Sürdürülebilir Kalkınma Amaçları
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- ArticleAçık Erişim2026Work Overload and Turnover Intention Among Chain Market Employees: The Effect of Role Ambiguity and Gender
Yücel, Ilhami; Özlok, Kasim Kagan; Kaya, Yasin; Çelik, Omer
This study examines the mediating role of role ambiguity and the moderating effect of gender on the relationship between work overload and turnover intention. Using a quantitative approach, the study investigated the relationships among work overload, role ambiguity and turnover intention. Data collected from 408 participants working in chain supermarkets in T & uuml;rkiye were analyzed using SPSS 27 (IBM Corp., Armonk, NY, USA), AMOS 24 (IBM Corp., Armonk, NY, USA) and the PROCESS macro. While work overload was positively related to turnover intention, role ambiguity mediated this relationship. Gender also played a moderating role in these relationships. This study is among the few to examine the role of gender in the relationship between work overload and turnover intention. In addition, it proposes a new analytical framework that incorporates a gender perspective into the model through an examination of the role of role ambiguity in this relationship.
RDL Kalıcı Kaydıİncele - ArticleYalnız künye2025THE MEDIATING ROLE OF CO-WORKER SUPPORT IN THE RELATIONSHIP BETWEEN 5 od 6 OCCUPATIONAL STRESS AND EMPLOYEE PERFORMANCE: A STUDY OF AIRPORTS
Yücel, Ilhami; Bayat, Fikret
Purpose: This study aims to examine the relationship between occupational stress and employee performance of ARFF (Airport Rescue and Firefighting) officers working at airports in the transportation sector, with a particular focus on the role of co-worker support in this relationship. Methodology: The research was evaluated in detail using statistical analysis tools such as SPSS, AMOS and Process Hayes, based on data collected from surveys completed by 415 ARFF officers. Results: The findings revealed a negative relationship between occupational stress and employee performance, while a positive relationship was identified between co-worker support and employee performance. Furthermore, co-worker support was found to play a partial mediating role in the effect of occupational stress on employee performance, i.e., co-worker support helps to reduce the impact of stress on employee performance. These findings indicate that reducing occupational stress levels and increasing co-worker support among ARFF officers can have a positive impact on employee performance. Conclusion: The research results emphasize the importance of co-worker support in improving job performance of employees in public institutions operating in the transportation sector. In addition, the study discusses academic and practical implications and offers suggestions for future research.
RDL Kalıcı Kaydıİncele - ArticleAçık Erişim2021THE RELATIONSHIP BETWEEN SUPERVISOR SUPPORT AND WORK-FAMILY CONFLICT AND THE MEDIATING ROLE OF WORK OVERLOAD PERCEPTION ON THIS RELATIONSHIP
Sirin, Mohammed Sabri; Yücel, Ilhami
Purpose: This study aims to investigate the mediating effect of work overload perception on the relationship between supervisor support and work-family conflict experienced by employees. Methodology: The created models and hypotheses were tested on a sample comprising 401 research assistants working at a public university. The data obtained were analyzed using statistical programs. Results: According to the results of the analyses, it was concluded that supervisor support had negative correlation with work-family conflict and work overload perception. In addition, a positive relationship between work overload perception and work-family conflict was observed. Conclusion: Based on the mediation model that was used to test the main hypothesis, it was concluded that work overload perception has a partially mediating effect on the relationship between supervisor support and work-family conflict.
RDL Kalıcı Kaydıİncele - ArticleAçık Erişim2018How transformational leadership predicts employees' affective commitment and performance
Ribeiro, Neuza; Yücel, Ilhami; Gomes, Daniel
Purpose The purpose of this paper is to examine the impact of transformational leadership (TL) on employees' individual performance (IP) through the mediating role of affective commitment (AC). More specifically, it aims to understand how TL relates to employees' AC, TL relates to employees' IP, employees' AC relates to IP and employees' AC mediates the relationship between TL and employees' IP. Design/methodology/approach A total of 476 Turkish healthcare professionals participated in this study. The mediation effect of AC in the relationship between TL and employees' IP was tested by structural equation modeling. Findings The results indicate that AC mediates the relationship between TL and employees' IP. In others words, transformational leaders promote employees' AC which, in turn, increases their IP. Practical implications This study suggests that organizations should select, develop and invest in leaders who adopt a TL style because they build a climate of admiration, loyalty, respect, participation and involvement for employees which will in turn enhance their commitment and performance. Originality/value This study responds to calls for research studies to explore the mediating mechanism in the TL process (Judge et al., 2006), as the mediation effects explain the conditions in which TL is related to the favorable outcomes.
RDL Kalıcı Kaydıİncele - ArticleAçık Erişim2013Transformational leadership, subordinate experience, and subordinate organizational commitment: Different leadership strokes for different folks
Yücel, Ilhami; Richard, Orlando C.
We developed a nonlinear model of transformational leadership on organizational commitment and tested it in two field studies. Study 1, which consisted of 207 CEO direct reports, revealed that lower experienced executives expressed more organizational commitment when their CEOs exhibited high levels of leadership while more experienced executives appeared most committed at moderate levels. In Study 2, using a broader sample of 178 leader-subordinate dyads, we replicated the findings from Study 1 but further found evidence that role clarity fully mediated transformational leadership effects on organizational commitment. A supplemental analysis revealed that while elaboration of task relevant information was not a mediator for commitment, it was for supervisorrated employee performance. Our findings highlight the need to consider the different leadership demands of employees and the varying ways in which subordinates respond to transformational leadership.
RDL Kalıcı Kaydıİncele - ArticleYalnız künye2012A comparative study in Turkey on the relationship between organizational commitment and organizational citizenship behaviors
Yücel, Ilhami; Demirel, Yavuz
The purpose of this study is to detect the relationship between organizational commitment and organizational citizenship behavior and to compare the perception level of organizational commitment and organizational citizenship behavior according to different institution employees. On the basis of this purpose a research has been performed in Turkey in two public institutions on totally 232 employees. While in the research organizational commitment was discussed with sub-dimensions of affective commitment, continuance commitment and normative commitment organizational citizenship behavior was discussed with sub-dimensions of civic virtue, conscientiousness, altruism, sportsmanship and courtesy. While in the study no relationship between affective commitment, normative commitment, continuance commitment and sportsmanship/courtesy was found, it was found out that there was a medium degree positive relationship between affective commitment, continuance commitment and normative commitment and civic virtue, conscientiousness and altruism. Furthermore, it was detected that perception level of the sub-dimensions of organizational commitment and organizational citizenship behavior varied according to the institutions.
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