Researcher: Aksoy, Eda
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Aksoy, Eda
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Publication Metadata only Perceptions of organizational tightness-looseness moderate associations between perceived unfair discrimination and employees' job attitudes(Sage Publications Inc, 2022) N/A; Department of Business Administration; Department of Business Administration; N/A; Marcus, Justin; Aksoy, Eda; Alemu, Gashaw Tesfa; Faculty Member; Faculty Member; Master Student; Department of Business Administration; College of Administrative Sciences and Economics; College of Administrative Sciences and Economics; Graduate School of Social Sciences and Humanities; 124653; 261803; N/AFusing social psychological theory on the BIAS map and attributions with cross-cultural theory on organizational tightness-looseness, we examine the interactive effects of active/passive facilitation/harm by organizational members and perceptions of organizational tightness on employee job attitudes. Study hypotheses were tested using a sample of bank employees located across 26 branches of a large bank in Addis Ababa, Ethiopia (N = 324). Using a norm-behavior alignment perspective, we hypothesized that (supportive) active facilitation behaviors would be more strongly related to employee attitudes in tight versus loose perceived organizational cultures, whereas (negative) passive facilitation, active harm, and passive harm behaviors would be less strongly related to employee attitudes in tight versus loose perceived organizational cultures. Results provided overall support for these expectations. The present findings have implications for the mitigation of the effects of unfair discrimination on employee attitudes in organizational contexts, theorized associations between cultural T-L and unfair discrimination, and the generalizability of cultural T-L theory to developing country contexts that are typified by collectivistic and tight societal cultures.Publication Metadata only The relationships between MBO system strength and goal-climate quality and strength(Wiley, 2014) Bayazıt, Mahmut; Department of Business Administration; Aksoy, Eda; Faculty Member; Department of Business Administration; College of Administrative Sciences and Economics; 261803We adopted Bowen and Ostroff's (2004) HRM system strength concept so as to test it within the context of a management by objectives (MBO) system, which was utilized by six independent firms owned by a large, diversified family business group in Turkey. For this purpose, we surveyed the middle managers to measure 10 context-specific metafeatures of the MBO system. By using aggregated scores at the functional group level (N = 47), we captured the distinctiveness, consistency, and consensus dimensions of this HRM practice. We tested and compared three alternative theoretical models of HRM strength where the three dimensions have compensatory, additive, and distinctiveness mediated effects on climate quality and strength. Results support the compensatory model and indicate that the strength of the MBO system (as a reflective latent variable representing the shared variance of the system's distinctiveness, consistency, and consensus) is positively related to business units' quality and strength of goal climate. In addition, distinctiveness-but not consistency and consensus-of the MBO system appears to be particularly critical for the emergence of a strong and high-quality goal climate. Lastly, implications and limitations of the study as well as possible future research directions are discussed.Publication Metadata only Building strong HRM systems to effectively manage virtual work climate(Peter Lang AG, 2021) Department of Business Administration; N/A; Aksoy, Eda; Zeytun, Didar; Faculty Member; PhD Student; Department of Business Administration; College of Administrative Sciences and Economics; Graduate School of Social Sciences and Humanities; 261803; N/AThe aim of this chapter is to provide organizations with a theory-based framework to assess the validity and strength of their HRM systems, policies, and practices with respect to how well they can guide employees toward behaviors that facilitate effectiveness in virtual work.Publication Open Access Trait activation in commitment to difficult goals: the role of achievement striving and situational cues(Wiley, 2022) Bayazıt, Mahmut; Department of Business Administration; Aksoy, Eda; Faculty Member; Department of Business Administration; College of Administrative Sciences and Economics; 261803The current study utilized trait activation theory (TAT) (Tett & Burnett, 2003; Tett et al., 2013) to explain how the salience of goal-relevant performance-oriented social (i.e., manager's transformational leadership and peer performance norms) and organizational cues (i.e., reward expectancy) release or constrain employees' achievement striving (AS) personality trait and regulate the commitment to assigned difficult work goals. We also examined the effects of discretionary cues (signified by psychological empowerment) as trait activators. Hypotheses were tested using survey data collected from 297 managers employed in six large firms operating under a large Turkish family business group and using a common management-by-objectives system. In line with our predictions, when goals were perceived to be difficult, the associations between situational cues and goal commitment were inverse for employees with high versus low AS. When goal difficulty was high, performance-oriented situational cues were generally positively related to goal commitment for employees with high AS, but the relationships were negative for those with low AS. The results also showed that, for commitment to difficult goals, psychological empowerment activated the expression of high and low AS in a similar manner. Overall, the findings challenge the prevailing universalistic approaches to goal motivation.