Researcher:
Kılıç, Bülent

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Bülent

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Kılıç

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Kılıç, Bülent

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2014 - 20194

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Researcher Of Publications: search.filters.isAuthorOfPublication.9bf9e130-ef79-49a1-a597-ab28c9bd33a8

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Now showing 1 - 4 of 4
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    Transition to professional life through experiential learning: an undergraduate course
    (Palgrave Macmillan, 2016) N/A; Department of Psychology; N/A; N/A; N/A; N/A; Kılıç, Bülent; Akın, Rengin Işık; Ersayan, Ayşe Esra; Ersarı, Pınar Özbek; Özgen, Muhsine Itır; Faculty Member; Teaching Faculty; Teaching Faculty; Teaching Faculty; Teaching Faculty; Department of Psychology; College of Social Sciences and Humanities; N/A; N/A; N/A; N/A; N/A; N/A; N/A; 186159; 186157
    In today’s competitive business world, young adults strive to be employed by well-known corporations. However, having a degree does not guarantee an employment opportunity, just like a high grade point average does not guarantee a better position, as employers prefer candidates not only with a diploma, but also with professional competencies such as teamwork, relationship management, and creative problem solving. Therefore, higher education institutions develop various courses and certificate programs that buttress the development of competencies. Universities develop such diverse and innovative courses beyond their traditional curriculum, and they are also challenged to use various methodologies in these courses.
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    An organizational trauma intervention: a case from Turkey
    (Igi Global, 2017) N/A; Department of Psychology; Kılıç, Bülent; Faculty Member; Department of Psychology; College of Social Sciences and Humanities; N/A
    The aim of this chapter is to describe a trauma experienced among blue collar employees at the XYZ car factory in Turkey. Demonstrations led to a halt of production after the representative union signed higher salary at another factory. After the consensus among the parties the production was restarted. However, the trauma and its symptoms emerged. Conflicts and polarization rose among the workers and the employer decided to conduct an intervention program. This study focuses on the pre-intervention, pilot intervention and main intervention programs. Descriptive quotations related to the trauma and the implications of the intervention program are discussed in the light of a theoretical framework. In the present paper, a brief background of the automotive industry and labor unions will be presented. The theoretical perspective is put forward, the implemented program is described, and the descriptive findings are presented then the findings and implications are discussed.
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    The moderating effect of communication climate between job satisfaction and turnover intention
    (Marmara Üniversitesi (MÜ) Yayınları, 2014) Ünler, Ela; Çıray, Jale Canan; Department of Psychology; Kılıç, Bülent; Faculty Member; Department of Psychology; College of Social Sciences and Humanities; N/A
    The aim of the study was to explore the effect of job satisfaction on turnover intentions of employees. It was also investigated if communication climate has a moderating effect on the satisfaction-turnover intentions relationship. 182 questionnaires were collected from individuals who were working in the banking industry. The sample was comprised of 97 women and 85 men. Results indicated that, job satisfaction and communication climate both have a negative effect on turnover intentions of employees. Participants working in companies with a positive communication climate and high levels of job satisfaction displayed a lower levels of turnover intentions. Furthermore, two of the communication climate dimensions: supervisor-subordinate communication, openness and trust in communication were found to have a moderating role between external job satisfaction and turnover intention. Managerial implications and research limitations were discussed. / Çalışmanın amacı, iş doyumu ve iletişim ikliminin çalışanların işden ayrılma niyetlerine etkisini incelemektir. Ayrıca, iletişim ikliminin iş doyumu ve işden ayrılma niyeti ilişkisinde şartlı değişken olarak rol alıp almadığı anlaşılmaya çalışılmıştır. Çalışmaya Türkiye’de bankacılık sektöründe çalışan 182 kişi katılmıştır. Katılımcıların 96’sı kadın 84’ü erkekir. Araştırmanın sonuçlarına göre, iş doyumu ve iletişim ikliminin işden ayrılma niyeti ile olumsuz ilişki içinde olduğu görülmüştür. İş doyumu yüksek ve olumlu iletişim iklime sahip şirketlerde çalışanların işden ayrılma niyetlerinin azaldığı anlaşılmıştır. Ayrıca, iletişim iklimi boyutlarından, yönetici-çalışan iletişimi ve iletişimde şeffaflık ve güvenin, dışsal kaynaklı iş doyumu ve işden ayrılma niyeti ilişkisinde şartlı değişken olarak görev yaptığı bulunmuştur. Çalışmanın tartışma bölümünde kısıtları ve katkıları aktarılmıştır.
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    PublicationOpen Access
    Paternalistic leadership and employee organizational attitudes: the role of positive/negative affectivity
    (Sage, 2019) Ünler, Ela; Department of Psychology; Kılıç, Bülent; Department of Psychology; College of Social Sciences and Humanities
    The aim of the present study is to examine the relationship between paternalistic leadership (PL) and organizational attitudes, namely, job satisfaction and organizational commitment. The effect of positive/negative affectivity (PA/NA) as a mediator was analyzed in this relationship. The questionnaires were distributed to a total of 550 MBA students who are employed in companies located in Istanbul with a 61.45% return rate. Multiple regression analyses were performed to test the hypotheses. The results of regression analysis indicated that PL was positively associated with both affective commitment and job satisfaction. PA/NA functioned as a mediator between PL and organizational attitudes. This study advances the understanding of PL with affective states and organizational attitudes. The current literature focuses on PL for different cultures and its relationship with different variables. Research in PL and affectivity is relatively limited. This study contributes to the literature by enhancing the understanding of PL with affective traits.