Researcher: Çolakoğlu, Saba Sultan
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Çolakoğlu, Saba Sultan
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Publication Metadata only Depression and anxiety in relation with hormonal and metabolic profile in women with polycystic ovarian syndrome(2014) N/A; Çolakoğlu, Saba Sultan; Other; #N/A; #N/AObjective: Polycystic ovary syndrome (PCOS) is a common hyperandrogenic endocrine disorder which is also associated with psychological and metabolic disturbances. The aim of the present study was to determine whether depression and anxiety were more common in women with PCOS and whether were associated with metabolic and hormonal status. Material and Methods: A total of 50 women with PCOS and 50 age-matched controls were eligible for the study. All participants completed standardized questionnaires assessing depression (Beck Depression Inventory) and anxiety (Beck Anxiety Inventory). Hirsutism scores, hormonal and metabolic profile were also evaluated. Results: Depression and anxiety scores were found higher in women with PCOS compared to controls. Both scores were significantly correlated with body mass index, insulin resistance and lipid parameters as well as hirsutism scores. Conclusion: Data of the present study suggested that depression and anxiety scores were higher in women with PCOS compared to controls. Both depression and anxiety in PCOS is associated with obesity, hirsutism and metabolic abnormalities such as insulin resistance, dyslipidemia and hyperandrogenemia. Clinicians treating women with PCOS should be aware that these women are a high risk group for common mood and anxiety disorders. Management should focus on support, education and strongly emphasizing healthy lifestyle changes. / Öz: Amaç: Polikistik over sendromu (PKOS) metabolik ve psikolojik bozuklukların da eşlik ettiği sık görülen bir hiperandrojenik endokrin hastalıktır. Bu çalışmanın amacı PKOS’lu hastalarda depresyon ve anksiyeteyi ölçekler vasıtasıyla değerlendirip, bu ölçeklerin metabolik ve hormonal profil ile ilişkisini incelenmiştir. Gereç ve Yöntemler: PKOS tanısı almış 50 hastaya ve 50 sağlıklı gönüllüye Beck depresyon ve Beck anksiyete ölçekleri anket yöntemiyle doldurtuldu. Hasta ve ve kontrol gruplarının fizik muayene bulguları, hirsutizm skorları (modifiye Ferriman Gallwey) not edildi. Hormonal ve metabolik profilleri de değerlendirildi. Bulgular: Depresyon ve anksiyete skorları PKOS grubunda kontrol grubuna göre daha yüksek bulundu. Hem depresyon hem de anksiyete skorları vücut kitle indeksi, insülin resistansı, lipid profili ve hirsutizm skorları ile pozitif korelasyon gösterdi. Sonuç: Depresyon ve anksiyete skorları PKOS’lu hastalarda sağlıklı kontrollere göre daha yüksektir. Bu skorlar obezite ve hirsutizm ile ve aynı zamanda dislipidemi, insülin rezistansı ve hiperandrojenizm gibi hormonal ve metabolik bozukluklar ile de ilişkilidir. Klinisyenler, PKOS’lu hastaların anksiyete ve duygu durum bozuklukları için yüksek risk grubunda oldukları konusunda bilinçli olmalıdır. Bu hastaların yönetimi, destek, eğitim ve sağlıklı yaşam tarzı değişikliklerinin özendirilmesi konularına odaklanmalıdır.Publication Metadata only An empirical examination of personal learning within the context of teams(Wiley, 2016) Jiang, Yuan; Jackson, Susan E.; N/A; Çolakoğlu, Saba Sultan; Other; College of Administrative Sciences and Economics; N/AUsing a sample of 588 employees in 59 work teams, we tested a model that situates personal learning within the context of teams, viewing it as a joint function of teams' leadership climate (i.e., transformational leadership) and task characteristics (i.e., task routineness and task interdependence). Consistent with our hypotheses, we found that the positive relationships between transformational leadership climate and the two dimensions of personal learning (relational job learning and personal skill development) were moderated by the nature of the teams' tasks. Specifically, transformational leadership climate was more strongly associated with personal learning for members of teams working on tasks that were less routine, rather than more routine. However, no significant moderation was found for leadership climate and task interdependence. Our findings underscore the importance of taking into account the contextual conditions within which leadership influence occurs while also demonstrating the potential role that leaders can play in promoting employees' personal learning. Overall, our study bolsters theories that conceptualize adult learning as a transaction between people and their social environments and points to a practical need to match leadership styles with team task characteristics to unleash transformational leadership effects. Copyright (c) 2015 John Wiley & Sons, Ltd.Publication Metadata only A closer examination of how human resource management systems impact social and human capital in organisations(Inderscience Publishers, 2018) Chung, Yunhyung; N/A; Çolakoğlu, Saba Sultan; Other; College of Administrative Sciences and Economics; N/AThis research aims to develop an organisational-level theoretical model that links two ubiquitous kinds of HR systems with two different forms of social capital emergence in organisations, which consequently influence human capital. Our conceptual model shows that commitment HR systems that draw more on collaborative work and employee involvement facilitate generation of social capital as a public good (i.e., public social capital). Conversely, cost reduction HR systems with less reliance on employee collaboration and involvement facilitate generation of social capital as a private good (i.e., private social capital). In turn, these two forms of social capital differentially impact the level, distribution, and nature of human capital in organisations.Publication Metadata only Reviewing creativity and innovation research through the strategic HRM lens(Emerald Group Publishing Ltd., 2019) Erhardt, N.; Pougnet-Rozan, S.; Martin-Rios, C.; N/A; Çolakoğlu, Saba Sultan; Other; College of Administrative Sciences and Economics; N/ACreativity and innovation have been buzzwords of managerial discourse over the last few decades as they contribute to the long-term survival and competitiveness of firms. Given the non-linear, causally ambiguous, and intangible nature of all innovation-related phenomena, management scholars have been trying to uncover factors that contribute to creativity and innovation from multiple lenses ranging from organizational behavior at the micro-level to strategic management at the macro-level. Along with important and insightful developments in these research streams that evolved independently from one another, human resource management (HRM) research – especially from a strategic perspective – has only recently started to contribute to a better understanding of both creativity and innovation. The goal of this chapter is to review the contributions of strategic HRM research to an improved understanding of creativity at the individual-level and innovation at the firm-level. In organizing this review, the authors rely on the open innovation funnel as a metaphor to review research on both HRM practices and HRM systems that contribute to creativity and innovation. In the last section, the authors focus on more recent developments in HRM research that focus on ambidexterity – as a way for HRM to simultaneously facilitate exploration and exploitation. This chapter concludes with a discussion of future research directions. © 2019 by Emerald Publishing Limited.Publication Metadata only High-skilled female immigrants: career strategies and experiences(Emerald Group Publishing Ltd, 2018) Yunlu, Dilek G.; Arman, Gamze; N/A; Çolakoğlu, Saba Sultan; Other; College of Administrative Sciences and Economics; N/APurpose The purpose of this paper is to uncover career-related issues that high-skilled female immigrants face and their strategies for rebuilding their careers upon migration for a diverse range of reasons including following a spouse, furthering education and self-initiated expatriation. Design/methodology/approach Using grounded theory to explore this topic, the authors performed 14 in-depth interviews with female immigrants that fit pre-determined inclusion criteria for high-skilled (e.g. educated, gainfully and professionally employed). The study context of immigration is the USA, and the authors performed interviews with high-skilled immigrants from Turkey - an underrepresented nation in the US migrant population. Findings Content analysis of in-depth interviews revealed five primary theoretical themes that captured the career experiences of these individuals: non-linear career entry, career orientation, strong commitment and will to succeed, socialization patterns at work and support network. Integrating these findings with theories on adult learning, the authors developed an experiential learning model of career reconstruction among high-skilled immigrants. Originality/value This study contributes to the global mobility literature by developing an experiential learning theory of careers and taking a gendered perspective to the career experiences of high-skilled female immigrants. It answers the questions: what are the individual and situation factors associated with career success among high-skilled female immigrants? and what is the process that high-skilled immigrants go through to rebuild their careers?Publication Metadata only Subsidiary-level outcomes of expatriate staffing: an empirical examination of mnc subsidiaries in the USA(Inderscience Enterprises Ltd, 2013) Jiang, Yuan; N/A; Çolakoğlu, Saba Sultan; Other; College of Administrative Sciences and Economics; N/AThis study examines the relationship between expatriate staffing levels and subsidiary performance among the US subsidiaries of foreign companies headquartered in Europe and Japan. Expatriate staffing is hypothesised to be indirectly related to subsidiary performance - through its differential impact on four globally versus locally desired outcomes. Drawing from the MNC strategy literature, it is argued that expatriate staffing in subsidiaries will be positively related to subsidiaries' degree of shared vision with and the amount of knowledge transferred from their parent companies, but negatively related to their ability to become locally responsive to and their level of local adaptation to host markets. Based on liability of foreignness theory, these four intermediate mechanisms are proposed to be positively related to subsidiary performance. Results support some of the hypotheses and offer several new insights into the international staffing literature.Publication Metadata only High-investment HR values and firm performance among local firms and U.S. MNCs’ subsidiaries in South Asia: a comparative study(Routledge, 2016) Allen, Matt; Miah, Khasro; Bird, Allan; N/A; Çolakoğlu, Saba Sultan; Other; College of Administrative Sciences and Economics; N/AGrounded in institutional theory, this study investigates the differential adoption and internalization of high-investment human resource (HR) values by local companies and by subsidiaries of US firms located throughout South Asia; and the impact of these HR values on firms’ performance. In line with our predictions, results suggest that US subsidiaries have a greater rate of adoption of high-investment HR values compared to local South Asian firms. Contrary to our predictions, however, both types of firms are similar in the level of internalization of their respective HR values. Finally, while greater levels of high-investment HR value adoption is associated with firm performance across the board, this relationship tends to be stronger for US MNCs’ subsidiaries compared to local South Asian companies. Theoretical and practical implications for the transfer and diffusion of high-investment HR values in institutionally and culturally distant contexts are discussed.Publication Metadata only Involvement work systems and operational effectiveness: exploring the moderating effect of national power distance(2015) Jiang, Yuan; Lepak, David P.; Blasi, Joseph R.; Kruse, Douglas L.; N/A; Çolakoğlu, Saba Sultan; Other; College of Administrative Sciences and Economics; N/AWork practices that involve employees are generally assumed to be less effective in more hierarchical societies where employees' values are not aligned with such practices. In this study, we challenge this assumption by developing a theory that differentiates between the symbolic and instrumental aspects of involvement work systems and proposing that their symbolic impact will be more pronounced in egalitarian societies, whereas their instrumental impact will be more pronounced in hierarchical societies. In particular, we draw on the symbolic action perspective and theories on culture to test the relationship between involvement work systems and operational effectiveness by incorporating organizational climate of participation and national cultural differences in power distance. Using multi-source, multilevel data from 260 facilities of a multinational company operating in 22 countries, we found that the mediated relationship between involvement work systems and operational effectiveness through climate of participation (i.e., the symbolic impact) was stronger among facilities located in lower power distance societies. On the other hand, the direct relationship between involvement work systems and operational effectiveness (i.e., the instrumental impact) was stronger in higher power distance societies. Overall, our study resolves a seeming cultural dilemma with regard to how involvement work systems operate cross-culturally.Publication Metadata only Knowledge creation capability in mnc subsidiaries: examining the roles of global and local knowledge inflows and subsidiary knowledge stocks(Elsevier Science Bv, 2014) Yamao, Sachiko; Lepak, David P.; N/A; Çolakoğlu, Saba Sultan; Other; College of Administrative Sciences and Economics; N/AGrounded in knowledge-based theories of the multinational corporation (MNC) and building on organizational learning literature, this paper develops and tests a model of MNC subsidiaries' knowledge creation capability as a joint function of knowledge inflows to subsidiaries and their knowledge stocks (i.e., subsidiaries' internal human, social, and organizational capital). Survey-based data from 106 subsidiaries located in the U.S. suggests that local (i.e., host country) knowledge inflows to a subsidiary are more effective in enhancing a subsidiary's knowledge creation capability compared to global knowledge inflows from other units of the same MNC. Furthermore, results point to a not-invented-here syndrome in the exploitation of knowledge sourced from the parent company; such that when a subsidiary's internal social capital is high, the relationship between global knowledge inflows and knowledge creation capability is negative and when it is low, the relationship becomes positive. (C) 2013 Elsevier Ltd. All rights reserved.Publication Metadata only Cracking but not breaking: joint effects of faultline strength and diversity climate on loyal behavior(Academy of Management, 2015) Chung,Yunhyung; Liao, Hui; Jackson, Susan E.; Subramony, Mahesh; Jiang, Yuan; N/A; Çolakoğlu, Saba Sultan; Other; College of Administrative Sciences and Economics; N/AThis study examines the joint effects of diversity composition (as manifested in faultline strength) and diversity management (as manifested in diversity climate) on loyal behavior. Using data gathered from a sample of 1,652 managerial employees in 76 work units, we assess the cross-level effects of unit-level relationship-and task-related faultline strength and diversity climate on individual-level loyal behavior of managerial employees. We find a negative relationship between gender faultline strength and loyal behavior, and a positive relationship between diversity climate and loyal behavior. In addition, we find that work unit diversity climate moderates the relationships between the strength of gender and function faultlines and loyal behavior; specifically, a supportive diversity climate reduces the negative consequences associated with relationship-related faultlines and increases the positive consequences associated with task-related faultlines. The results highlight the value of simultaneously considering faultlines and diversity climate in understanding and managing workforce diversity.