proceedings, Istanbul University Faculty of Economics, Istanbul, ISBN: 978-9944-0203-7-4, ss. 1643-1658.
  • Uslu, T., Özgür, E., Rodoplu Şahin, D. ve Z. Gündoğdu Şanlı (2010). “Cross-Cultural and Demographical
  • Examination of Positive Organizational Behaviors and the Mediating Effect of Positive Psychology at Work and Organization”, 12th European Congress of Psychology, July 4-8, Istanbul, s. 714 Whitley, R. (1999). Divergent Capitalisms: the social structuring and change of business systems, New York :
  • Oxford University Press.
Year 2014, Volume: 1 Issue: 1, 54 - 68, 01.03.2014

Abstract

Örgütlenme biçimlerinin farklı tarihsel süreçler sonunda evrildiği topluluklarda yaşanan değişimlerin iş süreçleri üzerinde farklı etkileri ulusal iş sistemi kavramı ile tanımlanmaktadır. Örgütlerde çalışanların performansları üzerinde örgüt desteğinin, işlerinde psikolojik olarak kendilerini yetkin hissetmelerinin, psikolojik sermayenin ve işle ilgili tutumlarının pozitif etkileri pek çok farklı kuramla ilişkilendirilmektedir. Ancak bu değişkenler arasındaki aşamalı etkileşimler ilgili yazında yeterince incelenmemiştir. Bu değişkenlerin birbirlerini etkileyerek, kademeli olarak performansı artırmaları beklenmektedir. Bu çalışmadaki amaç; performansı etkileyen öncüllerin kendi aralarındaki ilişkilerini içeren ve örgütsel davranış kuramlarını da göz önünde bulunduran bir model oluşturulmak ve bu modeli farklı ulusal iş sistemleri ve kültürlerde kıyaslamaktır. 1. GİRİŞ

References

  • Ataca, B. ve Berry, J.W. (2002). “Psychological, Sociocultural, and Marital Adaptation of Turkish Immigrant
  • Couples in Canada”, International Journal of Psycology, 37 (1), ss. 13–26. Avey, J.B., Patera, J.L., ve West, B.J. (2006). “Positive psychological capital: A new approach for understanding absenteeism”, Journal of Leadership and Organizational Studies, 13, ss. 42-60.
  • Avey, J.B., Wernsing, T.H., ve Luthans, F. (2008a). “Positive Employees Help Positive Organizational Change?”,
  • The Journal of Applied Behavioral Science 44, ss. 48–70. Avey, J.B., Hughes, L.W., Norman, S.M. ve Luthans, K. (2008b). “Using positivity, transformational leadership and empowerment to combat employee negativity”, Leadership and Organization Development Journal, Vol.29, No.1-2, ss. 110–126.
  • Avey, J.B., Luthans, F., ve Jensen, S.M. (2009). “Psychological Capital: A Positive Resource For Combatting
  • Employee Stress and Turnover”, Human Resource Management, Vol. 48, No. 5, ss. 677– 693. Aycan, Z. ve Kanungo, R.N. (2000). Toplumsal kültürün kurumsal kültür ve insan kaynaklari uygulamalari üzerine etkileri, Z. Aycan (editör), Türkiye’de Yönetim, Liderlik ve İnsan Kaynakları Uygulamaları, Ankara: Türk Psikologlar
  • Derneği Yayınları, ss. 25-53
  • Bandura, A. (1986). Social Foundations of Thought and Action. Englewood Cliffs, NJ: Prentice-Hall.
  • Baron, R.M. ve Kenny, D.A. (1986). “The moderator-mediator variable distinction in social psychological research”, Journal of Personality and Social Psychology, 51, ss. 1173–1182.
  • Berkman, Ü. ve Özen, Ş. (2007). “Turkish Business System and Managerial Culture: State-Dependency and Paternalism in Transition”, Eduardo Davel, Jean-Pierre Dupuis, et Jean-François Chanlat (Der.), Gestion en contexte interculturel: approches, problématiques, pratiques et plongées, Bölüm 4, Québec, Presse de l’Université Laval et TÉLUQ/UQAM
  • Cox, T.H., Sharon A.L., ve P.L. McLeod (1991). “Effects of Ethnic Group Cultural Differences on Cooperative and Competitive Behavior on a Group Task”, The Academy of Management Journal, 34(4), ss. 827-847.
  • Beyerlein, M., Beyerlein, S.T. ve Richardson, S. (1993). Survey of technical professionals in teams: Summary report, June 1993. Denton: University of North Texas, Center for the Study of Work Teams.
  • Blau, P. (1964). Exchange and Power in Social Life, New York: Wiley.
  • Çalışkan, S.E. ve Erim, A. (2010). “Pozitif Örgütsel Davranış Değişkenleri (POD) ile Yeni Araştırma Modelleri Kurma
  • Arayışları”, 18. Ulusal Yönetim Organizasyon Kongresi Kitapçığı, ss. 658-671. Cameron, K.S., Bright, D. ve Caza, A. (2004). “Exploring the relationships between organizational virtuousness and performance”, American Behavioral Scientist, 47, ss. 766–790.
  • Campbell, C.H. (1990). “Personnel Development of Multiple Job Performance Measures in a Representative
  • Sample of Jobs”, Psychology, 43 (2), ss. 277-300. Curry, L.A., Snyder, C.R., Cook, D.L., Ruby, B.C. ve Rehm, M. (1997). “Role of hope in academic and sport achievement”, Journal of Personality and Social Psychology, 73, ss. 1257–67.
  • Daulatram, B.L. (2003). “Organizational Culture and Job Satisfaction”, Journal of Business and Industrial
  • Marketing, Vol. 18, No. 3, ss. 219-236
  • Eisenberger, R. ve Aselage, J. (2003). “Perceived organizational support and psychological contracts: A theoretical integration”, Journal of Organizational Behavior, 24, ss. 491–509
  • Fisher, G.N., Tarquinio, C. ve Vischer, J.C. (2004). “Effects of the self-schema on perception of space at work”,
  • Journal of Environmental Psychology, 24, ss. 121–140. Graham, J. (2000). “Promoting civic virtue organizational citizenship behavior: Contemporary questions rooted in classical quandaries from political philosophy”, Human Resource Management Review, 10 (1), ss. 61-77.
  • Hofstede, G. (1980). Culture's Consequences: International differences in work related values. Beverly Hill, CA, Sage.
  • Jones, J.M. (1986). “Racism, a cultural analysis of the problem”, Prejudice, discrimination and racism, San Diego: Academic Press.
  • Keller, T. and Dansereau, F. (1995). “Leadership and Empowerment”, Human Relations, 48, ss. 127-146.
  • Kraimer, M.L., Wayne, S.J. ve Jaworski, R.A. (2001). “Sources of support and expatriate performance: The mediating role of expatriate adjustment”, Personnel Psychology, 54, ss. 71-99.
  • Lane, C. (1994). “European Business Systems: Britain and Germany Compared”, Richard Whitley (ed.) European
  • Business System: Firms and Markets in their National Contexts, London, Newbury Park: Sage Publications. Luthans, F. (2002). “Positive organizational behavior: Developing and managing psychological strengths”,
  • Academy of Management Executive, 16(1), ss. 57-72. Luthans, F. ve Jensen, S.M.(2002). “Hope: A new positive strength for human resource development”, Human
  • Resource Development Review, 1, ss. 304–322. Luthans, F., Avolio, B.J., Walumbwa, F.O. ve Li, W. (2005). “The Psychological Capital of Chinese Workers:
  • Exploring the Relationship with Performance”, Management and Organization Review, 1, ss. 249–271. Luthans, F., Avolio, B., Avey, J.B. ve Norman, S.M. (2007a). “Psychological capital: Measurement and relationship with performance and job satisfaction”, Personnel Psychology, 60, ss. 541-572.
  • Luthans, F., Youssef, C.M. ve Avolio, B.J. (2007b). Psychological capital. New York: Oxford University Press.
  • Luthans, F., Norman, S.M., Avolio, B.J. ve Avey, J.B. (2007c). “The mediating role of psychological capital in the supportive organizational climate-employee performance relationship”, Journal of Organizational Behavior, 30.
  • Master, A.S. (2001). Ordinary Magic: Resilience Process in Development. editörler C.R. Snyder and S. Lopes,
  • Handbook of Positive Psychology, Oxford, UK: Oxford University Press. Master, A.S. ve Reed, M.J. (2002). Resilience in Development. editörler C.R. Snyder and S. Lopes, Handbook of
  • Positive Psychology, Oxford, UK: Oxford University Press. Meyer, J.P., Stanley, D.J., Herscovitch, L. ve Topolnytsky, L. (2002). “Affective, continuance, and normative commitment to the organization: a meta-analysis of antecedents, correlates, and consequences”, Journal of Vocat. Behav. 61, ss. 20–52.
  • Motowidlo, S.J. ve Borman, W.C. (1997). Task Performance and Contextual Performance: The Meaning for
  • Personnel Selection Research, Human Performance, 10 (2), ss. 99-109. Ng, T.W.H., Sorensen, K.L. ve Yim, F.H.K. (2009). “Does the Job Satisfaction-Job Performance Relationship Vary
  • Across Cultures?”, Journal of Cross-Cultural Psychology, 40(5), ss. 761-796. Ng, T.W.H. ve Feldman, D.C. (2012). “Employee Voice Behavior: A Meta Analytic Test ofThe Conservation of
  • Resources Framework”, Journal of Organizational Behavior, Vol. 33, ss. 216–234. Özdevecioğlu, M. (2003). Algılanan Örgütsel Destek İle Örgütsel Bağlılık Arasındaki İlişkilerin Belirlenmesine
  • Yönelik Bir Araştırma. D.E.Ü. İ.İ.B.F. Dergisi, 18/2, ss. 113-130. Peterson, S.J. ve Luthans, F. (2003). "The Impact of Hope in the Entrepreneurial Process: Explatory Research
  • Findings. Working Paper University of Nebraska, Department of Management, Lincoln, Nebraska. Phillips, J.M. (1998). Effects of realistic job previews on multiple organizational outcomes: A meta-analysis
  • Academy of Management Journal, 41, ss. 673-690. Posthuma, R.A., Joplin, J.R.W. ve Maertz, C.P. (2005). “Comparing the Validity of Turnover Predictors in the United States and Mexico”, International Journal of Cross Cultural Management, 5, ss. 165-180.
  • Robbins, S. ve Judge, T.A. (2013). Örgütsel Davranış, çeviren: İnci Erdem, Organizational Behavior 14th, Nobel Yayın.
  • Saks, A. (2006). “Antecedents and consequences of employee engagement,” Journal of Managerial Psychology, 21(7).
  • Sargut, A.S. (2001). Kültürler Arası Farklılaşma ve Yönetim, Ankara: İmge Kitapevi.
  • Seligman, M.E.P. (1998). Learned Optimism, Second edition. New York: Pocket Books.
  • Sigler, T.H. ve Pearson, C.M. (2000). “Creating an empowering culture”, Journal of Quality Management, 5, ss. 27–
  • Smith, P.B., Misumi, J., Tayeb, M., Peterson, M. ve Bond, M. (1989). “On the generality of leadership style measures across cultures”, Journal of Occupational Psychology, 62 (2), ss. 104-107.
  • Smith, R.C., Vogelgesang, G. ve Avey, J. (2009). “Authentic Leadership and Positive Psychological Capital: The Mediating Role of Trust at the Group Level of Analysis”, Organizational Studies, 15:3, ss. 227-240.
  • Snyder, C.R., Irving, L., ve Anderson, J. (1991). Hope and health, C.R. Snyder ve D.R. Forsyth (editörler), Handbook of social and clinical psychology: The health perspective (ss. 285-305). Elmsford, NY: Pergamon.
  • Spreitzer, G.M. (1995). “Psychological empowerment in the workplace”, Academy of Management Journal, 38, 5, ss. 1442–1465.
  • Stajkovic, A.D. ve Luthans, F. (1998). “Social Cognitive Theory and Self Efficacy: Going Beyond Traditional
  • Motivational and Behavioral Approach”, Organizational Dynamics, Spring, 66. Tajfel, H. (1982) Social Identity and Intergroup Relations, Cambridge: Cambridge Unıversity Press.
  • Tajfel, H. ve Turner, J. (1979). “An Integrative Theory of Intergroup Conflict”, Austin, William G. ve Worchel, S.
  • The Social Psychology of Intergroup Relations, Monterey, CA: Brooks-Cole, ss. 94–109. Tayeb, M. (1994). “Organizations and National Culture: Methodology Considered”, Organization Studies, 15(3), s. 4
  • Todd, S.Y. (2003). A Causal Model Depicting The Influence Of Selected Task And Employee Variables On
  • Organizational Citizenship Behavior (Doktora Tezi) Electronic Theses, Treatises and Dissertations,Florida State University, Paper 1291.
  • Turner, J.C, Brown, R.J ve H. Tajfel. (1979). “Social Comporison And Group Interest in Ingroup Favoritism”,
  • European Journal of Social Psychology, Vol 9, ss. 187-204. Thomas K.W. ve Velthouse B.A. (1990). “Cognitive elements of empowerment”, Academy of Management
  • Review, Cilt 15, Sayı 4, ss. 666–681. Uslu, T. (2010). “Birey Davranışları Üzerine Bütüncül ve Birleştirici Bir Model Denemesi: Örgütsel Faktörlerin ve Kişisel Özelliklerin Çalışanları Etkileme Biçimleri - A Holistic Model For Employee Attitudes and Behaviors”,
  • International 8th Knowledge, Economy & Management Congress Proceedings, Istanbul University Faculty of Economics, Istanbul, ISBN: 978-9944-0203-7-4, ss. 1643-1658.
  • Uslu, T., Özgür, E., Rodoplu Şahin, D. ve Z. Gündoğdu Şanlı (2010). “Cross-Cultural and Demographical
  • Examination of Positive Organizational Behaviors and the Mediating Effect of Positive Psychology at Work and Organization”, 12th European Congress of Psychology, July 4-8, Istanbul, s. 714 Whitley, R. (1999). Divergent Capitalisms: the social structuring and change of business systems, New York :
  • Oxford University Press.
There are 65 citations in total.

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Tuna Uslu This is me

Publication Date March 1, 2014
Published in Issue Year 2014 Volume: 1 Issue: 1

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APA Uslu, T. (2014). The gradual effects of perceived organizational support on performance by mediating effect of competence and psychological capital across nations and cultures. Research Journal of Business and Management, 1(1), 54-68.
AMA Uslu T. The gradual effects of perceived organizational support on performance by mediating effect of competence and psychological capital across nations and cultures. RJBM. March 2014;1(1):54-68.
Chicago Uslu, Tuna. “The Gradual Effects of Perceived Organizational Support on Performance by Mediating Effect of Competence and Psychological Capital across Nations and Cultures”. Research Journal of Business and Management 1, no. 1 (March 2014): 54-68.
EndNote Uslu T (March 1, 2014) The gradual effects of perceived organizational support on performance by mediating effect of competence and psychological capital across nations and cultures. Research Journal of Business and Management 1 1 54–68.
IEEE T. Uslu, “The gradual effects of perceived organizational support on performance by mediating effect of competence and psychological capital across nations and cultures”, RJBM, vol. 1, no. 1, pp. 54–68, 2014.
ISNAD Uslu, Tuna. “The Gradual Effects of Perceived Organizational Support on Performance by Mediating Effect of Competence and Psychological Capital across Nations and Cultures”. Research Journal of Business and Management 1/1 (March 2014), 54-68.
JAMA Uslu T. The gradual effects of perceived organizational support on performance by mediating effect of competence and psychological capital across nations and cultures. RJBM. 2014;1:54–68.
MLA Uslu, Tuna. “The Gradual Effects of Perceived Organizational Support on Performance by Mediating Effect of Competence and Psychological Capital across Nations and Cultures”. Research Journal of Business and Management, vol. 1, no. 1, 2014, pp. 54-68.
Vancouver Uslu T. The gradual effects of perceived organizational support on performance by mediating effect of competence and psychological capital across nations and cultures. RJBM. 2014;1(1):54-68.

Research Journal of Business and Management (RJBM) is a scientific, academic, double blind peer-reviewed, quarterly and open-access online journal. The journal publishes four issues a year. The issuing months are March, June, September and December. The publication languages of the Journal are English and Turkish. RJBM aims to provide a research source for all practitioners, policy makers, professionals and researchers working in all related areas of business, management and organizations. The editor in chief of RJBM invites all manuscripts that cover theoretical and/or applied researches on topics related to the interest areas of the Journal. RJBM publishes academic research studies only. RJBM charges no submission or publication fee.

Ethics Policy - RJBM applies the standards of Committee on Publication Ethics (COPE). RJBM is committed to the academic community ensuring ethics and quality of manuscripts in publications. Plagiarism is strictly forbidden and the manuscripts found to be plagiarized will not be accepted or if published will be removed from the publication. Authors must certify that their manuscripts are their original work. Plagiarism, duplicate, data fabrication and redundant publications are forbidden. The manuscripts are subject to plagiarism check by iThenticate or similar. All manuscript submissions must provide a similarity report (up to 15% excluding quotes, bibliography, abstract, method).

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