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- ArticleYalnız künye2026The serial mediation of job stress and work-family conflict in the relationship between compulsory citizenship behaviour and citizenship fatigue among healthcare workers
Özen, Şener; Yücel, İlhami
Purpose – This study aims to examine the sequential mediating roles of job stress (WS) and work-family conflict (WFC) in the relationship between compulsory citizenship behaviour (CCB) and citizenship fatigue (CF) among healthcare workers in Turkish public hospitals, grounded in Conservation of Resources (COR) theory and the job demands-resources (JD-R) model. Design/methodology/approach – A cross-sectional design was employed with 483 healthcare workers (67.7% female), including nurses, physicians, and administrative staff. Validated Turkish scales measured CCB, CF, WS and WFC. Data were analysed using correlation analysis, structural equation modelling (SEM) and Hayes' PROCESS macro (Model 6, 5, 000 bootstrap samples). Findings – CCB was positively associated with CF (β = 0.43, p < 0.001). Job stress and WFC sequentially mediated this relationship (total indirect effect β = 0.18, SE = 0.03, LLCI = 0.13 and ULCI = 0.25 95%). Results align with COR theory, demonstrating that CCB depletes resources, escalating stress and WFC, ultimately leading to CF. Originality/value – This study advances the literature by empirically testing a novel serial mediation model in healthcare, highlighting how CCB's effects extend beyond the workplace into family life. It underscores the need for organisational interventions to mitigate compulsory demands and support work-life balance.
RDL Kalıcı Kaydıİncele - ArticleAçık Erişim2026The Role of Status Incongruence in Employee Responses to Participative Leadership
Byun, Seo-Young; Yücel, İlhami; Richard, Orlando; Triana, María del Carmen
Although prior research has focused on the negative effect of status incongruence, this paper offers an optimistic perspective as it relates to participative leadership. Status incongruence refers to a situation in which status characteristics of the supervisor and the subordinate are opposite to standard norms. Leaders who are younger, less educated, less experienced, or shorter tenured than their followers are status incongruent. Incorporating role congruity theory with the participative leadership literature, we argue that participative leaders in status incongruence will be able to boost subordinate affective commitment and organizational citizenship behaviors more than their counterparts with lower status incongruence. We further propose a moderated mediation model whereby the positive indirect relationship between participative leadership and subordinate organizational citizenship behaviors through affective commitment will be stronger for status incongruent dyads. By finding support for our hypotheses across two field studies, this work suggests role congruity theory to consider leadership style as well as multiple status indicators together in understanding how role (in)congruity arises for leaders with varying levels of status incongruence. Suggestions for how human resource (HR) managers should consider leadership style as part of their HR strategy for fostering participative workplaces are offered.
RDL Kalıcı Kaydıİncele - ArticleAçık Erişim2025Status incongruence effects under conditions of task interdependence: Too close for comfort
Triana, María del Carmen; Garcia, M.Fernanda; Richard, Orlando; Yücel, İlhami; Ahmed, Rawia
There are five generations of employees in the workforce. Such a distribution of ages makes it more likely that employees will be in non-traditional situations where workers are not only older but have more work experience, organizational tenure, or education than their supervisors. These situations reflect status incongruence and defy traditional workplace norms. We find that status incongruence with one's supervisor is negatively associated with job satisfaction. There is an indirect effect between status incongruence and organizational citizenship behavior (OCB) which is transmitted through job satisfaction. The relationship between status incongruence and job satisfaction is more negative when task interdependence with one's supervisor is higher rather than lower. Similarly, the relationship between status incongruence and OCB is more negative when task interdependence with one's supervisor is higher rather than lower. Results suggest that task interdependence may exacerbate employee responses to status incongruence.
RDL Kalıcı Kaydıİncele - ArticleAçık Erişim2025The Key to Stability is Love? The Mediating Role of Work-Family Conflict in the Impact of Job Stress on Work Alienation and the Moderating Effect of Affective Commitment
Yücel, İlhami; Torun, Nida Bengisu
The main aim of this research is to examine the mediating role of work-family conflict and the moderating effect of affective commitment in the relationship of job stress and work alienation to work. For this purpose, surveys were applied to health workers in the field such as midwives, nurses, emergency medical technicians and doctors in public hospitals. The universe of the study was composed of 844 employees of a public hospital in Türkiye. Surveys were distributed to 680 employees selected through simple incidental sampling from the universe through human resources department representation, and 427 accurately filled surveys were returned. The analysis of the data obtained was carried out through SPSS 22 and Amos 22 programs. Analyses were conducted using PROCESS Macro, developed by Hayes (2013), to determine the conditionally indirect effects. The findings revealed that work-family conflict has a mediating role in the relationship between job stress and work alienation and that employees’ level of affective commitment has a moderating effect. Thanks to this study, it was concluded that there is a meaningful and positive relationship between work-family conflict and alienation from work and that affective commitment has a moderating effect in this relationship. In addition, employees with low affective commitment compared to employees with high affective commitment to the organization were found to be stronger in the positive relationship. Theoretical and application implications are discussed in relation to “social change theory” and “social gender roles theory”. As a result of the analysis, the majority of the participants were male (58.8%), married (57%), 28-40 age group (46.5%) and undergraduate (49.5%).
RDL Kalıcı Kaydıİncele - ArticleYalnız künye2025Exploring the interplay of emotional labor, organizational identification and citizenship behavior: The moderating influence of Type A and B personalities among healthcare workers
Şirin, Sabri M.; Yücel, İlhami
Purpose – The primary objective of this research is to examine the mediating role of emotional labor in the relationship between organizational identification and organizational citizenship behavior (OCB). Additionally, the study explores how personality traits – specifically Type A and Type B personalities – moderate the mediated relationship. The research aims to provide a deeper understanding of how emotional and psychological factors interact to influence employee behavior in healthcare settings, offering practical implications for improving organizational efficiency and employee engagement. Design/methodology/approach – This study was conducted using a quantitative research methodology. Data were collected through structured surveys from 433 healthcare professionals employed in hospitals and healthcare institutions. The scales used for data collection were validated and widely recognized in previous studies. Statistical analyses were performed using SPSS, AMOS and SMART PLS software. Analytical techniques included confirmatory factor analysis, reliability testing, correlation analysis, mediation analysis and moderated mediation analysis. Furthermore, the PROCESS macro with bootstrap sampling was employed to analyze the moderation effects. This comprehensive approach ensured the robustness and validity of the findings. Findings – Organizational identification has a significant and positive impact on both organizational citizenship behavior and emotional labor. Emotional labor acts as a mediator between organizational identification and organizational citizenship behavior, demonstrating that the psychological effort to align emotional displays with organizational expectations strengthens employees’ citizenship behaviors. Individuals with Type A personalities, characterized by competitiveness and high achievement orientation, exhibit stronger engagement in emotional labor and higher citizenship behavior. Type B personality traits, associated with a more relaxed and less competitive demeanor, display a weaker mediation effect. These findings emphasize the dynamic interplay between organizational, emotional and individual factors in shaping employee behaviors. Originality/value – This study contributes novel insights to organizational behavior literature by integrating emotional labor and personality traits as key variables in understanding the relationship between organizational identification and citizenship behavior. Unlike prior studies, this research highlights the moderating influence of Type A and Type B personality traits in this mediated relationship. The findings provide actionable insights for organizations, particularly in the healthcare sector, to develop strategies for enhancing employee engagement, fostering emotional resilience and promoting organizational citizenship behaviors. This unique focus on personality traits as moderators offers practical applications for tailoring management interventions based on individual differences.
RDL Kalıcı Kaydıİncele - ArticleYalnız künye2025The Mediating Role of Self-Esteem in the Relationship Between Perceived Ethnic Discrimination and Continuance Commitment of Migrant Workers
Yücel, İlhami; Gomes, Daniel Roque; Ribeiro, Neuza; Özlok, Kasım Kağan
This study aims to examine the relationship between perceived ethnic discrimination by migrant workers (applicants for international protection) and continuance commitment, and to analyze whether this relationship is mediated by self-esteem. In addition, it aims to contribute to the literature on the organizational outcomes of perceived ethnic discrimination. This research was conducted through a questionnaire survey of 411 migrants who applied for international protection in Turkey. As a result of the study, perceived ethnic discrimination was found to be a predictor of continuance commitment and self-esteem. In addition, it was observed that self-esteem has a mediating role in the relationship between perceived ethnic discrimination and continuance commitment. The results offer important implications for organizations and organization managers on how migrant workers should be managed and which issues require specific attention. The application of the study on migrant workers and the examination of these variables provide important contributions and practical implications to the literature. In addition, this is a rare study that examines the mediator model with the variables specified in the model using social identity theory, which has not yet been widely covered in existing literature.
RDL Kalıcı Kaydıİncele - ArticleAçık Erişim2024Algılanan örgütsel destek ile örgütsel sinizm arasındaki ilişkide örgütsel adalet algısının aracılık rolü
Yücel, İlhami; Bayat, Fikret
Bu araştırmanın temel amacı, örgüt içinde algılanan örgütsel destek ile örgütsel sinizm arasındaki ilişkiyi inceleyerek, bu ilişkide örgütsel adalet algısının aracılık rolünü anlamaktır. Çalışma, bir kamu kurumundaki 415 çalışanın katılımıyla gerçekleştirilen anketler aracılığıyla elde edilen verilere dayanmaktadır. Elde edilen veriler, SPSS ve AMOS programlarıyla kapsamlı bir analize tabi tutulmuştur. Bulgulara göre, algılanan örgütsel destek ile örgütsel sinizm arasında negatif bir ilişki tespit edilirken, algılanan örgütsel destek ile örgütsel adalet algısı arasında pozitif bir ilişki belirlenmiştir. Ayrıca, algılanan örgütsel adalet ile örgütsel sinizm arasında negatif bir ilişki gözlemlenmiştir. Özellikle, örgütsel adalet algısının algılanan örgütsel destek ve örgütsel sinizm arasındaki ilişkide kısmi bir aracılık rolü oynadığı sonucuna varılmıştır. Çalışmanın teorik ve pratik çıkarımları tartışılmış ve gelecekteki araştırmalar için önerilerde bulunulmuştur.
RDL Kalıcı Kaydıİncele - ArticleAçık Erişim2022The Impact of Supervisor-Subordinate Incongruence in Power Distance Orientation on Subordinate Job Strain and Subsequent Job Performance
Richard, Orlando; Triana, María del Carmen; Yücel, İlhami; Li, Mingxiang; Pinkham, Brian
Employee strain is estimated to cost American companies as much as $500 billion in lost productivity annually, and a leading cause of workforce stress is disagreements with other people (Cook, 2017; Mental Health America, 2017). In this study, we investigate supervisor-subordinate value incongruence as a cause of employee strain. Specifically, this study examines the effect of supervisor-subordinate power distance orientation incongruence on the subordinate’s job strain which, in turn, influences the subordinate’s job performance. Using a sample of 172 supervisor-subordinate dyads, we find that incongruence on power distance orientation increases subordinate job strain. Supervisor-subordinate incongruence resulted in more job strain which, in turn, resulted in lower job performance. Results reveal that the alignment of subordinates’ cultural values with those of their supervisors may mitigate negative experiences and facilitate more positive work outcomes.
RDL Kalıcı Kaydıİncele - ArticleAçık Erişim2021Transformational leadership and turnover intentions: The mediating role of employee performance during the COVID-19 pandemic
Yücel, İlhami
The purpose of this research paper is to explain the impact of transformational leadership on employees’ turnover intentions in light of the mediating role of their individual performance. More precisely, we attempt to explain (a) how TL connects to employees’ turnover intentions, (b) how TL connects to employee performance, (c) how employee performance connects to turnover intentions, and (d) how employee performance mediates the connection between intentions and TL. Four hundred and seventy-eight Turkish healthcare professionals participated in this research. The results revealed that employee performance mediates the connection between turnover intentions and TL. In other words, transformational leaders encourage employee performance, which in turn decreases their turnover intentions. This research has important implications for reducing turnover in workplaces and increasing employee performance by facilitating a setting for high performance, since employees who are supported by their leaders are generally more committed to their organizations and exhibit better performance. This research answers calls to study the mediating function of the TL procedure, since the mediation clarifies the circumstances under which TL relates to the favorable results.
RDL Kalıcı Kaydıİncele - ArticleAçık Erişim2020The Mediator Role of Work-Family Conflict in The Relationship Between Colleague Support and Work overload
Yücel, İlhami; Şirin, M. Sabri
The main purpose of this study is to examine the mediator effect of work-family conflict in the relationship between colleague support and work overload. In order to test the model and hypotheses created, the research assistants working in a state university in Turkey were identified as the universe. The data set, obtained from 401 research assistants were analyzed by using SPSS 22 and AMOS 20 programs. As a result of the analyzes, it is found that the colleague support has a negative effect on the work overload and work-family conflict. The work-family conflict has a positive effect on the work overload, and finally work-family conflict has a mediator effect on the relationship between colleague support and work overload.
RDL Kalıcı Kaydıİncele - ArticleYalnız künye2020Perceived organisational support and employees' performance: The mediating role of affective commitment
Yücel, İlhami; Ribeiro, Neuza; Gomes, Daniel Roque
This paper aims to understand if workers' affective commitment (AC) mediates the relationship between perceived organisational support (POS) and individual performance (IP). Using a sample of 476 professionals of a Turkish hospital, structural equation modelling was used to test for the model of analysis. Results revealed that: 1) POS is positively related with employees' AC; 2) POS is positively related with IP; 3) AC is positively related with IP; 4) AC fully mediates the relationship between POS and IP. This study suggests that supporting employees is a valid path for the development of an affective bond with the organisation, which in turn fosters employees' effectiveness.
RDL Kalıcı Kaydıİncele - ArticleYalnız künye2019Aşırı iş yükü ile iş-aile çatışması arasındaki ilişki: havacılık sektöründe bir uygulama
Yücel, İlhami; Kerse, Gökhan; Koçak, Daimi
İş ve aile insan hayatının iki önemli yönünü temsil ederler. Bu iki değişkenin uyumlu olması çalışanın işini daha iyi yapmasına katkıda bulunacaktır. Bu nedenle kişinin işi nedeniyle aile çatışması yaşamasına etki eden faktörlerin tespit edilmesi son derece büyük öneme sahiptir. İş-aile çatışmasının yaşanmasına birçok faktör etki edebilir. Bu çalışmanın amacı, çalışanların aşırı iş yükü algılarının aileleri ile yaşadıkları çatışmaya etkisinin olup olmadığının tespit edilmesidir. Bunun için havacılık sektöründe faaliyet gösteren bir işletmenin 435 çalışanından anket tekniği kullanılarak veri toplanmış ve elde edilen veriler SPSS ve AMOS programları kullanılarak analiz edilmiştir. Yapılan analiz sonucunda çalışanların aşırı iş yükü algılarının iş- aile çatışmasını pozitif yönde etkilediği tespit edilmiştir. Çalışma sonucunda ortaya çıkan sonuçlar tartışılarak sektör yöneticilerine ve gelecekte yapılacak çalışmalara önerilerde bulunulmuştur.
RDL Kalıcı Kaydıİncele - ArticleAçık Erişim2019If Organizational Citizenship is Compulsory, will Job Satisfaction be Affected? A Study in the Context of Job Stress
Yücel, İlhami; Kerse, Gökhan; Koçak, Daimi
In this study, the effect of compulsory citizenship behavior on job satisfaction and whether job stress plays a mediating role in this effect are examined. In this context, first of all, the concepts of compulsory citizenship behavior, job stress and job satisfaction are explained, and a literature search has been made about the relationship between concepts. Research hypotheses were developed with reference to the findings of the literature review. For the testing of hypotheses, data were collected from a business in the manufacturing sector in Karaman province. As a result of the analyses, it was seen that the compulsory citizenship behavior negatively affects the job satisfaction; that the compulsory citizenship behavior positively affects the job stress. When the effect of job stress on job satisfaction was examined, it was observed that there was a negative effect. It has been determined that job stress has a partial mediator role in the effect of compulsory citizenship behavior on job satisfaction.
RDL Kalıcı Kaydıİncele - ArticleYalnız künye2018Otantik Liderliğin Örgütsel Güven Üzerine Etkileri: Erzincan Üniversitesi’nde Bir Uygulama
Yücel, İlhami; Kılıç, Ethem
Günümüz işletme yaşamında etik davranışlar sergileyen ve oldukları gibi davranarak diğerlerine örnek olabilen liderlere olan ihtiyaç her geçen gün artmaktadır. Karmaşıklaşan işletme yaşamında örgütlerin başarısını artıracak unsurlardan biri de çalışanlarının örgütlerine olan güvenleridir. Bu araştırma, örgütsel faaliyetler üzerinde anlamlı etkileri bulunan otantik liderlik ile örgütsel güven ilişkisi ekseninde yapılandırılmıştır. Çalışmada, Erzincan Üniversitesinin Erzincan il merkezinde bulunan akademisyenlerin otantik liderlik algıları ile örgüte olan güvenleri arasındaki ilişki araştırılmıştır. Bu amaç doğrultusunda akademisyenlere anket uygulanarak elde edilen veriler incelenmiş ve değerlendirilmiştir. Araştırma neticesinde akademisyenlerin otantik liderlik algılarının örgütsel güven algılarını olumlu anlamda etkilediği tespit edilmiştir. Alan yazında dört boyutlu olarak incelenen otantik liderlik algısı Erzincan Üniversitesi örnekleminde iki boyutlu olarak geçerlenmiştir.
RDL Kalıcı Kaydıİncele - ArticleYalnız künye2018Examining the mediating effect of the affective commitment on the relationship between perceived organizational support and turnover intention
Yücel, İlhami; Koçak, Daimi
The purpose of this study is to investigate the mediating effect of the affective commitment on the relationship between perceived organizational support and turnover intention. Questionnaire was applied to 236 people working in a public institution to realize this purpose. The data obtained as a result of the questionnaire were analyzed using multivariate statistical techniques and the results were discussed. It was determined that the perceived organizational support has negative effect on the turnover intention and positive effect on the affective commitment and there is a partial mediating effect of affective commitment on the relationship between perceived organizational support and turnover intention.
RDL Kalıcı Kaydıİncele - ArticleAçık Erişim2018Comparision of the relationship between the career anchors and proactive business behaviors of the white and blue collar employees in a organization
Yücel, İlhami; Palabıyık, Nida
This research is performed in order to compare the relationship between the career anchors and proactive business behaviors of the white and blue collar employees working in a private organization. This comparison is carried out according to the results of questionnaire which is applied to 397 employees of a private organization chosen from Erzincan Province. Following the research it is identified that the proactive business behaviors of the employees change according to business type and there is a positive oriented relationship between the career anchors and proactive business behaviors of the white-blue collar employees. Additionally it is determined that the career anchors of the white and blue collar employees have an effect on showing proactive business behavior. In this respect, it has been determined that career anchors of whitecollar workers have a positive effect on proactive business behavior. The effect of blue-collar workers’ career anchors on proactive business behavior has been determined to be partially positive.
RDL Kalıcı Kaydıİncele - ArticleYalnız künye2018Mediating effect of burnout on the relationship between job satisfaction and intentions to leave: a study in the health sector
Yücel, İlhami; Koçak, Daimi
The aim of this study is investigating of mediating effect of burnout on the relationship between job satisfaction and intentions to leave. In order to realize this aim, questionnaire was applied to 308 out of 820 employees in a public hospital in Erzincan province. The data obtained from the questionnaire was analyzed using SPSS and AMOS statistical programs and the results were interpreted statistically. As a result of the analyzes made, it was determined that there is a negative relationship between job satisfaction and intention to leave and burnout has a full meadiating effect on this relationship. In addition, it has been observed that hospital worker’s job satisfaction levels are high, burnout levels and intentions to leave are low.
RDL Kalıcı Kaydıİncele - ArticleYalnız künye2017Status Incongruence and Supervisor Gender as Moderators of the Transformational Leadership to Subordinate Affective Organizational Commitment Relationship
Triana, María Del Carmen; Richard, Orlando C.; Yücel, İlhami
Grounded in role congruity theory, we examine how status incongruence (when the subordinate is older, has more education, work experience, and/or organizational tenure than the supervisor) in subordinate–supervisor dyads affects transformational leaders’ ability to foster affective organizational commitment among their subordinates. Across two field studies, our findings show that the relationship between transformational leadership and subordinate affective organizational commitment is less positive when status incongruence is high. Furthermore, in both field studies we found a 3-way interaction among transformational leadership, status incongruence, and supervisor gender predicting subordinate affective organizational commitment. Specifically, in Study 1 (pink-collar employees in Turkey), low status incongruence strengthened the positive relationship between transformational leadership and subordinate affective organizational commitment for male leaders. In Study 2 (pink-collar employees in the United States), low status incongruence strengthened the positive relationship between transformational leadership and subordinate affective organizational commitment for female leaders. Furthermore, Study 2 also revealed that collective identity was a mediator of both the significant 2- and 3-way interaction effects on subordinate affective organizational commitment.
RDL Kalıcı Kaydıİncele - ArticleYalnız künye2016The Mediating Effect of Job Satisfaction on the Relationship Between Leadership Styles and Organizational Commitment: A Study of Academicians
Yücel, İlhami; Akgül, İsmail
The aim o f this study is to examine the leadership styles o f their managers based on the perceptions o f academicians and the relationship between the jo b satisfaction and organizational com mitm ent w ith leadership styles. A t the study, also has been examined mediating effect o f job satisfaction on the relationship between the leadership styles and organizational commitment. In order to carry out this purpose, M ulti Factor Leadership Survey, Job Satisfaction Survey and Organizational Com m itm ent Survey have been implemented to instructors who w ork at a university located in Eastern Anatolia. Reliability analysis, factor analysis, correlation analysis, multi regression analysis and hierarchic regression analysis techniques have been used along data analysis process. A t the end o f the research, a positive and significant relation between leadership styles and organizational com mitm ent has been found. By adding jo b satisfaction to the perform ed analysis, it has been found that the effect o f leadership styles on organizational com mitm ent decreased and jo b satisfaction was to have partially mediating effect (Beta = 0.321; Beta = 0.134).
RDL Kalıcı Kaydıİncele - ArticleYalnız künye2015Örgütsel Sinizm ile Örgütsel Bağlılık Arasındaki İlişki ve Çalışanların Yaşının Bu İlişki Üzerindeki Etkisi- Bazen Hoşlanmasak da Kalmak Zorunda Olabiliriz!
Yücel, İlhami; Çetinkaya, Buket
Özet: Bu araştırmanın temel amacı, örgütsel sinizm ile örgütsel bağlılık arasındaki ilişkiyi ortaya koymaktır. Örgütsel bağlılık (duygusal bağlılık, devamlı bağlılık ve normatif bağlılık) üç boyut itibariyle ölçülmüştür. Ayrıca, çalışanların yaşının bu ilişki üzerindeki etkisinin ne yönde ve ne şiddette olduğunun tespiti bu çalışmanın temel hedefleri arasındadır. Çalışmada veri ve bilgiler anket yöntemiyle elde edilmiştir. 342 anket analize dâhil edilmiştir. Araştırma hipotezlerini test edebilmek amacıyla hiyerarşik çoklu regresyon analizi kullanılmıştır. Ör- gütsel sinizm ile örgütsel bağlılık arasında önemli ve negatif bir ilişki olduğunu ifade eden birinci araştırma hipotezimiz kabul edilmiştir (b = .105, p < .05). Ayrıca çalışanların yaşının, örgütsel sinizm ile örgütsel bağlılık arasındaki ilişki üzerindeki moderator etkisi test edilmiş- tir. Analiz sonuçlarına göre çalışanların yaşı, örgütsel sinizm ile örgütsel bağlılık arasındaki ilişkiyi istatistiksel olarak önemli ölçüde ve pozitif yönde etkilemektedir (b = .150, p < .05). Anahtar Kelimeler: Örgütsel sinizm, örgütsel bağlılık ve çalışanların yaşı.
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