Researcher:
Aycan, Zeynep

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Zeynep

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Aycan

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Researcher Of Publications: search.filters.isAuthorOfPublication.69ce05db-97cf-4a54-9b8d-63dd5c8c2756

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    Individual- and organizational-level predictors of training effectiveness in business organizations
    (Turkish Psychologists Assoc, 2001) Balcı, H.; Department of Psychology; Aycan, Zeynep; Faculty Member; Department of Psychology; College of Social Sciences and Humanities; 5798
    This study aims at investigating the effectiveness criteria as well as individual- and organizational-level factors that influence training effectiveness. Retrospective data were collected from 171 private sector business organization participants via surveys in a cross-sectional study. Participants were asked to indicate the level of effectiveness of the training that they received six months prior to the study. Findings confirmed three components of training effectiveness: transfer of knowledge to job, performance improvement, and positive organizational attitudes. Analysis of variance results showed that level of training effectiveness may vary depending on the type of training. In this study, computer-related trainings were found to be the most effective on all criteria. This was attributed mainly to resource availability and organizational support to such technical trainings. Multiple regression analyses showed that organizational support and training-related factors (e.g., trainer, training method, etc.) explained the highest variance in training effectiveness.
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    Cross-cultural industrial and organizational psychology - contributions, past developments, and future directions
    (Sage, 2000) Department of Psychology; Aycan, Zeynep; Faculty Member; Department of Psychology; College of Social Sciences and Humanities; 5798
    This article aims at critically evaluating the; theory and scope of cross-cultural industrial and organizational (I/O) research, emphasizing its past and its future. In the theory section, the author discusses the ways sociocultural context influences organizational phenomena. Also discussed are issues such as the level of theory, assumption of linearity, unilateral effect of culture on organizations, conceptualization of culture, and atheoretical nature of research. In the second section, three areas of research, which are underrepresented in cross-cultural I/O literature, are discussed: staffing, performance management, and employee health and safety. It is argued that compared to traditional research topics of cross-cultural I/O psychology (e.g., leadership, motivation, work values, etc.), these topics are more central to the field, more related to improvement of human potential and conditions at work, and better able to guide practices in various cultural contexts.
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    Career choices, job selection criteria, and leadership preferences in a transitional nation: the case of Turkey
    (IEEE, 2003) Fikret Paşa, Selda; Department of Psychology; Aycan, Zeynep; Faculty Member; Department of Psychology; College of Social Sciences and Humanities; 5798
    This study explored the factors that influenced Turkish university students' career choices, job selection criteria, and leadership preferences. Participated in this study were 1,213 senior and junior management students from 17 universities across 6 regions of Turkey. Data collection was accomplished through a self-administered four-part questionnaire. Findings revealed that for the entire sample, having power and authority, peaceful work environment, opportunity for career advancement, and pay were the most motivating factors in job selection, whereas close supervision and guidance, praise from supervisor, feedback on performance, and sense of belonging were the least motivating ones. Charismatic leadership was found to be the most preferred style followed by participative, paternalistic, and bureaucratic styles. Finally, career choices were mostly affected by intrinsic factors (i.e., self aspirations), whereas interpersonal factors (i.e., significant others' expectations) were least influential. Findings were discussed in light of dynamic and changing cultural characteristics of the Turkish society.
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    The work-family interface in Turkey
    (Routledge, 2017) Department of Psychology; Department of Psychology; Başkurt, Ayşe Burçin; Aycan, Zeynep; Teaching Faculty; Faculty Member; Department of Psychology; College of Social Sciences and Humanities; College of Social Sciences and Humanities; 329115; 5798
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    Cross-cultural approaches to work-family conflict
    (Elsevier academic Press inc, 2008) Department of Psychology; Aycan, Zeynep; Faculty Member; Department of Psychology; College of Social Sciences and Humanities; 5798
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    Work-life balance: cross-cultural, cross-domain, and crossover effects
    (John Wiley & Sons Ltd, 2012) Department of Psychology; Aycan, Zeynep; Faculty Member; Department of Psychology; College of Social Sciences and Humanities; 5798
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    The relationship of downward mobbing with leadership style and organizational attitudes
    (Springer, 2013) N/A; Department of Psychology; Department of Psychology; Ertüreten, Ayşe Gül; Cemalcılar, Zeynep; Aycan, Zeynep; Master Student; Faculty Member; Faculty Member; Department of Psychology; Graduate School of Social Sciences and Humanities; College of Social Sciences and Humanities; College of Social Sciences and Humanities; N/A; 40374; 5798
    The present study investigates (1) the relationship of different leadership styles (transactional, transformational, authoritarian, paternalistic) with mobbing behaviors of superiors (i.e., downward mobbing) and (2) organizational attitudes (job satisfaction, organizational commitment, turnover intention) of mobbing victims. Data were collected from 251 white-collar employees. Path analysis findings showed that transformational and transactional leadership decreased the likelihood of mobbing, whereas authoritarian leadership increased it. Paternalistic leadership was mildly and negatively associated with mobbing. Regarding the consequences of mobbing for employees' organizational attitudes, the same analyses suggested that higher perceptions of downward mobbing was significantly associated with lower job satisfaction, lower affective commitment, higher continuous commitment, and higher turnover intention.
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    Cross-cultural interaction: what we know and what we need to know?
    (Emerald Group Publishing Ltd., 2021) Adler, Nancy; Department of Psychology; Aycan, Zeynep; Faculty Member; Department of Psychology; College of Social Sciences and Humanities; 5798
    Pervasive forms of worldwide communication now connect us instantly and constantly, and yet we all too often fail to understand each other. Rather than benefiting from our globally interconnected reality, the world continues to fall back on divisiveness, a widening schism exacerbated by some of the most pronounced divisions in history along lines of wealth, culture, religion, ideology, class, gender, and race. Cross-cultural dynamics are rife within multinational organizations and among people who regularly work with people from other cultures. This chapter reviews what we know from our scholarship on cross-cultural interaction among expatriates, negotiators, and teams that work in international contexts. Perhaps more important, this chapter outlines what we need to learn -and to unlearn -to be able to see diversity as an asset in helping individuals, organizations, and society to succeed rather than continuing to understand it primarily as a source of problems.
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    Culture and HRM practices
    (Wiley, 2000) Kanungo, Ramakrishna; Department of Psychology; N/A; Aycan, Zeynep; Kanungo, Ramakrishna; Faculty Member; N/A; Department of Psychology; College of Social Sciences and Humanities; N/A; 5798; N/A
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    Psychological well-being and work performance of dual-career couples with 0-6 year-old child(ren)
    (Wiley, 2000) Department of Psychology; Department of Psychology; Aycan, Zeynep; Eskin, Mehmet; Faculty Member; Faculty Member; Department of Psychology; College of Social Sciences and Humanities; College of Social Sciences and Humanities; 5798; 2210