Cigdem Kaya
Phone: (0212) 498 41 41
Address: Istanbul Kultur University
Basın Ekspres Yerleşkesi Halkalı Merkez Mahallesi, Basın Ekspres Cad. No:11, 34303 Küçükçekmece/İstanbul
Address: Istanbul Kultur University
Basın Ekspres Yerleşkesi Halkalı Merkez Mahallesi, Basın Ekspres Cad. No:11, 34303 Küçükçekmece/İstanbul
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Papers by Cigdem Kaya
Purpose– Drawing from the institutional logics and organizational disaster literature, this paper aims to illustrate that the replacement of logics can be problematic in a high-risk industry such as coal mining by adding an institutional perspective to the understanding of disasters.
Design/methodology/approach– This paper investigated the field of coal mining in Turkey historically from archival data resources. A comprehensive, qualitative inquiry of a single-case study was then conducted.
Findings– The findings suggest that a shift from social welfare logic to business logic in the coal-mining industry can lead to coal-mining disasters, resulting from changing practices through an increase in the number of private enterprises through royalty contracts, the use of an increased labor force instead of mechanical methods and systems and the maximization of profit by underestimating the effects of taking almost no occupational safety measures.
Practical implications– The connection between institutional logics and organizational disasters could lead institutional actors to question their understanding of institutional logics.
Originality/value– This paper provides original research evidence for the relationship between industrial disasters and institutional logics.
Keywords Institutional logics, Industrial disaster, Logic shift, Man-made disaster
Paper typeResearch paper
the variance in constructive articulated dissent and questioning articulated dissent in the negative direction, and displaced dissent in positive direction. These results suggest that employees with external
locus of control are prone to displaced dissent, refrain from making open a constructive and questioning articulative dissent. Moreover, when locus of control moves towards internal from external control, employees are more prone to use constructive and questioning dissent strategy, and their probability to use displaced dissent strategy decrease.
importance. This study tests the roles of organizational climate and ethical climate, which gradually gain significance in new organizational structures that emerge with social, economic and technological changes under the market conditions of the 21st century, on the individual performance of employees. For
this purpose, data were obtained by using the survey method on the white-collar employees of organizations functioning in three diverse areas of the private sector in Istanbul. It was determined that while organizational climate has a low influence on the individual performance of employees, the ethical climate has an important role on the individual performance of employees.
In this study, we examine how the legal-political and economic changes afftect the density of organizational populations that have different origins. Studies on Organizational Ecology Theory focus on organizational populations and processes between populations but they are insufficient to determine the effects of social, political, and economic changes on organizational populations which is highlighted as a research area in the theory. It is very important to know about the effects of these kinds of changes and that through which mechanisms these effects come up [1]. We investigate legal-political, and economic changes in terms of historical periods experienced through evolution of Turkish banking population, and the evolution of domestic and foreign banking populations by focusing on which type of organizational forms have relatively higher density in which environmental conditions (historical periods).
firms. This is especially true of firms in high-tech industries such as computer hardware, software,
biotechnology and telecom industries. Innovation ensures organizational survival via adaptation to
changes in the external environment. In contrast, the organizational ecology school of thought
emphasizes selection rather than adaptation as the basis of survival. In this paper, we explore the
dynamics of innovation in high-tech industries from an ecological perspective by linking the literature on
innovation with those of organizational adaptation and selection. Implications for future research,
managerial practice, and public policy are discussed.
on employees' job satisfaction, and their role in increasing job satisfaction are examined. A survey is applied
in a sample group working in various industries. At this point, a questionnaire that consists of two sections of
43 questions rated on a 7-point Likert attitude scale is prepared. The survey was conducted on 204 employees
that work in different sectors. In the study, the data obtained from the evaluation of the survey results was
interpreted by using SPSS statistics software program. Results of the analysis indicate that career
development programs and organizational commitment have a partial effect on employee’s job satisfaction,
organizational commitment affects job satisfaction directly and positively, and career development programs
in organizations do not affect the level of employee’s job satisfaction. In the light of the findings arose, the
results of the study are discussed and recommendations for managers as well as academics are presented.
Books by Cigdem Kaya
Purpose– Drawing from the institutional logics and organizational disaster literature, this paper aims to illustrate that the replacement of logics can be problematic in a high-risk industry such as coal mining by adding an institutional perspective to the understanding of disasters.
Design/methodology/approach– This paper investigated the field of coal mining in Turkey historically from archival data resources. A comprehensive, qualitative inquiry of a single-case study was then conducted.
Findings– The findings suggest that a shift from social welfare logic to business logic in the coal-mining industry can lead to coal-mining disasters, resulting from changing practices through an increase in the number of private enterprises through royalty contracts, the use of an increased labor force instead of mechanical methods and systems and the maximization of profit by underestimating the effects of taking almost no occupational safety measures.
Practical implications– The connection between institutional logics and organizational disasters could lead institutional actors to question their understanding of institutional logics.
Originality/value– This paper provides original research evidence for the relationship between industrial disasters and institutional logics.
Keywords Institutional logics, Industrial disaster, Logic shift, Man-made disaster
Paper typeResearch paper
the variance in constructive articulated dissent and questioning articulated dissent in the negative direction, and displaced dissent in positive direction. These results suggest that employees with external
locus of control are prone to displaced dissent, refrain from making open a constructive and questioning articulative dissent. Moreover, when locus of control moves towards internal from external control, employees are more prone to use constructive and questioning dissent strategy, and their probability to use displaced dissent strategy decrease.
importance. This study tests the roles of organizational climate and ethical climate, which gradually gain significance in new organizational structures that emerge with social, economic and technological changes under the market conditions of the 21st century, on the individual performance of employees. For
this purpose, data were obtained by using the survey method on the white-collar employees of organizations functioning in three diverse areas of the private sector in Istanbul. It was determined that while organizational climate has a low influence on the individual performance of employees, the ethical climate has an important role on the individual performance of employees.
In this study, we examine how the legal-political and economic changes afftect the density of organizational populations that have different origins. Studies on Organizational Ecology Theory focus on organizational populations and processes between populations but they are insufficient to determine the effects of social, political, and economic changes on organizational populations which is highlighted as a research area in the theory. It is very important to know about the effects of these kinds of changes and that through which mechanisms these effects come up [1]. We investigate legal-political, and economic changes in terms of historical periods experienced through evolution of Turkish banking population, and the evolution of domestic and foreign banking populations by focusing on which type of organizational forms have relatively higher density in which environmental conditions (historical periods).
firms. This is especially true of firms in high-tech industries such as computer hardware, software,
biotechnology and telecom industries. Innovation ensures organizational survival via adaptation to
changes in the external environment. In contrast, the organizational ecology school of thought
emphasizes selection rather than adaptation as the basis of survival. In this paper, we explore the
dynamics of innovation in high-tech industries from an ecological perspective by linking the literature on
innovation with those of organizational adaptation and selection. Implications for future research,
managerial practice, and public policy are discussed.
on employees' job satisfaction, and their role in increasing job satisfaction are examined. A survey is applied
in a sample group working in various industries. At this point, a questionnaire that consists of two sections of
43 questions rated on a 7-point Likert attitude scale is prepared. The survey was conducted on 204 employees
that work in different sectors. In the study, the data obtained from the evaluation of the survey results was
interpreted by using SPSS statistics software program. Results of the analysis indicate that career
development programs and organizational commitment have a partial effect on employee’s job satisfaction,
organizational commitment affects job satisfaction directly and positively, and career development programs
in organizations do not affect the level of employee’s job satisfaction. In the light of the findings arose, the
results of the study are discussed and recommendations for managers as well as academics are presented.
kapanmaları üzerinde etkili olduğunu göstermiş ve ileriki çalışmalarda ne tür kuramsal tartışmaların yapılacağı konusunda da katkı sağlamaya çalışmıştır.
Sirket üniversiteleri örgütlere stratejik rekabet avantajı saglamak için ortaya çıkan yeni bir egitim
ve ögrenme modelidir. Arastırma kapsamında stanbul ilindeki 27 sirket üniversitesi kurulus tarihleri, web
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programları saglama ve üçüncü seviyede ise geleneksel üniversitelerle isbirligi yoluyla akademik kredi
saglama düzeyinde oldugu tespit edilmistir.