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Öğe Ethical leadership and green innovation: the mediating role of green organizational culture(Routledge Journals, Taylor & Francis Ltd, 2023) Sengullendi, Muhammet Fatih; Bilgeturk, Mahmut; Findikli, Mine AfacanGreen innovation is critical for SMEs, which account for a significant part of employment and total value in many countries. The role of the leader in SMEs is one of the most discussed issues in the field of management and innovation. In this study, the role of ethical leadership and green organizational culture on green innovation was investigated in the context of Turkey with a cross-sectional research study covering 464 SMEs and using structural equation modelling. According to the findings, it was seen that ethical leadership has an important potential in terms of developing a green organizational culture in SMEs. In addition, it has been determined that green organizational culture has a mediating role between ethical leadership and green product and process innovations. As a result, suggestions are given to researchers and managers in the context of leadership and organizational culture in order to create green innovation and a sustainable work environment.Öğe Fostering Intellectual Capital: Management Information Systems in the Digital Age(Crc Press-Taylor & Francis Group, 2018) Findikli, Mine Afacan; Sundu, Mustafa[Abstract Not Available]Öğe Human resource differentiation: A theoretical paper integrating co-workers' perspective and context(Wiley, 2019) Rofcanin, Yasin; Berber, Aykut; Marescaux, Elise; Bal, P. Matthijs; Mughal, Farooq; Findikli, Mine AfacanThis paper conceptualises human resource (HR) differentiation as a set of deliberate and differentiating HR practices across individuals within the organisation to address employees' unique work needs and preferences as well as reward them for their input. Despite the importance of HR differentiation, research has mainly focused on the recipients of such practices, overlooking the consequences of HR differentiation from co-workers' perspective. This is a significant omission because a growing concern suggests that HR differentiation might be a double-edged sword, as the presumed positive effects might only be confined to employees benefiting from it. Taking a first step, this paper offers a conceptual model that explains how co-workers of a focal employee, who is entitled to an advantageous outcome through HR differentiation, are likely to react, either positively by showing contentment or negatively by showing anger, with behavioural consequences towards the focal employee and organisation. In so doing, we rely on deontic justice theory and explore contextual conditions at the individual and team level under which co-workers react. As a result, our model can inspire future research by adopting a broader and more inclusive approach to HR differentiation, underlining the need for caution when implementing HR differentiation in a team setting.Öğe Kariyer Yönetimi Kapsamında Eğitim ve Geliştirme Faaliyetlerine Yönelik Algıların Çalışan Memnuniyeti Üzerindeki Etkileri(Beykent Üniversitesi, 2018) Kahraman, Hediye Bahar; Findikli, Mine AfacanBu çalışmanın temel amacı kariyer yönetimi kapsamında uygulanan eğitim ve geliştirme faaliyetlerine yönelik algının çalışan memnuniyeti üzerindeki etkisinin belirlenmesidir. Çalışmanın ikincil amacı ise demografik değişkenler açısından eğitim ve geliştirme faaliyetlerine yönelik algıların çalışan memnuniyetinde farklılık yaratıp yaratmadığının araştırılmasıdır. Ayrıca, araştırmaya dahil olan yerli işletmelerin ne kadar bir kısmının kariyer yönetimini insan kaynakları uygulamalarında uyguladıkları sorgulanmaktadır. Araştırma, hizmet, sanayi, ticaret ve inşaat sektörü çalışanları (440 kişi) ile gerçekleştirilmiştir. Elde edilen bulgular çerçevesinde, ankete katılım sağlayan işletmelerin %29,5’inde (130 kişi) kariyer yönetimi kapsamında eğitim ve geliştirme faaliyetlerinin bulunmadığı tespit edilmiştir. Bu işletmelerde verilen eğitimlerin yalnızca oryantasyon ve bazı iş başı eğitimlerinden ibaret olduğu anlaşılmıştır. Diğer katılımcıların (310 kişi) araştırma bulguları ise, kariyer yönetimi kapsamında eğitim geliştirme faaliyetlerine yönelik olumlu algının çalışan memnuniyetini olumlu yönde etkilediğini ortaya koymaktadır. Yapısal eşitlik modeli sonuçlarına göre; eğitim ve geliştirme faaliyetlerinin çalışan memnuniyeti üzerinde %69 oranında etkisi olduğu görülmüştür.Öğe Managers' Perception of Business Intelligence Capability of SMEs in Turkey(Crc Press-Taylor & Francis Group, 2020) Findikli, Mine Afacan; Sundu, Mustafa; Yasar, Okan[Abstract Not Available]Öğe THE MEDIATING ROLE OF SOLIDARITY BETWEEN RESOURCE DEPENDENCE AND INNOVATION PERFORMANCE(Future Acad, 2019) Pinar, Sevcan; Findikli, Mine Afacan; Ataman, GokselThe purpose of this study is to investigate the mediator role of solidarity on the relationship between resource dependence sub-dimensions and innovation performance. The study was conducted with 398 employees working in Technocities across Turkey's seven regions between March 2017 and April 2018. The validity and reliability of scales were studied with exploratory and confirmatory factor analysis. The hypotheses were tested with structural equation modelling. The results of the analysis emphasized the importance of the dependence and uncertainty in obtaining the resources. As a result of study, solidarity within technocities has a full mediator effect on the relationship between resource scarcity and innovation performance. On the other hand it couldn't be obtained any other mediator effect on the relationship between the other sub-dimensions of variables. For this reason, the results indicated the partial mediator effect of solidarity on the relationship between the resource dependence sub-dimensions and innovation performance. These findings of this research are similar with the findings of previous researches. (C) 2019 Published by Future Academy www.FutureAcademy.org .UKÖğe RESOURCE DEPENDENCE THEORY, FIRM PERFORMANCE AND PRODUCERS-SUPPLIERS RELATIONSHIPS(Future Acad, 2019) Zehir, Cemal; Findikli, Mine Afacan; Celtekligil, KudretThe purpose of this study is to research how resource dependence parameters of business organizations influence the producer-supplier relationships and firm performance. Moreover, how the relational norms between producers and suppliers affect the firm performance, from the viewpoint of resource dependence and transaction costs theories. The study was conducted with the data of the face-to-face and individual surveys carried out with the managers of business organizations (314 participants) employed in different sub-sectors in the manufacturing sector, between May - December 2017. The validity and reliability of the scales were studied with exploratory and confirmatory factor Analyses. The hypotheses were tested with the support of the Structural Equation Modelling technique. As a result of the study, it is observed that Resource dependency parameters have a statistically significant impact on relational norms between producer-supplier. Solidarity from producer-supplier relational norms, mutuality, and relational focus variables meaningly influence the firm performance. Moreover, asset specificity of resource dependency parameters meaningly influences the mutuality. Accordingly, Resource dependence parameters and the relational norms between producer and supplier explain 38% of the variance in firm performance. (C) 2019 Published by Future Academy www.FutureAcademy.org .UKÖğe The Mediating Role of Work Engagement in the Relationship Between Digital Leadership and Innovative Behavior and Organizational Agility(Canadian Inst Knowledge Development - Cikd, 2024) Karafakioglu, Engin; Findikli, Mine AfacanIn parallel with the developments in information and communication technologies, the concept of digital leadership has emerged with the impact of current approaches such as Industry 4.0 and Society 5.0. Digital leadership is a phenomenal type of leadership that manifests itself in organizations in the dimensions of managing technological processes, innovation, and change. Technological processes make change and innovation inevitable for individuals and societies, which has encouraged innovative behavior, creativity, and agility. This study aims to determine the extent to which the mediating effect of work engagement on the dimension of digital leadership and innovative behavior will be reflected in organizational agility. In this context, questionnaire forms were prepared and sent to 494 people. The data obtained were analyzed and evaluated by using Structural Equation Modelling in IBM SPSS and IBM AMOS programs. As a result of the analysis, the partial mediation effect of work engagement on the effect of digital leadership on organizational agility was determined. The partial mediating effect of work engagement on the effect of innovative behavior on organizational agility was determined. In the modeling in which digital leadership and innovative behavior take place in the organization simultaneously, full mediation for digital leadership and partial mediation for innovative behavior were determined. The result obtained reveals the dominance of digital leadership. It is thought that this result can be explained in line with the Social Information Processing Theory and Role Theory.
