Araştırma Makalesi
BibTex RIS Kaynak Göster

The Effects of Pscyhological Capital on Employees’ Innovative Work Behavior and Their Performance: A Study in Defence Industry

Yıl 2016, Cilt: 31 Sayı: 1, 57 - 93, 13.06.2016

Memduh Begenirbaş Ercan Turgut

https://doi.org/10.24988/deuiibf.2016311485

Öz

The working environment of the employees and their psychology attitudes are thought to be an important factor for the new idea or behavior for the benefit of the organization performance increase and this consideration is the fundamental goal of this study. For this purpose, data are obtained and analyzed from 189 private and public defense sector employees working in Ankara. The relations and effects between variables are presented by correlation and regression analyses. The validity of scales is measured with structural equation model. According to the findings, it is seen that psychological capital dimensions have significant effects on employees’ innovative work behaviors and job performances. And also, it is observed that participants’ innovative work behaviors do not have any mediating role between psychological capital dimensions and job performance.

Anahtar Kelimeler

Psychological Capital Innovative Work Behavior Job Performance

Kaynakça

  • ADAMS, V. H., SNYDER, C. R., RAND, K. L., KING, E. A., SIGMAN, D. R.,PULVERS, K. M. (2002), “Hope In The Workplace”, Workplace Spirituality and Organization Performance, (Ed. R. Giacolone, C. Jurkiewicz), Sharpe, New York, 367-389.
  • AKAL, Z. (1992), İşletmelerde Performans Ölçüm ve Denetimi: Çok Yönlü Performans Göstergeleri, MPM Yayınları, Ankara.
  • AKDOĞAN, A., POLATÇI, S. (2013), “Psikolojik Sermayenin Performans Üzerindeki Etkisinde İş Aile Yayılımı ve Psikolojik İyi Oluşun Etkisi”, Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 17(1), 273-293.
  • AKKOÇ, İ., TURUNÇ, Ö., ÇALIŞKAN, A. (2011), “Gelişim Kültürü ve Lider Desteğinin Yenilikçi Davranış ve İş Performansına Etkisi: İş-Aile Çatışmasının Aracılık Rolü”, İş, Güç Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 13(4), 83-114.
  • AVEY, J., WERNSING, T. S., LUTHANS, F. (2008), “Can Positive Employees Help Positive Organizational Change? Impact of Psychological Capital and Emotions on Relevant Attitudes and Behaviors”, The Journal of Applied Behavioral Science, 44(1), 48-70.
  • AVEY, J., LUTHANS F., JENSEN, S. (2009), “Psychological Capital: A Positive Resource for Combating Employee Stress and Turnover”, Human Resource Management, 48(5), 677-693.
  • AVEY, J., LUTHANS, F., YOUSSEF, C.M. (2010), “The Additive Value of Positive Psychological Capital in Predicting Work Attitudes and Behaviors”, Journal of Management, 36(2), 430-452.
  • AVEY, J., NIMNICHT, J. L., PIGEON, N. G. (2010), “Two Field Studies Examining the Association Between Positive Psychological Capital and Employee Performance”, Leadership & Organization Development Journal, 31(5), 384-401.
  • BAL, E. A. (2009), “Bir Pozitif Psikoloji Kavramı Olarak İşe Gönülden Adanma (Work Engagament) ve İnsan Kaynakları Açısından Önemi”, 17nci Ulusal Yönetim ve Organizasyon Kongresi Bildiriler Kitabı, Eskişehir.
  • BANDURA, A. (1994), “Self-Efficacy”, Encyclopedia of Human Behavior (Ed. S. V. Ramachandran), 4, New York Academic Press, New York, 71-81.
  • BANDURA, A. (1977), “Self-efficacy: Toward a Unifying Theory of Behavioral Change”, Psychological Review, 84(2), 191-215.
  • BARON, R. M., KENNY, D.A. (1986), “The Moderator Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations”, Journal of Personality and Social Psychology, 51, 1173-1182.
  • BASIM, N., ÇETİN, F. (2012), “Örgütsel Psikolojik Sermaye: Bir Ölçek Uyarlama Çalışması”, Amme İdaresi Dergisi, 45(1), 121-137.
  • BEGENİRBAŞ, M. (2015), “Psikolojik Sermayenin Çalışanların Duygu Gösterimleri ve İşe Yabancılaşmalarına Etkileri: Sağlık Sektöründe Bir Araştırma”, Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 20(3),249-263.
  • BORMAN, W. C., MOTOWIDLO, S. J. (1993), “Expanding The Criterion Domain to Include Elements of Contextual Performance”, Personnel Selection in Organizations (Ed. N. Schmitt, C. Walter), San Francisco, Ca: Jossey-Bass, 71-98.
  • BÜYÜKÖZTÜRK, Ş., ÇAKMAK, E. K., AKGÜN, Ö.E., KARADENİZ, Ş., DEMİREL, F. (2008), Bilimsel Araştırma Yöntemleri, (Geliştirilmiş 2. Baskı), Pegem Akademi, Ankara.
  • ÇALIŞKAN, S. E., ERİM, A. (2010), “Pozitif Örgütsel Davranış (POD) Değişkenleri İle Yeni Araştırma Modelleri Kurma Arayışları: POD’un İşe Adanmışlık, Tükenmişlik Ve Sinizm Üzerindeki Etkileri”, 18. Yönetim Organizasyon Kongresi Kitabı, 658-671.
  • CARVER, C. S., SCHEIER, M. F. (2001), “Optimism, Pessimism, and Self Regulation Change”, Optimism and Pessimism: Implications for Theory, Research, and Practice, (Ed. C. Edward), American Psychological Association, Washington DC, 31-51.
  • COVIN, J. G., SLEVIN, D. P. (1991), “A Conceptual Model of Entrepreneurship as Firm Behavior”, Entrepreneurship Theory and Practice, 16(1), 7-25.
  • CYERT, R. M., MARCH, J. G. (1992), A Behavioral Theory of the Firm, (2. Baskı), Blackwell Business, Cambridge, England.
  • ÇALIŞKAN, A. (2013), “İç Odaklı Örgüt Kültürünün Yenilikçi Davranışa Etkisinde Personel Güçlendirmenin Aracılık Rolü”, “İŞ, GÜÇ” Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 15(1), 88-112.
  • ÇETİN, F., BASIM, H. N. (2011), “Psikolojik Dayanıklılığın İş Tatmini ve Örgütsel Bağlılık Tutumlarındaki Rolü”, “İŞ, GÜÇ” Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 13(3), 79-94.
  • ÇETİN, F., ŞEŞEN, H., BASIM H. N. (2013), “Örgütsel Psikolojik Sermayenin Tükenmişlik Sürecine Etkileri: Kamu Sektöründe Bir Araştırma”, Anadolu Üniversitesi Sosyal Bilimler Dergisi, 13(3), 95-108.
  • ÇÖL, G. (2008), “Algılanan Güçlendirmenin İşgören Performansı Üzerine Etkileri”, Doğuş Üniversitesi Dergisi, 9(1), 35-46.
  • DAFT, R. L. (1978), “A Dual-Core Model of Organizational Innovation”, Academy of Management Review, 21(2), 193-210.
  • DEMİRTAŞ, Ö., ÖZDEVECİOĞLU, M., BAYRAM, A. (2014), “The Effect of Leisure Behaviors On Employee’s Contextual and Task Performance”, Research Journal of Business and Management, 1(3), 204-213.
  • DENISON, D. R., MISHRA, A. K. (1995), “Toward A Theory of Organizational Culture and Effectiveness”, Organization Science, 6(2), 204–223.
  • DRUCKER, P. F. (1985), Innovation and Entrepreneurship: Practice and Principles, Harper & Row, New York.
  • ERDEM, B., GÖKDENİZ, A., MET, Ö., (2011). “Yenilikçilik ve İşletme Performansı İlişkisi: Antalya’da Etkinlik Gösteren 5 Yıldızlı Otel İşletmeleri Örneği”, Dokuz Eylül Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi,26(2), 77-112.
  • ERDOĞAN, İ. (1991), İşletmelerde Personel Seçimi ve Başarı Değerleme Teknikleri, İstanbul, İstanbul İşletme Fakültesi, İstanbul.
  • EREN, M. Ş., TOKGÖZ, E., GÜL, H., SAYLAN, O. (2013), “ Pazar Odaklılığın Nitel Performans Üzerindeki Etkisinde Öğrenme Odaklılık ve Yenilikçiliğin Düzenleyici Etkisi”, Dokuz Eylül Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 28(2), 1-39.
  • ERKMEN, T., ESEN, E. (2013), “Psikolojik Sermaye Ölçeğinin Geçerlilik ve Güvenilirlik Çalışması”, Marmara Üniversitesi Sosyal Bilimler Enstitüsü Öneri Dergisi, 39(10), 23-30.
  • ERKUŞ, A., FINDIKLI, M. A. (2013), “Psikolojik Sermayenin İş Tatmini, İş Performansı Ve İşten Ayrılma Niyeti Üzerindeki Etkisine Yönelik Bir Araştırma”, İstanbul Üniversitesi İşletme Fakültesi Dergisi, 42(2), 302-318.
  • ERTÜRK, A. (2012), “Linking Psychological Empowerment to Innovation Capability: Investigating the Moderating Effect of Supervisory Trust”, International Journal of Business and Social Science, 3(14), 153-165.
  • FREDRICKSON, B. L. (2001), “The Role of Positive Emotions in Positive Psychology: The Broaden and Build Theory of Positive Emotions”, American Psychologist, 56(3), 218-226.
  • FREDRICKSON, B. L., LOSADA, M. F. (2005), “Positive Affect and the Complex Dynamics of Human Flourishing”, American Psychologist, 60(7), 678-686.
  • FREEL, M. S. (2005), “Perceived Enviromental Uncertainty and Innovation in Small Firms”, Small Business Economics, 25, 49-64.
  • GARETH, R. J. (2001), Organizational Theory and Cases, Prentice Hall International Inc., London.
  • GEBERT, D., BOERNER, S., KEARNEY, E. (2006), “Cross Functionality and Innovation in New Product Development Teams: A Dilemmatic Structure and Its Consequences for the Management of Diversity”, European Journal of Work and Organizational Psychology, 15(4), 431-458.
  • GOHEL, K. (2012), “Psychological Capital as a Determinant of Employee Satisfaction”, International Referred Research Journal, 3(36), 34-37.
  • GOOTY, J., GAVIN, M., JOHNSON, P., LANCE F.M., SNOW, D. (2009), ‘‘In the Eyes of the Beholder: Transformational Leadership, Positive Psychological Capital and Performance’’, Journal of Leadership and Organizational Studies, 15(4), 353- 367.
  • GÜLER, B. K. (2009), “Pozitif Psikolojik Sermaye: Tanımı, Bileşenleri ve Yönetimi”, Çalışma Yaşamında Davranış Güncel Yaklaşımlar, (Ed. A. Keser, G. Yılmaz, S. Yürür), Umuttepe Yayınları, İzmit.
  • HAMEL, G. (2006), “The Why, What and How at Management Innovation”,Harvard Business Review, 84(2), 72-84.
  • HAN, J. K., NAMWOON, K., SRIVASTAVA R. K. (1998), “Market Orientation and Organizational Performance: Is Innovation a Missing Link?”, Journal of Marketing, 62(4), 30-45.
  • HERRON, L. (1991), “Cultivating Corporate Entrepreneurs”, Human Resource Planning, 15(4), 3-14.
  • IRSHAD, A., TOOR, S. R. (2008), “Problems and Challenges in Human Resource Management: A Case of Large Organization in Pakistan”, Pakistan Journal of Commerce and Social Sciences, 1, 37-47.
  • IVANCEVICH, J. M., KONOPASKE, R., MATTESON, M. T. (2005), Organizational Behavior and Management, McGraw-Hill/Irwin, 7th Edition, New York.
  • JANSSEN, O. (2000), “Job Demands, Perceptions Of Effort-Reward Fairness And Innovative Work Behaviour”, Journal of Occupational and Organizational Psychology, 73(3), 287-302.
  • JANSSEN, O., HUANG, X. (2008), “Us and Me: Team Identification and Individual Differentiation as Complementary Drivers of Team Members’ Citizenship and Creative Behaviors”, Journal of Management, 34(1), 69-88.
  • JENSEN, S. M., LUTHANS, F. (2006), “The Relationship Between Entrepreneur Psychological Capital and Authentic Leadership Dimensions”, Journal of Managerial Issues, 18(2), 254-273.
  • JUDGE, T. A., BONO, J. E. (2001), “Relationship of Core Self-Evaluations Traits-Self-Esteem, Generalized Self-Efficacy, Locus of Control, and Emotional Stability With Job Satisfaction and Job Performance: A Meta-Analysis”, Journal of Applied Psychology, 86(1), 80-92.
  • KAO, J. (1989), Entrepreneurship, Creativity and Organization, Englewood Cliffs, Prentice-Hall, New Jersey.
  • KAPLAN, M., BİÇKES, D. M. (2013), “The Relationship Between Psychological Capital and Job Satisfaction: A Study of Hotel Businesses in Nevşehir”, Celal Bayar Üniversitesi İktisadi ve İdari Bilimler Fakültesi Yönetim ve Ekonomi Dergisi, 20(2), 233-242.
  • KIRKMAN, B. L., ROSEN B. (1999), “Beyond SelfManagement: Antecedents and Consequences of Team Empowerment”, Academy of Management Journal, 42(1), 58-74.
  • KNIGHT, T. N. (2006), “Influencing Employee Innovation Through Structural Empowerment Initiatives: The Need To Feel Empowered”, Entrepreneurship Theory and Practice, 313-324.
  • KOHLER, T., JANSSEN, C., PLATH, S. C., REESE, J. P., LAY, J., STEINHAUSEN, S., GLOEDE, T., KOWALSKI C., SCHULZ-NIESWANDT F., PFAFF, H., (2010), “Communication, Social Capital and Workplace Health Management as Determinants of the Innovative Climate in German Banks”,International Journal of Public Health, 55(6), 561–570.
  • KRISHNAN, V. R. (2002), “Transformational Leadership and Value System Congruence”, International Journal of Value-Based Management, 15(1), 19-33.
  • LOPEZ, S. J., CIARLELLI, R., COFFMAN, L., STONE, M., WYATT, L. (2000), “Diagnosing For Strengths: On Measuring Hope Building Blocks”, Handbook of Hope Theory, Measures And Applications (Ed. C.R. Snyder), Academic Press, San Diego, 57-85.
  • LUMPKIN, G. G., DESS, G. T. (2005), “The Role of Entrepreneurial Orientation in Stimulating Effective Corporate Entrepreneurship”, Academy of Management Executive, 19(1), 147-156.
  • LUTHANS, F. (2002a), “The Need For and Meaning of Positive Organizational Behavior”, Journal of Organizational Behavior, 23(6), 695-706.
  • LUTHANS, F. (2002b), “Positive Organizational Behavior: Developing and Managing Psychological Strengths”, Academy of Management Executive, 16(1), 57-72.
  • LUTHANS F., YOUSSEF, C. M. (2004), “Human, Social and Now Positive Psychological Capital Management: Investing in People for Competitive Advantage”, Organizational Dynamics, 33(2), 143-160.
  • LUTHANS, F., LUTHANS, K., LUTHANS, B. C. (2004), “Positive Psychological Capital: Going Beyond Human and Social Capital”, Business Horizons, 47(1), 45-50.
  • LUTHANS, F., AVOLIO, B. J., WALUMBA, F. O., LI, W. (2005), “The Psychological Capital of Chinese Workers: Exploring the Relationship with Performance”, Management and Organization Review, 1(2), 249-271.
  • LUTHANS, F., VOGELGESANG, G. R., LESTER, P. B. (2006), “Developing The Psychological Capital of Resiliency”, Human Resource Development Review, 5(1), 25-44.
  • LUTHANS, F., AVOLIO, B. J., AVEY, J. B., NORMAN, S. M. (2007a), “Psychological Capital: Measurement And Relationship With Performance And Satisfaction”, Personnel Psychology, 60(3), 541-572.
  • LUTHANS, F., YOUSSEF, C., AVOLIO, B. (2007b), Psychological Capital: Developing the Human Competitive Edge, New York: Oxford University Press.
  • LUTHANS, F., AVOLIO, B. J., AVEY, J. B. (2007c), Psychological Capital Questionnaire Self-Rater Form, Other Rater Form, Scoring Scale, Mind Garden, Inc..
  • LUTHANS, F., NORMAN, S. M., AVOLIO, B. J., AVEY, J. B. (2008a), “The Mediating Role of Psychological Capital in the Supportive Organizational Climate–Employee Performance Relationship”, Journal of Organizational Behavior, 29(2), 219-238.
  • LUTHANS, F., AVEY, J. B. CLAPP-SMITH, R., LI, W. (2008b), “More Evidence on the Value of Chinese Workers' Psychological Capital: A Potentially Unlimited Competitive Resource”, The International Journal of Human Resource Management, 19(5), 818-827.
  • LUTHANS, F., AVOLIO, B. J. (2009), “The Point of Positive Organizational Behavior”, Journal of Organizational Behavior, 30, 291-307.
  • LUTHANS, F., AVEY, J., AVOLIO, B. J., PETERSON, S. (2010), “The Development and Resulting Performance Impact of Positive Psychological Capital”, Human Resource Development Quarterly, 21(1), 41-67.
  • MADDI, S. R. (2006), “The Journal of Positive Psychology: Dedicated To Furthering Research and Promoting Good Practise”, Building and Integrated Positive Psychology, 1(4), 226-229.
  • MATSUO, M. (2009), “The Influence of Sales Management Control on Innovativeness of Sales Departments”, Journal of Personal Selling & Sales Management, 29(4), 321-331.
  • McCLOY, R. A., CAMPBELL, J. P., CUDECK R., (1994), “A Confirmatory Test of A Model of Performance Determinants”, Journal of Applied Psychology, 79(4), 493-505.
  • MONE M. A., McKINLEY W., BARKER V. L. (1998), “Organizational Decline and Innovation: A Contingency Framework”, Academy of Management Review, 23(1), 115-32.
  • MONTES, J. L., MORENO, A. R., MORALES, V. G. (2005), “Influence of Support Leadership and Teamwork Cohesion on Organizational Learning, Innovation and Performance: An Empirical Examination”, Technovation, 25(10),1159-1172.
  • MORILLO, C. R. (1990), “The Reward Event and Motivation”, The Journal of Philosophy, 87(4), 169-186.
  • MOTOWIDLO, S. J., VANSCOTTER, J. R. (1994), “Evidence That Task Performance Should Be Distinguished From Contextual Performance”, Journal of Applied Psychology, 79(4), 475-480.
  • MURPHY, K. R., CLEVELAND, J. N. (1995), Understanding Performance Appraisal, Social, Organizational and Goal Based Perspectives, Sage Pub. London.
  • OECD (2011), OECD Science, Technology and Industry Scoreboard 2011: Innovation and Growth in Knowledge Economies, OECD, Paris.
  • OSTROFF, C., SCHMITT, N. (1993), “Configurations of Organizational Effectiveness and Efficiency”, Academy of Management Journal, 36(6), 1345-1361.
  • ÖZKALP, E. (2009), “Örgütsel Davranışta Yeni Bir Boyut: Pozitif (Olumlu) Örgütsel Davranış Yaklaşım ve Boyutları”, 17. Ulusal Yönetim ve Organizasyon Kongresi Bildireler Kitabı, Eskişehir.
  • PETERSON, S. J., LUTHANS, F., AVOLIO J. B., WALUMBWA F. O., ZHANG Z. (2011), “Psychological Capital and Employee Performance: A Latent Growth Modeling Approach”, Personnel Psychology, 64, 427-450.
  • PUGH, D. (1991), Organizational Behaviour, Prentice Hall International, London.
  • ROUSSEAU, D. M., MCLEAN P. J. (1993), “The Contracts of Individuals and Organizations”, Research in Organizational Behavior, 15, 1-43.
  • ROTUNDO, M., SACKETT, P. R. (2002), “The Relative Importance of Task,Citizenship, and Counterproductive Performance to Global Ratings of Job Performance: A Policy Capturing Approach”, Journal of Applied Psychology,87(1), 66-80.
  • RICCARDO, S., GIUSEPPE, F., ANDREA, C. (2013), “The Relationships Between Innovation and Human and Psychological Capital in Organizations: A Review”, The Innovation Journal: The Public Sector Innovation Journal, 18(3).
  • SASTRY, M. A. (1999), “Managing Strategic Innovation and Change”, Administrative Science Quarterly, 44(2), 420-422.
  • SCOTT, S. G., BRUCE, R. A. (1994), “Determinants of Innovative Behavior: A Path Model of Individual Innovation In the Workplace”, Academy of Management Journal, 37(3), 580-607.
  • SELIGMAN, M. E. P. (1990), Learned Optimism, Knopf, New York.
  • SELIGMAN, M. E. P., CSIKSZENTMIHALYI, M. (2000), “Positive Psychology”, American Psychologist, 55(1), 5-14.
  • SIGLER, T. H., PEARSON, C. M. (2000), “Creating An Empowering Culture: Examining The Relationship Between Organizational Culture and Perceptions of Empowerment”, Journal of Quality Management, 5(1), 27-52.
  • SOBEL, M. E. (1982), “Asymptotic Confidence Intervals for Indirect Effects in Structural Equation Models”, Sociological Methodology, 13, 290-312.
  • SORESCU, A. B., CHANDY, R. K., PRABHU, J. C. (2003), “Sources and Financial Consequences of Radical Innovation: Insights from Pharmaceuticals”, Journal of Marketing, 67(4), 82-102.
  • STAJKOVIC, A. D., LUTHANS, F. (1998), “Self-Efficacy and Work Related Performance: A Meta-Analysis”, Psychological Bulletin, 124(2), 240-261.
  • SNYDER, C. R. (1995), “Conceptualizing, Measuring, And Nurturing Hope”,Journal of Counseling and Development, 73(3), 355-360.
  • TAGGAR, S. (2002), “A Multi-Level Model of Creativity in Intact Workgroups”, Academy of Management Journal, 45, 315-331.
  • TIGER, L. (1971), Optimism: Thebiology of Hope, Simon –Schuster, New York.
  • TOLBERT, P. S., ZUCKER, L. G. (1983), “Institutional Sources of Change in the Formal Structure of Organizations: The Diffusion of Civil Service Reform, 1880-1935”, Administrative Science Quarterly, 28(1), 22-39.
  • TORRINGTON, D., Hall, L. (1995), Personel Management: HRM In Action,Prentice Hall, Londra.
  • UĞURLU KARA, A. (2014), Pozitif Psikolojik Sermaye ile Bireysel Performans İlişkisi: Tarım Kredi Kooperatifi Merkez Birliği Örneği, Gazi Üniversitesi Sosyal Bilimler Enstitüsü, Yüksek Lisans Tezi, Ankara.
  • VOS, J. P. (2004), “Developing Strategic Self- Description of SMEs”, Technovation, 25, 989-999.
  • WOODMAN, R. W., SAWYER, J. E., GRFFIN, R. W.(1993), “Toward A Theory of Organizational Creativity”, Academy of Management Review, 18(2), 293–321.
  • WRIGHT, T. A. (2003), “Positive Organizational Behavior: An Idea Whose Time Has Truly Come”, Journal of Organizational Behavior, 24(4), 437-442.
  • WU, C., PARKER, S. K., DE JONG, J. P. J (2014), “Need For Cognition As An Antecedent Of Individual Innovation Behavior”, Journal of Management, 40(6), 1511-1534.
  • WHELAN, E., PARISE, S., DE VALK J., AALBERS. R. (2011), “Creating Employee Networks That Deliver Open Innovation”, MIT Sloane Management Review, 53, 36-45.
  • XIE, Y., POWERS, D. (2000), Statistical Methods for Categorial Data Analysis, Academic Press, San Diego.
  • YEŞİL S., SÖZBİLİR, F. (2013), “An Empirical Investigation into the Impact of Personality on Individual Innovation Behaviour in the Workplace”, Procedia_Social and Behavioral Sciences, 81, 540-551.
  • YILDIZ, H. (2015), Pozitif Psikolojik Sermaye, Örgütsel Güven ve Örgütsel Vatandaşlık Davranışı Arasındaki İlişkinin İncelenmesi: Bir Alan Araştırması,Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü, Doktora Tezi, Balıkesir.
  • YUAN, F., WOODMAN R. W. (2010), “Innovative Behavior in The Workplace: The Role Of Performance and Image Outcome Expectatıons”, Academy of Management Journal, 53(2), 323-342.
  • ZAHRA, S. A. (1993), “Environment, Corporate Entrepreneurship and Financial Performance: A Taxonomic Approach”, Journal of Business Venturing, 8(4),319-340.
  • ZHAO, F. (2006), “Exploring the Synergy Between Entrepreneurship and Innovation”, International Journal of Entrepreneurial Behavior & Research, 11(1), 25-41.
  • ZHOU, J. (2003), “When The Presence of Creative Coworkers is Related to Creativity: Role of Supervisor Close Monitoring, Developmental Feedback and Creative Personality”, Journal of Applied Psychology, 88(3), 413-422.
  • ZHAO, Z - HOU, J. (2009), “The Study on Psychological Capital Development on Entreprenurial Team”, International Journal of Psychological Studies, 1(2), 35- 40.

Psikolojik Sermayenin Çalışanların Yenilikçi Davranışlarına ve Performanslarına Etkileri: Savunma Sektöründe Bir Araştırma

Yıl 2016, Cilt: 31 Sayı: 1, 57 - 93, 13.06.2016

Memduh Begenirbaş Ercan Turgut

https://doi.org/10.24988/deuiibf.2016311485

Öz

Çalışanların çalışma ortamında içinde bulundukları psikolojilerinin, onların işe karşı tutumlarında, yeni fikir veya davranışları örgüt yararına ortaya koyarak performanslarının artmasında önemli bir etken olabileceği düşünülmekte ve bu düşünce çalışmanın temel amacını oluşturmaktadır. Bu amacı gerçekleştirmek için, Ankara’da bulunan özel ve kamu savunma sektöründe görev yapan 189 katılımcıdan ölçek yoluyla elde edilen veriler kullanılmıştır. Çalışmada değişkenler arası ilişkiler ve etkileri korelâsyon ve regresyon analizleri ile ortaya konmuştur. Değişkenlere ait ölçeklerin doğrulanması için yapısal eşitlik modeli kullanılmıştır. Bulgular neticesinde, psikolojik sermaye boyutlarının yenilikçi davranış ile iş performansı üzerinde önemli pozitif etkilere sahip olduğu görülmüştür.
Ancak, katılımcıların yenilikçi davranışlarının psikolojik sermaye boyutları ve iş
performansları arasında anlamlı aracılık rolüne rastlanılmamıştır.

Anahtar Kelimeler

Psikolojik Sermaye Yenilikçi İş Davranışı İş Performansı

Kaynakça

  • ADAMS, V. H., SNYDER, C. R., RAND, K. L., KING, E. A., SIGMAN, D. R.,PULVERS, K. M. (2002), “Hope In The Workplace”, Workplace Spirituality and Organization Performance, (Ed. R. Giacolone, C. Jurkiewicz), Sharpe, New York, 367-389.
  • AKAL, Z. (1992), İşletmelerde Performans Ölçüm ve Denetimi: Çok Yönlü Performans Göstergeleri, MPM Yayınları, Ankara.
  • AKDOĞAN, A., POLATÇI, S. (2013), “Psikolojik Sermayenin Performans Üzerindeki Etkisinde İş Aile Yayılımı ve Psikolojik İyi Oluşun Etkisi”, Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 17(1), 273-293.
  • AKKOÇ, İ., TURUNÇ, Ö., ÇALIŞKAN, A. (2011), “Gelişim Kültürü ve Lider Desteğinin Yenilikçi Davranış ve İş Performansına Etkisi: İş-Aile Çatışmasının Aracılık Rolü”, İş, Güç Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 13(4), 83-114.
  • AVEY, J., WERNSING, T. S., LUTHANS, F. (2008), “Can Positive Employees Help Positive Organizational Change? Impact of Psychological Capital and Emotions on Relevant Attitudes and Behaviors”, The Journal of Applied Behavioral Science, 44(1), 48-70.
  • AVEY, J., LUTHANS F., JENSEN, S. (2009), “Psychological Capital: A Positive Resource for Combating Employee Stress and Turnover”, Human Resource Management, 48(5), 677-693.
  • AVEY, J., LUTHANS, F., YOUSSEF, C.M. (2010), “The Additive Value of Positive Psychological Capital in Predicting Work Attitudes and Behaviors”, Journal of Management, 36(2), 430-452.
  • AVEY, J., NIMNICHT, J. L., PIGEON, N. G. (2010), “Two Field Studies Examining the Association Between Positive Psychological Capital and Employee Performance”, Leadership & Organization Development Journal, 31(5), 384-401.
  • BAL, E. A. (2009), “Bir Pozitif Psikoloji Kavramı Olarak İşe Gönülden Adanma (Work Engagament) ve İnsan Kaynakları Açısından Önemi”, 17nci Ulusal Yönetim ve Organizasyon Kongresi Bildiriler Kitabı, Eskişehir.
  • BANDURA, A. (1994), “Self-Efficacy”, Encyclopedia of Human Behavior (Ed. S. V. Ramachandran), 4, New York Academic Press, New York, 71-81.
  • BANDURA, A. (1977), “Self-efficacy: Toward a Unifying Theory of Behavioral Change”, Psychological Review, 84(2), 191-215.
  • BARON, R. M., KENNY, D.A. (1986), “The Moderator Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations”, Journal of Personality and Social Psychology, 51, 1173-1182.
  • BASIM, N., ÇETİN, F. (2012), “Örgütsel Psikolojik Sermaye: Bir Ölçek Uyarlama Çalışması”, Amme İdaresi Dergisi, 45(1), 121-137.
  • BEGENİRBAŞ, M. (2015), “Psikolojik Sermayenin Çalışanların Duygu Gösterimleri ve İşe Yabancılaşmalarına Etkileri: Sağlık Sektöründe Bir Araştırma”, Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 20(3),249-263.
  • BORMAN, W. C., MOTOWIDLO, S. J. (1993), “Expanding The Criterion Domain to Include Elements of Contextual Performance”, Personnel Selection in Organizations (Ed. N. Schmitt, C. Walter), San Francisco, Ca: Jossey-Bass, 71-98.
  • BÜYÜKÖZTÜRK, Ş., ÇAKMAK, E. K., AKGÜN, Ö.E., KARADENİZ, Ş., DEMİREL, F. (2008), Bilimsel Araştırma Yöntemleri, (Geliştirilmiş 2. Baskı), Pegem Akademi, Ankara.
  • ÇALIŞKAN, S. E., ERİM, A. (2010), “Pozitif Örgütsel Davranış (POD) Değişkenleri İle Yeni Araştırma Modelleri Kurma Arayışları: POD’un İşe Adanmışlık, Tükenmişlik Ve Sinizm Üzerindeki Etkileri”, 18. Yönetim Organizasyon Kongresi Kitabı, 658-671.
  • CARVER, C. S., SCHEIER, M. F. (2001), “Optimism, Pessimism, and Self Regulation Change”, Optimism and Pessimism: Implications for Theory, Research, and Practice, (Ed. C. Edward), American Psychological Association, Washington DC, 31-51.
  • COVIN, J. G., SLEVIN, D. P. (1991), “A Conceptual Model of Entrepreneurship as Firm Behavior”, Entrepreneurship Theory and Practice, 16(1), 7-25.
  • CYERT, R. M., MARCH, J. G. (1992), A Behavioral Theory of the Firm, (2. Baskı), Blackwell Business, Cambridge, England.
  • ÇALIŞKAN, A. (2013), “İç Odaklı Örgüt Kültürünün Yenilikçi Davranışa Etkisinde Personel Güçlendirmenin Aracılık Rolü”, “İŞ, GÜÇ” Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 15(1), 88-112.
  • ÇETİN, F., BASIM, H. N. (2011), “Psikolojik Dayanıklılığın İş Tatmini ve Örgütsel Bağlılık Tutumlarındaki Rolü”, “İŞ, GÜÇ” Endüstri İlişkileri ve İnsan Kaynakları Dergisi, 13(3), 79-94.
  • ÇETİN, F., ŞEŞEN, H., BASIM H. N. (2013), “Örgütsel Psikolojik Sermayenin Tükenmişlik Sürecine Etkileri: Kamu Sektöründe Bir Araştırma”, Anadolu Üniversitesi Sosyal Bilimler Dergisi, 13(3), 95-108.
  • ÇÖL, G. (2008), “Algılanan Güçlendirmenin İşgören Performansı Üzerine Etkileri”, Doğuş Üniversitesi Dergisi, 9(1), 35-46.
  • DAFT, R. L. (1978), “A Dual-Core Model of Organizational Innovation”, Academy of Management Review, 21(2), 193-210.
  • DEMİRTAŞ, Ö., ÖZDEVECİOĞLU, M., BAYRAM, A. (2014), “The Effect of Leisure Behaviors On Employee’s Contextual and Task Performance”, Research Journal of Business and Management, 1(3), 204-213.
  • DENISON, D. R., MISHRA, A. K. (1995), “Toward A Theory of Organizational Culture and Effectiveness”, Organization Science, 6(2), 204–223.
  • DRUCKER, P. F. (1985), Innovation and Entrepreneurship: Practice and Principles, Harper & Row, New York.
  • ERDEM, B., GÖKDENİZ, A., MET, Ö., (2011). “Yenilikçilik ve İşletme Performansı İlişkisi: Antalya’da Etkinlik Gösteren 5 Yıldızlı Otel İşletmeleri Örneği”, Dokuz Eylül Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi,26(2), 77-112.
  • ERDOĞAN, İ. (1991), İşletmelerde Personel Seçimi ve Başarı Değerleme Teknikleri, İstanbul, İstanbul İşletme Fakültesi, İstanbul.
  • EREN, M. Ş., TOKGÖZ, E., GÜL, H., SAYLAN, O. (2013), “ Pazar Odaklılığın Nitel Performans Üzerindeki Etkisinde Öğrenme Odaklılık ve Yenilikçiliğin Düzenleyici Etkisi”, Dokuz Eylül Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 28(2), 1-39.
  • ERKMEN, T., ESEN, E. (2013), “Psikolojik Sermaye Ölçeğinin Geçerlilik ve Güvenilirlik Çalışması”, Marmara Üniversitesi Sosyal Bilimler Enstitüsü Öneri Dergisi, 39(10), 23-30.
  • ERKUŞ, A., FINDIKLI, M. A. (2013), “Psikolojik Sermayenin İş Tatmini, İş Performansı Ve İşten Ayrılma Niyeti Üzerindeki Etkisine Yönelik Bir Araştırma”, İstanbul Üniversitesi İşletme Fakültesi Dergisi, 42(2), 302-318.
  • ERTÜRK, A. (2012), “Linking Psychological Empowerment to Innovation Capability: Investigating the Moderating Effect of Supervisory Trust”, International Journal of Business and Social Science, 3(14), 153-165.
  • FREDRICKSON, B. L. (2001), “The Role of Positive Emotions in Positive Psychology: The Broaden and Build Theory of Positive Emotions”, American Psychologist, 56(3), 218-226.
  • FREDRICKSON, B. L., LOSADA, M. F. (2005), “Positive Affect and the Complex Dynamics of Human Flourishing”, American Psychologist, 60(7), 678-686.
  • FREEL, M. S. (2005), “Perceived Enviromental Uncertainty and Innovation in Small Firms”, Small Business Economics, 25, 49-64.
  • GARETH, R. J. (2001), Organizational Theory and Cases, Prentice Hall International Inc., London.
  • GEBERT, D., BOERNER, S., KEARNEY, E. (2006), “Cross Functionality and Innovation in New Product Development Teams: A Dilemmatic Structure and Its Consequences for the Management of Diversity”, European Journal of Work and Organizational Psychology, 15(4), 431-458.
  • GOHEL, K. (2012), “Psychological Capital as a Determinant of Employee Satisfaction”, International Referred Research Journal, 3(36), 34-37.
  • GOOTY, J., GAVIN, M., JOHNSON, P., LANCE F.M., SNOW, D. (2009), ‘‘In the Eyes of the Beholder: Transformational Leadership, Positive Psychological Capital and Performance’’, Journal of Leadership and Organizational Studies, 15(4), 353- 367.
  • GÜLER, B. K. (2009), “Pozitif Psikolojik Sermaye: Tanımı, Bileşenleri ve Yönetimi”, Çalışma Yaşamında Davranış Güncel Yaklaşımlar, (Ed. A. Keser, G. Yılmaz, S. Yürür), Umuttepe Yayınları, İzmit.
  • HAMEL, G. (2006), “The Why, What and How at Management Innovation”,Harvard Business Review, 84(2), 72-84.
  • HAN, J. K., NAMWOON, K., SRIVASTAVA R. K. (1998), “Market Orientation and Organizational Performance: Is Innovation a Missing Link?”, Journal of Marketing, 62(4), 30-45.
  • HERRON, L. (1991), “Cultivating Corporate Entrepreneurs”, Human Resource Planning, 15(4), 3-14.
  • IRSHAD, A., TOOR, S. R. (2008), “Problems and Challenges in Human Resource Management: A Case of Large Organization in Pakistan”, Pakistan Journal of Commerce and Social Sciences, 1, 37-47.
  • IVANCEVICH, J. M., KONOPASKE, R., MATTESON, M. T. (2005), Organizational Behavior and Management, McGraw-Hill/Irwin, 7th Edition, New York.
  • JANSSEN, O. (2000), “Job Demands, Perceptions Of Effort-Reward Fairness And Innovative Work Behaviour”, Journal of Occupational and Organizational Psychology, 73(3), 287-302.
  • JANSSEN, O., HUANG, X. (2008), “Us and Me: Team Identification and Individual Differentiation as Complementary Drivers of Team Members’ Citizenship and Creative Behaviors”, Journal of Management, 34(1), 69-88.
  • JENSEN, S. M., LUTHANS, F. (2006), “The Relationship Between Entrepreneur Psychological Capital and Authentic Leadership Dimensions”, Journal of Managerial Issues, 18(2), 254-273.
  • JUDGE, T. A., BONO, J. E. (2001), “Relationship of Core Self-Evaluations Traits-Self-Esteem, Generalized Self-Efficacy, Locus of Control, and Emotional Stability With Job Satisfaction and Job Performance: A Meta-Analysis”, Journal of Applied Psychology, 86(1), 80-92.
  • KAO, J. (1989), Entrepreneurship, Creativity and Organization, Englewood Cliffs, Prentice-Hall, New Jersey.
  • KAPLAN, M., BİÇKES, D. M. (2013), “The Relationship Between Psychological Capital and Job Satisfaction: A Study of Hotel Businesses in Nevşehir”, Celal Bayar Üniversitesi İktisadi ve İdari Bilimler Fakültesi Yönetim ve Ekonomi Dergisi, 20(2), 233-242.
  • KIRKMAN, B. L., ROSEN B. (1999), “Beyond SelfManagement: Antecedents and Consequences of Team Empowerment”, Academy of Management Journal, 42(1), 58-74.
  • KNIGHT, T. N. (2006), “Influencing Employee Innovation Through Structural Empowerment Initiatives: The Need To Feel Empowered”, Entrepreneurship Theory and Practice, 313-324.
  • KOHLER, T., JANSSEN, C., PLATH, S. C., REESE, J. P., LAY, J., STEINHAUSEN, S., GLOEDE, T., KOWALSKI C., SCHULZ-NIESWANDT F., PFAFF, H., (2010), “Communication, Social Capital and Workplace Health Management as Determinants of the Innovative Climate in German Banks”,International Journal of Public Health, 55(6), 561–570.
  • KRISHNAN, V. R. (2002), “Transformational Leadership and Value System Congruence”, International Journal of Value-Based Management, 15(1), 19-33.
  • LOPEZ, S. J., CIARLELLI, R., COFFMAN, L., STONE, M., WYATT, L. (2000), “Diagnosing For Strengths: On Measuring Hope Building Blocks”, Handbook of Hope Theory, Measures And Applications (Ed. C.R. Snyder), Academic Press, San Diego, 57-85.
  • LUMPKIN, G. G., DESS, G. T. (2005), “The Role of Entrepreneurial Orientation in Stimulating Effective Corporate Entrepreneurship”, Academy of Management Executive, 19(1), 147-156.
  • LUTHANS, F. (2002a), “The Need For and Meaning of Positive Organizational Behavior”, Journal of Organizational Behavior, 23(6), 695-706.
  • LUTHANS, F. (2002b), “Positive Organizational Behavior: Developing and Managing Psychological Strengths”, Academy of Management Executive, 16(1), 57-72.
  • LUTHANS F., YOUSSEF, C. M. (2004), “Human, Social and Now Positive Psychological Capital Management: Investing in People for Competitive Advantage”, Organizational Dynamics, 33(2), 143-160.
  • LUTHANS, F., LUTHANS, K., LUTHANS, B. C. (2004), “Positive Psychological Capital: Going Beyond Human and Social Capital”, Business Horizons, 47(1), 45-50.
  • LUTHANS, F., AVOLIO, B. J., WALUMBA, F. O., LI, W. (2005), “The Psychological Capital of Chinese Workers: Exploring the Relationship with Performance”, Management and Organization Review, 1(2), 249-271.
  • LUTHANS, F., VOGELGESANG, G. R., LESTER, P. B. (2006), “Developing The Psychological Capital of Resiliency”, Human Resource Development Review, 5(1), 25-44.
  • LUTHANS, F., AVOLIO, B. J., AVEY, J. B., NORMAN, S. M. (2007a), “Psychological Capital: Measurement And Relationship With Performance And Satisfaction”, Personnel Psychology, 60(3), 541-572.
  • LUTHANS, F., YOUSSEF, C., AVOLIO, B. (2007b), Psychological Capital: Developing the Human Competitive Edge, New York: Oxford University Press.
  • LUTHANS, F., AVOLIO, B. J., AVEY, J. B. (2007c), Psychological Capital Questionnaire Self-Rater Form, Other Rater Form, Scoring Scale, Mind Garden, Inc..
  • LUTHANS, F., NORMAN, S. M., AVOLIO, B. J., AVEY, J. B. (2008a), “The Mediating Role of Psychological Capital in the Supportive Organizational Climate–Employee Performance Relationship”, Journal of Organizational Behavior, 29(2), 219-238.
  • LUTHANS, F., AVEY, J. B. CLAPP-SMITH, R., LI, W. (2008b), “More Evidence on the Value of Chinese Workers' Psychological Capital: A Potentially Unlimited Competitive Resource”, The International Journal of Human Resource Management, 19(5), 818-827.
  • LUTHANS, F., AVOLIO, B. J. (2009), “The Point of Positive Organizational Behavior”, Journal of Organizational Behavior, 30, 291-307.
  • LUTHANS, F., AVEY, J., AVOLIO, B. J., PETERSON, S. (2010), “The Development and Resulting Performance Impact of Positive Psychological Capital”, Human Resource Development Quarterly, 21(1), 41-67.
  • MADDI, S. R. (2006), “The Journal of Positive Psychology: Dedicated To Furthering Research and Promoting Good Practise”, Building and Integrated Positive Psychology, 1(4), 226-229.
  • MATSUO, M. (2009), “The Influence of Sales Management Control on Innovativeness of Sales Departments”, Journal of Personal Selling & Sales Management, 29(4), 321-331.
  • McCLOY, R. A., CAMPBELL, J. P., CUDECK R., (1994), “A Confirmatory Test of A Model of Performance Determinants”, Journal of Applied Psychology, 79(4), 493-505.
  • MONE M. A., McKINLEY W., BARKER V. L. (1998), “Organizational Decline and Innovation: A Contingency Framework”, Academy of Management Review, 23(1), 115-32.
  • MONTES, J. L., MORENO, A. R., MORALES, V. G. (2005), “Influence of Support Leadership and Teamwork Cohesion on Organizational Learning, Innovation and Performance: An Empirical Examination”, Technovation, 25(10),1159-1172.
  • MORILLO, C. R. (1990), “The Reward Event and Motivation”, The Journal of Philosophy, 87(4), 169-186.
  • MOTOWIDLO, S. J., VANSCOTTER, J. R. (1994), “Evidence That Task Performance Should Be Distinguished From Contextual Performance”, Journal of Applied Psychology, 79(4), 475-480.
  • MURPHY, K. R., CLEVELAND, J. N. (1995), Understanding Performance Appraisal, Social, Organizational and Goal Based Perspectives, Sage Pub. London.
  • OECD (2011), OECD Science, Technology and Industry Scoreboard 2011: Innovation and Growth in Knowledge Economies, OECD, Paris.
  • OSTROFF, C., SCHMITT, N. (1993), “Configurations of Organizational Effectiveness and Efficiency”, Academy of Management Journal, 36(6), 1345-1361.
  • ÖZKALP, E. (2009), “Örgütsel Davranışta Yeni Bir Boyut: Pozitif (Olumlu) Örgütsel Davranış Yaklaşım ve Boyutları”, 17. Ulusal Yönetim ve Organizasyon Kongresi Bildireler Kitabı, Eskişehir.
  • PETERSON, S. J., LUTHANS, F., AVOLIO J. B., WALUMBWA F. O., ZHANG Z. (2011), “Psychological Capital and Employee Performance: A Latent Growth Modeling Approach”, Personnel Psychology, 64, 427-450.
  • PUGH, D. (1991), Organizational Behaviour, Prentice Hall International, London.
  • ROUSSEAU, D. M., MCLEAN P. J. (1993), “The Contracts of Individuals and Organizations”, Research in Organizational Behavior, 15, 1-43.
  • ROTUNDO, M., SACKETT, P. R. (2002), “The Relative Importance of Task,Citizenship, and Counterproductive Performance to Global Ratings of Job Performance: A Policy Capturing Approach”, Journal of Applied Psychology,87(1), 66-80.
  • RICCARDO, S., GIUSEPPE, F., ANDREA, C. (2013), “The Relationships Between Innovation and Human and Psychological Capital in Organizations: A Review”, The Innovation Journal: The Public Sector Innovation Journal, 18(3).
  • SASTRY, M. A. (1999), “Managing Strategic Innovation and Change”, Administrative Science Quarterly, 44(2), 420-422.
  • SCOTT, S. G., BRUCE, R. A. (1994), “Determinants of Innovative Behavior: A Path Model of Individual Innovation In the Workplace”, Academy of Management Journal, 37(3), 580-607.
  • SELIGMAN, M. E. P. (1990), Learned Optimism, Knopf, New York.
  • SELIGMAN, M. E. P., CSIKSZENTMIHALYI, M. (2000), “Positive Psychology”, American Psychologist, 55(1), 5-14.
  • SIGLER, T. H., PEARSON, C. M. (2000), “Creating An Empowering Culture: Examining The Relationship Between Organizational Culture and Perceptions of Empowerment”, Journal of Quality Management, 5(1), 27-52.
  • SOBEL, M. E. (1982), “Asymptotic Confidence Intervals for Indirect Effects in Structural Equation Models”, Sociological Methodology, 13, 290-312.
  • SORESCU, A. B., CHANDY, R. K., PRABHU, J. C. (2003), “Sources and Financial Consequences of Radical Innovation: Insights from Pharmaceuticals”, Journal of Marketing, 67(4), 82-102.
  • STAJKOVIC, A. D., LUTHANS, F. (1998), “Self-Efficacy and Work Related Performance: A Meta-Analysis”, Psychological Bulletin, 124(2), 240-261.
  • SNYDER, C. R. (1995), “Conceptualizing, Measuring, And Nurturing Hope”,Journal of Counseling and Development, 73(3), 355-360.
  • TAGGAR, S. (2002), “A Multi-Level Model of Creativity in Intact Workgroups”, Academy of Management Journal, 45, 315-331.
  • TIGER, L. (1971), Optimism: Thebiology of Hope, Simon –Schuster, New York.
  • TOLBERT, P. S., ZUCKER, L. G. (1983), “Institutional Sources of Change in the Formal Structure of Organizations: The Diffusion of Civil Service Reform, 1880-1935”, Administrative Science Quarterly, 28(1), 22-39.
  • TORRINGTON, D., Hall, L. (1995), Personel Management: HRM In Action,Prentice Hall, Londra.
  • UĞURLU KARA, A. (2014), Pozitif Psikolojik Sermaye ile Bireysel Performans İlişkisi: Tarım Kredi Kooperatifi Merkez Birliği Örneği, Gazi Üniversitesi Sosyal Bilimler Enstitüsü, Yüksek Lisans Tezi, Ankara.
  • VOS, J. P. (2004), “Developing Strategic Self- Description of SMEs”, Technovation, 25, 989-999.
  • WOODMAN, R. W., SAWYER, J. E., GRFFIN, R. W.(1993), “Toward A Theory of Organizational Creativity”, Academy of Management Review, 18(2), 293–321.
  • WRIGHT, T. A. (2003), “Positive Organizational Behavior: An Idea Whose Time Has Truly Come”, Journal of Organizational Behavior, 24(4), 437-442.
  • WU, C., PARKER, S. K., DE JONG, J. P. J (2014), “Need For Cognition As An Antecedent Of Individual Innovation Behavior”, Journal of Management, 40(6), 1511-1534.
  • WHELAN, E., PARISE, S., DE VALK J., AALBERS. R. (2011), “Creating Employee Networks That Deliver Open Innovation”, MIT Sloane Management Review, 53, 36-45.
  • XIE, Y., POWERS, D. (2000), Statistical Methods for Categorial Data Analysis, Academic Press, San Diego.
  • YEŞİL S., SÖZBİLİR, F. (2013), “An Empirical Investigation into the Impact of Personality on Individual Innovation Behaviour in the Workplace”, Procedia_Social and Behavioral Sciences, 81, 540-551.
  • YILDIZ, H. (2015), Pozitif Psikolojik Sermaye, Örgütsel Güven ve Örgütsel Vatandaşlık Davranışı Arasındaki İlişkinin İncelenmesi: Bir Alan Araştırması,Balıkesir Üniversitesi Sosyal Bilimler Enstitüsü, Doktora Tezi, Balıkesir.
  • YUAN, F., WOODMAN R. W. (2010), “Innovative Behavior in The Workplace: The Role Of Performance and Image Outcome Expectatıons”, Academy of Management Journal, 53(2), 323-342.
  • ZAHRA, S. A. (1993), “Environment, Corporate Entrepreneurship and Financial Performance: A Taxonomic Approach”, Journal of Business Venturing, 8(4),319-340.
  • ZHAO, F. (2006), “Exploring the Synergy Between Entrepreneurship and Innovation”, International Journal of Entrepreneurial Behavior & Research, 11(1), 25-41.
  • ZHOU, J. (2003), “When The Presence of Creative Coworkers is Related to Creativity: Role of Supervisor Close Monitoring, Developmental Feedback and Creative Personality”, Journal of Applied Psychology, 88(3), 413-422.
  • ZHAO, Z - HOU, J. (2009), “The Study on Psychological Capital Development on Entreprenurial Team”, International Journal of Psychological Studies, 1(2), 35- 40.
Toplam 115 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Makaleler
Yazarlar

Memduh Begenirbaş

Ercan Turgut

Yayımlanma Tarihi 13 Haziran 2016
Kabul Tarihi 17 Şubat 2016
Yayımlandığı Sayı Yıl 2016 Cilt: 31 Sayı: 1

Kaynak Göster

APA Begenirbaş, M., & Turgut, E. (2016). Psikolojik Sermayenin Çalışanların Yenilikçi Davranışlarına ve Performanslarına Etkileri: Savunma Sektöründe Bir Araştırma. Dokuz Eylül Üniversitesi İktisadi İdari Bilimler Fakültesi Dergisi, 31(1), 57-93. https://doi.org/10.24988/deuiibf.2016311485
AMA Begenirbaş M, Turgut E. Psikolojik Sermayenin Çalışanların Yenilikçi Davranışlarına ve Performanslarına Etkileri: Savunma Sektöründe Bir Araştırma. Dokuz Eylül Üniversitesi İktisadi İdari Bilimler Fakültesi Dergisi. Haziran 2016;31(1):57-93. doi:10.24988/deuiibf.2016311485
Chicago Begenirbaş, Memduh, ve Ercan Turgut. “Psikolojik Sermayenin Çalışanların Yenilikçi Davranışlarına Ve Performanslarına Etkileri: Savunma Sektöründe Bir Araştırma”. Dokuz Eylül Üniversitesi İktisadi İdari Bilimler Fakültesi Dergisi 31, sy. 1 (Haziran 2016): 57-93. https://doi.org/10.24988/deuiibf.2016311485.
EndNote Begenirbaş M, Turgut E (01 Haziran 2016) Psikolojik Sermayenin Çalışanların Yenilikçi Davranışlarına ve Performanslarına Etkileri: Savunma Sektöründe Bir Araştırma. Dokuz Eylül Üniversitesi İktisadi İdari Bilimler Fakültesi Dergisi 31 1 57–93.
IEEE M. Begenirbaş ve E. Turgut, “Psikolojik Sermayenin Çalışanların Yenilikçi Davranışlarına ve Performanslarına Etkileri: Savunma Sektöründe Bir Araştırma”, Dokuz Eylül Üniversitesi İktisadi İdari Bilimler Fakültesi Dergisi, c. 31, sy. 1, ss. 57–93, 2016, doi: 10.24988/deuiibf.2016311485.
ISNAD Begenirbaş, Memduh - Turgut, Ercan. “Psikolojik Sermayenin Çalışanların Yenilikçi Davranışlarına Ve Performanslarına Etkileri: Savunma Sektöründe Bir Araştırma”. Dokuz Eylül Üniversitesi İktisadi İdari Bilimler Fakültesi Dergisi 31/1 (Haziran 2016), 57-93. https://doi.org/10.24988/deuiibf.2016311485.
JAMA Begenirbaş M, Turgut E. Psikolojik Sermayenin Çalışanların Yenilikçi Davranışlarına ve Performanslarına Etkileri: Savunma Sektöründe Bir Araştırma. Dokuz Eylül Üniversitesi İktisadi İdari Bilimler Fakültesi Dergisi. 2016;31:57–93.
MLA Begenirbaş, Memduh ve Ercan Turgut. “Psikolojik Sermayenin Çalışanların Yenilikçi Davranışlarına Ve Performanslarına Etkileri: Savunma Sektöründe Bir Araştırma”. Dokuz Eylül Üniversitesi İktisadi İdari Bilimler Fakültesi Dergisi, c. 31, sy. 1, 2016, ss. 57-93, doi:10.24988/deuiibf.2016311485.
Vancouver Begenirbaş M, Turgut E. Psikolojik Sermayenin Çalışanların Yenilikçi Davranışlarına ve Performanslarına Etkileri: Savunma Sektöründe Bir Araştırma. Dokuz Eylül Üniversitesi İktisadi İdari Bilimler Fakültesi Dergisi. 2016;31(1):57-93.
 Kapak Resmi İndir