Organizational Attractiveness

Toplam kalite yönetiminin geçtiğimiz on yıl içerisinde artan önemine rağmen, Türkçe literatürde kritik kalite faktörlerinin belirlenmesi ve kullanımına yönelik sistematik bir çaba bulunmamaktadır. Bu eksikliği gidermek amacı ile bu çalışmada, Saraph ve diğ. (1989) tarafından belirlenen kritik kalite faktörlerinin Türk firmaları için geçerli olup olmadığı sorgulanmıştır. Bunun için orijinal soru formu Küçük ve Orta Ölçekli Sanayi Geliştirme ve Destekleme İdaresi Başkanlığı (KOSGEB) üyesi 400 firmaya gönderilmiş olup, ankete 84 firma cevap vermiştir. Bu firmalardan elde edilen veriler kullanılarak ölçeğin güvenilirlik ve geçerliği test edilmiştir. Analiz sonuçları, Saraph ve diğ. tarafından geliştirilen ölçeğin Türk firmalarının kalite yönetimi uygulamalarını değerlendirmek için kullanılabilecek güvenilir ve geçerli bir araç olduğunu göstermektedir. Ölçeğin kullanım alanları ayrıca tartışılmıştır.

Researchers have been consistent in advising managers to invest on the organization's employer brand, based on the argument that it will benefit recruitment practice. However, this premise has been majorly sustained following an organizational point of view. As such, the employer branding effects on applicants' job search behavior of applying to a vacancy remains undetermined. Main purpose of this study is to understand if employer branding constrains applicants' job seeking behavior. We propose that applicants develop the desire of submitting to a vacancy through a process having the organizational attributes as its predictor and attractiveness as its mediator. We then investigate if and how employer branding constrains this process, by evaluating its moderating effect. Using confirmatory analysis methodology, we found that employer branding moderates the proposed job seeking process. A positive employer branding has strengthened the process leading to the intention to apply to a vacancy, when compared with neutral or negative employer brandings. This explains applicants' desire of submitting to a vacancy. Based on our results, we suggest directions for practitioners concerning recruitment efficacy.

Sanayi devrimini yaratan geleneksel yönetim anlayışı beraberinde kendi sınırlarını da getirmiştir. Artan refah ve eğitim düzeyleri, gelişen iletişim ve ulaşım olanakları ile teknolojik yenilikler gibi faktörler, çalışanların özellikle sendikalar aracılığı ile daha yoğun bir şekilde isteklerini ve seslerini duyurmalarına neden olmuştur. Bu gelişimin doğal sonucu olarak, sanayi devrimi sonrasında organizasyonların başarısının temel faktörlerinden olan fiziksel faktörlerin zaman içerisinde önemi azalırken işgörenlerin önemi artmıştır. İşgörenlerin birikimlerinden olabildiğince fazla faydalanmak ve onların örgüt içerisinde etkin ve verimli çalışmalarını sağlayabilmek örgütler için en önemli konular haline gelmiş ve bu konuda bir çok teknikler geliştirilmiştir. Günümüz dünyasında işgöreni bir üretim aracı olmaktan çıkaran çağdaş düşünce, insan onuruna değer veren bir disiplin anlayışını önermiştir. Bu çalışmada disiplin kavramı tanımlandıktan sonra, olumsuz ve olumlu disiplin kav ramları açıklanacaktır. Daha sonra işletmelerde etkin disiplin sisteminin kurulması konusu incelenecektir. Çağdaş bir yaklaşım olarak cezasız disiplin kavramı aktarıldıktan sonra disiplin yaklaşımında Japon modelinin üzerinde durulacaktır.

This study is a piece of empirical research work which aims to examine the prediction effect of organizational attractiveness on employee retention. Following the incidental cum random sampling technique 200 State bank of India (III class) employee were drawn from Chhattisgarh state to serve as participants in the present research work. In the present research work correlational research design was employed. Organizational attractiveness was measured by organizational attractiveness scale . Employee retention was measured by employee retention questionnaire . Prediction effect was examining using by hierarchical regression analysis. The result of the present study indicates that in organizational attractiveness emerged as a significant predictor of employee retention. There is sufficient empirical and statistical evidence of the prediction effect of organizational attractiveness on employee retention in state bank of India III class employee.

Employee Value Proposition (EVP) is the balance of the rewards and benefits that are received by employees in return for their performance at the workplace. Organizations generally develop an EVP to provide a consistent platform for employer brand communication and experience management. Employer branding is the process of promoting a company, or an organization, as the employer of choice to a desired target group, one which a company needs and wants to recruit and retain The prime reason for this study was to research whether employers use branding in their associations, and how business branding impacts the fascination and maintenance of employees in the banking segment in India. The spellbinding review configuration was received for the study. Eighty-seven employees, including junior and ranking staff were helpfully examined for the study. Information was broke down utilizing both enlightening and inferential measurements. The aftereffects of the study recommend that organizations use employer branding forms in their business to pull in employees and clients. It was likewise found that brand names of organizations may altogether impact the choice of employees to join and stay in the organization. It was subsequently recommended that employers need to make helpful workplace with conditions to empower employees feel great and stay in the organization.

Keywords: Employee Value Proposition, Employer branding and Employee attraction.

Citation: Pawar, A. and Charak, K. (2016). Sustaining Employee Value Propositions: Linkages of Employer Branding and Employee Attraction. Review of Research, 5(4): 1-14

Ülkemizde şirket birleşme ve devralmalarının sayısının gün geçtikçe artmasına rağmen, söz konusu girişimleri başarılı ya da başarısız kılan faktörlerin yeterince araştırıldığı söylenemez. Türkçe yazındaki bu eksikliği bir ölçüde gidermek amacıyla, Halkbank-Pamukbank birleşmesi keşfedici bir yaklaşımla incelenmiş ve bundan sonra yapılacak araştırmalara temel teşkil edebilecek bir teorik çerçeve oluşturulmaya çalışılmıştır. Bunun için birleşme sürecinde yer alan 4 tepe yöneticisi ile yarı yapılandırılmış görüşmeler gerçekleştirilmiş ve elde edilen bulgular Glasner ve Strauss (1967) tarafından geliştirilen alt teori yaklaşımı kullanılarak analiz edilmiştir. Bu çerçevede yapılan değerlendirme sonrasında; çalışan odaklılık, tepe yönetimin liderliği, hızlı karar alma, proje organizasyonu, fonksiyon bazında yapılanma, yetki devri, ayrıntılı planlama, merkezi denetim ve yoğun iletişim gibi bazıları birbiri ile çelişen bir takım faktörlerin şirket birleşmelerinin başarısında etkili olabileceği gözlenmiştir.

Organizational attractiveness is an important subject of employer branding and has five main factors that listed social, market, application, brand and economic value. These are mainly common factors about that which criteria can be more effective on employees. Authenticity at work can be generally defined that being your true self and acting like that. Authenticity is also an important issue for people's physiological needs at work. Therefore, workplace authenticity and organizational attractiveness dimensions could be related with each other and may authenticity could be a new factor of attractiveness. Because, workplace authenticity affects work engagement and satisfaction in a positive way. In Turkey, there has been no study in this area to provide any empirical evidence about that authenticity is one of the effective factors of organizational attractiveness. This research has focused on to investigate authenticity with its importance level of employees' perspective. The relevant studies and literature review on organizational attractiveness and workplace authenticity are critically reviewed and analyzed. 235 professionals participated in an online survey from top three big cities which are Istanbul, Ankara and Izmir in Turkey. From the age of 22 to 55, in many different sectors and hierarchical level of professionals were participated in this survey. The results showed that authenticity could be an effective dimension of organizational attractiveness as perceived by professionals. Therefore, authenticity may be a beneficial factor and can be used in employer branding strategies.

Researchers have been consistent in advising managers to invest on the organization's employer brand, based on the argument that it will benefit recruitment practice. However, this premise has been majorly sustained following an organizational point of view. As such, the employer branding effects on applicants' job search behavior of applying to a vacancy remains undetermined. Main purpose of this study is to understand if employer branding constrains applicants' job seeking behavior. We propose that applicants develop the desire of submitting to a vacancy through a process having the organizational attributes as its predictor and attractiveness as its mediator. We then investigate if and how employer branding constrains this process, by evaluating its moderating effect. Using confirmatory analysis methodology, we found that employer branding moderates the proposed job seeking process. A positive employer branding has strengthened the process leading to the intention to apply to a vacancy, when compared with neutral or negative employer brandings. This explains applicants' desire of submitting to a vacancy. Based on our results, we suggest directions for practitioners concerning recruitment efficacy.

In today’s intense competitive world, organizations have started to give much attention to strategic management and benefit from a different strategic tools. Employer brand, which is defined as the perception of existing employees and candidates that the organization is an ideal place to work, is one of the strategic tools mentioned. The employer brand is a concept that gives organizations a competitive edge over their competitors. The employer brand is related to organizational attractiveness and motivational factors. In terms of internal and external human resources, organizational attractiveness refers to the place that is most desirable to work against its competitors. A successful employer brand ensures that a successful organizational attractiveness is created. A successful employer brand and organizational attractiveness are possible when there are motivation factors. In this study, motivation factors were addressed in terms of their role on the relationship between employer brand and organizational attractiveness. Motivation factors that consist of ‘economic factors’, ‘psychosocial factors’ and ‘managerial and organizational factors’, are amongst the tools used for motivating existing and potential employees. It is possible to create a perception of an organisation that is desirable to work through motivation factors. Through this study, Google, one of the leading internet and software companies, was examined within the framework of its employer brand and organizational attractiveness. The study is based on the case study analysis of Google, which was first on the ‘World’s Most Attractive Employers’ surveys conducted by Universum Global, a global employer brand company, in 2017, 2018, and 2019, in terms of its motivation factors. The findings of this study were analysed and interpreted by creating certain categories. The study concluded with proposals for further studies.

This article focuses on the different senses of the attractiveness of European systems and institutions for students, academics, the labour market and the economy, drawing attention to emergent tensions between different university stakeholders. Universities not only need to be attractive to increasingly differentiated student populations, but they also need to be attractive workplaces and provide attractive career opportunities for academics. Both public and private institutions are under multifaceted pressures to change today. At a time of imminent reformulation of current welfare state systems in most parts of Europe, attractive systems will be able to balance the negative financial impact of the gradual restructuring of the most generous types of welfare state regimes in Europe on public funding for higher education. Ironically, the more successful public entrepreneurial universities are today, the greater the chances are of them following this entrepreneurial direction in the future. The promotion across Europe of a more substantial inflow of both private research funds and student fees can be expected. The possible redefinition of higher education from a public good to a private good is a tendency which may further undermine the idea of heavy public subsidization of higher education, as the economic rationale for higher education is changing. The expected developments may fundamentally alter relationships between university stakeholders, with the decreasing role of the state (especially in funding) and the increasing role of students and the labour market. The expected differentiation-related developments may alter the academic profession in general, and have a strong impact on the traditional relationships between teaching and research in European universities. Setting the Stage: the growing complexity of the academic enterprise An exploration of the possible role of European higher education in the promotion and development of active citizenship has to take into account the current complex European policy context. Rather than addressing directly the question of citizenship and higher education (see the other contributions to this issue), this article wishes to focus in detail on the current policy agenda to increase the attractiveness of European higher education. In discussing the complexities that are involved in framing the issue of attractiveness, special attention is given to the challenges posed to the university's public role, to the related role of the academic profession and, as a consequence, to the context in which the question of higher education and citizenship emerges. It is difficult to define the attractiveness of European higher education as it is a relative and elusive term: its attractiveness has different senses in different contexts (local, national, European), at different (micro-, meso-and macro-) levels of analysis, and for different constituencies. On top of that, we are discussing here multiple future social and economic developments and their possible,

In blended working arrangements (BWAs), employees have discretion over when and where they work. Although BWAs are proliferating worldwide, the lack of predefined temporal and locational structures is unlikely to appeal to every employee. To investigate with whom and when BWAs cause positive reactions, we conducted two experimental vignette studies among full-time employees. In Study 1, we used a 2 (BWAs: yes vs. no) × 2 (development support: yes vs. no) between-subjects design (N = 212) and, in Study 2, a within-subjects design with the same factors (N = 114). Additionally, in both studies, we measured individual differences in autonomy orientation and personal need for structure. Study 1 showed that, relative to traditional working arrangements, BWAs enhance organizational attractiveness and intention to demonstrate organizational citizenship behaviour. In Study 2, in which employees could compare working arrangements, we only found effects of BWAs among employees high in autonomy...

This study makes a comparative analysis of employee responses to different management strategies in an organizational context featuring collectivism. The study was conducted at 18 branches of two public banks in Turkey. Interactions between the branch-managers and their subordinates were grouped under two categories: " Justice Scenario " and " Discrimination Scenario ". In the former were included the ones who made efforts in maintaining an equal distance with all subordinates and, in the latter, the ones who kept varying distances with subordinates, which may be labeled as injustice among employees. The data enabling the categorization were collected by researchers via 20-minute interviews. At the end of the investigation, the branch managers, who implemented discrimination strategy upon their subordinates, were found to be more successful, and their leadership was received with more acceptance than those who preferred justice strategies. Leadership has been by far the most studied topic of the management science due to its direct effect on individual and organizational success. Nevertheless, there are still numerous unanswered questions about the phenomenon of leadership (House and Aditya, 1997; Hies, et al., 2006). Moreover, depending on the technological and environmental factors, the changes undergone in the organizational structure and organizational relations lead to an increase in the number of questions awaiting answers (Kühl, et al., 2005).

ÖZET: Bu çalışmanın amacı, Highhouse vd. (2003) tarafından geliştirilen Örgütsel Çekicilik Ölçeğini (ÖÇÖ) Türkçe'ye kazandırmak ve geçerlik ve güvenirlik analizlerini yapmaktır. Ölçek, öncelikle araştırmacılar ve bir dil uzmanı tarafından Türkçe'ye çevrilmiş, ardından ifadeler iki dilli 15 uzmanın görüşüne başvurularak dil ve anlam uygunluğu bakımından değerlendirilmiştir. Öneriler doğrultusunda son şeklini alan Türkçe form iki aşamada uygulanmıştır. İlk aşamada, test-tekrar test güvenirliğini sınamak amacıyla ölçek iki hafta ara ile 50 öğrenciye uygulanmıştır. Test tekrar-test güvenirlik katsayısı birincil değerlendirme için 0,85, ikincil değerlendirme için 0,89 olarak bulunmuştur. Uygulamanın ikinci aşamasında anket 257 öğrenciye uygulanarak ölçeğin iç tutarlılık katsayısı 0,89 olarak bulunmuştur. Yapılan analizler sonucunda ÖÇÖ'nün özgün ölçekte olduğu gibi üç faktörlü bir yapı gösterdiği belirlenmiştir. Hiçbir madde atılmadan 15 madde ile üç boyutu ölçen geçerli ve güvenilir bir ölçek elde edilmiştir. in Turkey. The 15 item scale was first translated into Turkish by researchers and one language expert, and then, translated sentences evaluated by 15 bilingual experts in terms of expression and linguistic suitability. In compliance with suggestions, the Turkish form was finalized and implemented in two stages. In the first stage, in order to analyze the reliability of test re-test, the scale was implemented with 50 students twice within two weeks and the reliability coefficient was found as 0,85 and 0,89 respectively. In the second stage, the scale was implemented with 257 students and the Cronbach Alpha was found as 0,89. As a result of the analysis, it was determined that Organizational Attractiveness Scale has a three dimensional structure as it is in the original form. Without excluding any items, a valid and reliable scale which consists of three dimensions and fifteen items were obtained.

Amaç: Bu çalışmada, bireylerin kişilik özelliklerinin işveren çekicilik algısına etkisinin incelenmesi
amaçlanmıştır.
Tasarım/Yöntem: Bu bağlamda, bir kamu üniversitesinde öğrenim gören 344 öğrenciden toplanan
veriler kullanılmıştır. Araştırma yöntemi olarak anket yöntemi seçilmiştir. Kişilik tiplerini belirlemek
için geçerliliği ve güvenilirliği tespit edilmiş olan “Beş faktör kişilik ölçeği”, çekicilik unsurlarını
belirlemek amacıyla da “İşveren Çekiciliği Ölçeği” kullanılmıştır. Elde edilen veriler SPSS 20.00
istatistik programı kullanılarak faktör, güvenilirlik, korelasyon ve regresyon analizleri yapılmıştır.
Sonuçlar: Analiz sonuçları, kişilik özellikleri ile işveren çekiciliği algısı arasında ilişki olduğunu ve
birbirlerini etkilediğini göstermektedir.
Özgün Değer: Bu çalışma, yetenekli çalışanları çekmek ve elinde tutmak isteyen ve marka olmak
isteyen işletmeler için yol gösterici bir özellik taşımaktadır.

With the adoption of the Affordable Care Act, it is necessary for health care facilities to focus on patient perceptions and care experience. The urgent care industry has grown exponentially as demand for more accessible patient services has increased. There is little research on how patients perceive their care experiences and what influences their satisfaction in the urgent care setting. The present study proposes a series of research questions exploring the relationship between language and ratings of urgent care facilities. This study aimed to: (1) identify which words were tied to patient experience, (2) identify the language used by satisfied and dissatisfied patients, (3) describe language used in high and low ratings of urgent care centers, and (4) examine a model of the relationships among words. Preliminary results support a proposed model of patient satisfaction that includes care delivery, staff behavior, and facility characteristics.

Bu çalışmanın amacı, ülkemiz yüksek öğretim kurumlarında görev yapan öğretim üyelerinin iş tatmini ve tatminsizliğine yol açan faktörleri ve bu faktörlerin göreceli önem derecelerini belirlemektir. Bunun için, araştırmacılar tarafından hazırlanan soru formu kullanılarak yapılan ankette, on iş tatmini boyutunun önem derecesi, sayısı iki ila on altı arasında değişen sorularla ölçülmüş, müteakiben cevaplayıcılardan bu faktörleri önem derecelerine göre sıralamaları istenmiştir. Araştırma sonuçları, ampirik analizler neticesinde iş tatmini üzerinde etkiye sahip olduğu belirlenen faktörlerle, öğretim üyelerinin iş tatminleri için önemli olduğunu belirttikleri faktörlerin, önem dereceleri arasında farklılıklar olduğunu göstermektedir. Bu farklılıkların nedenleri tartışılmış ve bulgular daha önce yapılan araştırmaların ışığında değerlendirilmiştir

In our research which is made in order to examine the organizational attractiveness and job satisfaction of instructors of physical education and sports who works in different regions in terms of different factors, there are 60 instructors who are 12 women and 48 men and have different academic title and work in 7 universities in different regions of Turkey. According to the variance of academic title of instructors, they ,distribute as 5 associate professor (% 8,5), 18 assistant professor (%30,0), 17 instructors (%28,3), 8 lecturers (% 13,3), 12 research assistant (% 20,0). While choosing of the universities, it is looked youngest universities and the number of instructors is least. ‚Minessota Job Satisfaction Scale‛, ‚Organizational Attractiveness‛ and ‚Demographic Information Form‛ are used. The points which are located of scale dimensions are evaluated between 1 and 5. According to the test results which are done in order to find out if there is a meaningful difference in terms of the variances of academic title, age, years of service, duration of administration, administrative task, lesson hours, marital status of the averages points of the organizational attractiveness, internal satisfaction, external satisfaction, general satisfaction of the instructors who participate the research, a meaningful difference has not been found. There is a weak, positive directional relation among the internal, external satisfaction and organizational attractiveness. There is a weak, positive directional relation between general satisfaction and organizational attractiveness.

Background: Attracting outstanding medical professionals contributes to the creation of a medical
competitive advantage. This study attempts to compare private and non-profit proprietary
hospitals in terms of the connection between hospital image and compensation/benefit system
on organizational attractiveness.
Methods: The questionnaire survey method was adopted in this study, with employees from
two hospitals as applicants. The 1,138 valid questionnaires underwent Pearson correlation analysis
and multiple regression analysis.
Results: The organizational activeness private and non-profit proprietary hospitals possess
structural differences. In private hospitals, the male employees and those under the education
background of university have a higher degree of satisfaction towards organizational attractiveness
(p<0.1); the male employees in non-profit proprietary hospitals under the age of 30
and needing to shift system have a negative impact on organizational attractiveness (p<0.1).
For private and non-profit proprietary Hospitals alike, the corporate image and compensation/
benefit system positively affect organizational attractiveness (p<0.1).
Conclusion: Talents are important assets for organizational planning strategies, goal accomplishment,
and acquisition of a competitive edge. It is only through the creation of a hospital
image and the provision of a sound compensation/benefit system can employees create excellent
medical services and can hospital competitiveness be enhanced.

Bu makalede, Türkiye’deki kalite yönetimi uygulamalarının içerik ve kapsamını belirlemeye yönelik yapılan bir araştırmanın sonuçlarına yer verilmiştir. Araştırma kapsamında tesadüfî olarak belirlenen KOBİ’lere anket uygulanarak söz konusu firmaların kalite yönetimi uygulamaları hakkında bilgi toplanmıştır. Daha sonra anket sorularına verilen cevaplar Toplam Kalite Yönetimi (TKY) felsefesinin boyutları ile ilişkilendirilmiştir. Bu şekilde TKY’nin KOBİ büyüklüğündeki Türk firmalarında uygulanma düzeyi ile uygulamada ön plana çıkan faktörler belirlenmeye çalışılmıştır. Araştırma sonuçları kalite yönetim uygulamalarının firma büyüklüğü ile doğru orantılı olduğunu, firmanın büyüklüğü arttıkça kalite konusundaki bilinç ve buna bağlı olarak uygulamanın kapsamının arttığını ortaya koymaktadır. Ayrıca TKY’nin hizmet firmalarında, üretim firmalarına oranla daha sıkı bir şekilde uygulandığı belirlenmiştir.

Researchers have been consistent in advising managers to invest on the organization's employer brand, based on the argument that it will benefit recruitment practice. However, this premise has been majorly sustained following an organizational point of view. As such, the employer branding effects on applicants' job search behavior of applying to a vacancy remains undetermined. Main purpose of this study is to understand if employer branding constrains applicants' job seeking behavior. We propose that applicants develop the desire of submitting to a vacancy through a process having the organizational attributes as its predictor and attractiveness as its mediator. We then investigate if and how employer branding constrains this process, by evaluating its moderating effect. Using confirmatory analysis methodology, we found that employer branding moderates the proposed job seeking process. A positive employer branding has strengthened the process leading to the intention to apply to a vacancy, when compared with neutral or negative employer brandings. This explains applicants' desire of submitting to a vacancy. Based on our results, we suggest directions for practitioners concerning recruitment efficacy.

This study is a piece of empirical research work which aims to examine the prediction effect of organizational attractiveness on employee retention. Following the incidental cum random sampling technique 200 State bank of India (III class) employee were drawn from Chhattisgarh state to serve as participants in the present research work. In the present research work correlational research design was employed. Organizational attractiveness was measured by organizational attractiveness scale (Highhouse et. al., 2003). Employee retention was measured by employee retention questionnaire (Kyndt et. al, 2009). Prediction effect was examining using by hierarchical regression analysis. The result of the present study indicates that in organizational attractiveness emerged as a significant predictor of employee retention. There is sufficient empirical and statistical evidence of the prediction effect of organizational attractiveness on employee retention in state bank of India III class employee.

The aim of this study is to investigate the differences in the levels of Turkish academician's job satisfaction according to age. Data were obtained from 831 academicians in 26 Universities in Turkey. A total f 346 responses were received, giving a response rate of 41,6 percent. The fallowing conclusions are made: (a) there is positive Iinear relationship between age and job satisfaction, (b) the effect of rank on job satisfaction is not as strong as one might expect, (c) women tend t be slightly more satisfied in their careers than their male counterparts.

An e��lanat�ry researc�� t� determine t��e success fact�rs �f t��e Halkbank-e��lanat�ry researc�� t� determine t��e success fact�rs �f t��e Halkbank-Pamukbank merger It is not quite possible to claim that the factors behind the success or failure of mergers or takeovers have been subject to sufficient analysis in Turkey although such endeavors have been gaining an observable impetus. To rectify this absence in the literature, the marriage between Halkbank and Pamukbank has been investigated with an inquisitive approach and a theoretical frame is proposed to constitute a basis for ensuing studies. Semi-structured interviews arranged with 4 top-level executives and findings were analyzed in accordance with the grounded theory developed by Glasner and Strauss (1967). As a result of evaluation conducted within this framework, a set of factors, sometimes contradicting each other, such as staff focusing, top-executive leadership, quick decision making, project organization, function based structure, authority transfer, detailed planning, centralized control, and massive communication, , with each other, are observed to be influential in the outcomes of mergers.

Liderlik ve iletişim yazını incelendiğinde, 1990&#39;lı yıllara kadar, liderin kullandığı dil ve bu dilin içeriğine ait söz edimlerinin, bireysel ve örgütsel çıktılar üzerinde nasıl bir etki yarattığına ilişkin yeterli sayıda araştırma bulunmadığı gözlenmektedir. Sullivan (1988) tarafından geliştirilen Motivasyonel Dil Teorisi&#39;nin yazındaki bu eksikliği gidermeye yönelik ilk kapsamlı çaba olduğu söylenebilir. Mayfield, Mayfield ve Kopf&#39;un (1995) bu teoriyi temel alarak geliştirdikleri Motivasyonel Dil Ölçeği ise konu ile ilgili görgül araştırmaların önünü açmıştır. Bu çalışmada, Mayfield, Mayfield ve Kopf (1995) tarafından geliştirilen söz konusu ölçeğin Türkçe&#39;deki geçerlilik ve güvenilirliliği sınanmıştır. Yapılan analizler neticesinde ölçeğin yüksek geçerlilik ve güvenilirliğe sahip olduğu belirlenmiştir. Motivasyonel Dil Ölçeğinin bundan sonra Türk örneklem üzerinde yapılacak görgül araştırmalara katkı sağlayacağı değerlendirilmektedir. ABSTRACT: When the literature ...

According to the Instrumental and Symbolic Attributes Framework in the early stages of the recruitment process, prospective applicants assign personality traits to organizations. The purpose of this study was to develop an instrument to explore and measure personality trait inferences of hotel businesses. The sample was drawn from five star hotels located in Istanbul. The development of the scale begun with reviewing the literature, and an item pool was developed through the traits which were studied in various works. 698 personality traits were listed and reviewed, then a final list consisted of 72 personality traits was obtained. A pilot test has been employed before the actual survey. The field study has been conducted on participants that can be prospective employees of five-star hotels, located in city centers. Participants were requested to pick a hotel of which they knew most and by which they were not employed. Participants, then, were asked to rate their level of agreement with the degree to which traits described the hotel they picked. The factor structure of personality trait inferences of hotel business was determined through exploratory factor analyses and was confirmed with first and second order confirmatory factor
analyses. Four factors emerged from the 18 items: Exclusiveness, sensibility, competence and prestige.

Lider Üye Etkilesimi (LÜE), kavram olarak ilk ortaya atildigi 1970’li yillardan bugüne yogun bir sekilde arastirilmasina karsin, bu calismalarda kullanilan ölceklerin gerekli psikometrik sartlari saglamadigi ve belirli bir kuramsal temele dayanmadigi ileri sürülmüstür (Vecchio ve Gobdel, 1984). Yazindaki bu eksiklik ve karmasanin, Dienesch ve Liden (1986) tarafindan olusturulan kuramsal cerceve ve bu cerceveye dayali olarak Liden ve Maslyn (1998) tarafindan gelistirilen ölcege kadar devam ettigi söylenebilir. Bu tarihten sonra yapilan calismalarin büyük bir kisminin söz konusu cerceveye dayali olarak gerceklestirilmesi ise kavram üzerinde yapilan tartismalarda belli bir uzlasi saglandigini göstermektedir. Bu calismada, Liden ve Maslyn (1998) tarafindan gelistirilen ölcegin Türkcedeki gecerlilik ve güvenilirligi incelenmistir. Yapilan analizler sonucunda ölcegin yüksek gecerlilik ve güvenilirlige sahip oldugu belirlenmistir. LÜE modeline iliskin Türkce yazindaki calismalarin sinirliligi dikkate alindiginda, söz konusu ölcegin bundan sonra yapilacak görgül arastirmalara katki saglayabilecegi degerlendirilmektedir.

Türk bankacılık sektörü, ülkemizin en rekabetçi sektörlerinin başında gelmektedir. 2001 yılında yaşanan finansal kriz sonrasında birçok banka Tasarruf Mevduatı Sigorta Fonu'na (TMSF) devredilmiş ve krizin ülke ekonomisine faturası yaklaşık 50 milyar dolar olmuştur. Kriz sonrası yapılan regülasyonlar ve ekonomik iyileşme neticesinde faiz oranlarındaki düşüş, bankalar arasındaki rekabeti artırmış ve bankalar müşterilerine en iyi ürün ve hizmetleri sunmak konusunda çeşitli çözümler üretmeye çalışmışlardır. Dolayısıyla inovasyon, bankaların son dönemde finansal performanslarını artıran önemli unsurlardan birisi haline gelmiştir. Bu çalışmada işletme içi ortaklaşa rekabet uygulamasının inovasyon ve inovasyonun da algılanan işletme performansı üzerindeki etkisi ölçülmüştür. Çalışma sonuçlarına göre, bankaların bölümleri arasında bilgi paylaşımı ve ortak değerleri geliştirmeyi amaçlayan bir işbirliğine ek olarak belli bir seviyede rekabet de uygulanabilirse, bir başka deyişle ortaklaşa rekabet stratejisi hayata geçirilebilirse, bankada inovasyonun ve algılanan finansal performansının artacağını göstermektedir.

Bu makalede Türk akademisyenlerinin zamanı kullanma alışkanlıkları araştırılmıştır. Bunun için Diamantopoulos ve diğ. (1992) tarafından geliştirilen 20 maddelik ölçme aracı Türk yüksek öğretimine uyarlanarak kullanılmıştır. Anket Ağustos-2007 de internet üzerinden uygulanmıştır. Araştırmanın çerçevesi, 54 farklı üniversiteden 17,756 akademisyeni içermektedir ve araştırmacı tarafından üniversitelerin web sitelerinden toplanarak oluşturulmuştur. Anket rastlantıal olarak belirlenen 6,000 akademisyene gönderilmiş ve % 28,6 cevaplanma yüzdesi ile 1,720 kullanılabilir anket formu elde edilmiştir. Analiz sonuçları akademisyenlerin uzun saatler boyunca çalıştıklarını ve çok farklı faaliyetlerle ilgilendikleri ortaya koymaktadır. Ayrıca korelasyon matrisinden elde edilen veriler, her bir faaliyet için harcanan sürenin bir diğer faaliyet için ayrılan süreyi doğrudan etkilediğini göstermektedir.

Advancements in technology enable hospitality organizations to rely on digital recruitment efforts such as websites to attract applicants. Reflecting this industry trend, a small, but growing body of literature from the hospitality industry examines how applicants react to online recruiting using fictitious websites of hypothetical companies in experiments. The purpose of this article is to validate the use of fictitious websites as an experimental data collection method. Two quasi-experiments were guided by theories and model of applicant perceptions of fit and organizational attraction. Fit was manipulated by matching the career preference of active job seekers (e.g., a job seeker in the hotel sector) with a fictitious website (e.g., a hotel’s careers page) or not (control group). The results from the two quasi-experiments showed person–organization fit (Study 1) and person–job fit (Study 2) led to more organizational attraction under conditions of matches (e.g., a job seeker in t...

Organizational attractiveness is a critical factor in
attracting right personnel to businesses since job seekers
prefer to apply for the businesses they find attractive.
Organizational attractiveness is influenced by the prospective employees’ perceptions of instrumental
and symbolic attributes. Hence, being aware of those
perceptions is crucial for businesses. Companies that
compete in the same environment and have similar
characteristics especially need to differentiate themselves
to be more attractive employers. The purpose of this
paper to explore the factors, within the instrumental
and symbolic framework, that are important in distinguishing
hotel businesses from their rivals. The study
was implemented in the five-star hotel businesses located
in İstanbul. One-way ANOVA and Discriminant
analysis were used to discover the factors that distinguish
hotel businesses. The findings reveal that Symbolic
attributes are more effective (through the dimensions of
exclusiveness, sensitivity, and prestige) in this regard;
yet, customer dimension of the Instrumental attributes
is also effective in distinguishing hotel businesses.

Türkiye'deki iki ayrı kamu bankasının 18 şubesinde gerçekleştirilen araştırma ile toplulukçu özelliğe sahip örgüt ortamında, yöneticiler tarafından izlenen farklı stratejilere astlar tarafından verilen tepkiler karşılaştırmalı olarak incelenmiştir. Bu çerçevede, tüm çalışanlara eşit mesafede olmaya gayret gösteren şube müdürlerinin, astlarıyla olan etkileşimi "Adalet Senaryosu", çalışanları arasında adaletsizlik olarak tanımlanabilecek ölçüde ayrımcılığa giden şube müdürlerinin astlarıyla olan etkileşimi "Ayrımcılık Senaryosu" başlıkları altında ele alınmıştır. Her bir senaryoya temel oluşturan veriler ise, araştırmacılar tarafından her biri yaklaşık 20 dakika süren görüşmeler aracılığıyla toplanmıştır. Araştırma sonucunda, astlarına karşı ayrımcı stratejiyi uygulayan şube müdürlerinin, ayrımcı stratejiye gitmeksizin herkese eşit davranmaya gayret gösteren şube müdürlerine oranla daha başarılı oldukları ve lider olarak kabullerinin daha kolay gerçekleştiği gözlenmiştir.

Abstract: Bu çalışma ile üniversite öğrencilerinin mezun olduktan sonra çalışacakları işverenleri seçim kararlarında rol oynayan faktörler ve söz konusu faktörlerin etki dereceleri belirlenmeye çalışılmıştır. İki aşamada gerçekleştirilen araştırmanın ilk aşamasında ...

This study is a piece of empirical research work which aims to examine the prediction effect of organizational attractiveness on employee retention. Following the incidental cum random sampling technique 200 State bank of India (III class) employee were drawn from Chhattisgarh state to serve as participants in the present research work. In the present research work correlational research design was employed. Organizational attractiveness was measured by organizational attractiveness scale (Highhouse et. al., 2003). Employee retention was measured by employee retention questionnaire (Kyndt et. al, 2009). Prediction effect was examining using by hierarchical regression analysis. The result of the present study indicates that in organizational attractiveness emerged as a significant predictor of employee retention. There is sufficient empirical and statistical evidence of the prediction effect of organizational attractiveness on employee retention in state bank of India III class employee.

Amaç: Bu çalışmada, bireylerin kişilik özelliklerinin işveren çekicilik algısına etkisinin incelenmesi amaçlanmıştır. Tasarım/Yöntem: Bu bağlamda, bir kamu üniversitesinde öğrenim gören 344 öğrenciden toplanan veriler kullanılmıştır. Araştırma yöntemi olarak anket yöntemi seçilmiştir. Kişilik tiplerini belirlemek için geçerliliği ve güvenilirliği tespit edilmiş olan “Beş faktör kişilik ölçeği”, çekicilik unsurlarını belirlemek amacıyla da “İşveren Çekiciliği Ölçeği” kullanılmıştır. Elde edilen veriler SPSS 20.00 istatistik programı kullanılarak faktör, güvenilirlik, korelasyon ve regresyon analizleri yapılmıştır. Sonuçlar: Analiz sonuçları, kişilik özellikleri ile işveren çekiciliği algısı arasında ilişki olduğunu ve birbirlerini etkilediğini göstermektedir. Özgün Değer: Bu çalışma, yetenekli çalışanları çekmek ve elinde tutmak isteyen ve marka olmak isteyen işletmeler için yol gösterici bir özellik taşımaktadır.

Bu makalede 56 maddelik Öğretim Üyelerinin İş Tatmini Anketinin (ÖÜİTA) geliştirilmesi ve test edilmesi aşama aşama tartışılmıştır. ÖÜİTA; yönetsel ortam, amirlerin tutum ve davranışları, çalışma arkadaşları ile ilişkiler, işin kendisi, ücret, öğretim ve araştırma, ek görevler, takdir (tanınma), serbestlik, iş güvencesi, üniversitenin prestiji ve fiziksel çalışma şartlan olmak üzere toplam on iki iş tatmin boyutunu ölçmektedir. ÖÜİTA' nın uygun bir şekilde geliştirmesini sağlamak için ayrıntılı bir metodoloji uygulanmıştır. Bu kapsamda, iş tatmini ile ilgili konular geniş bir tarama araştırması ile belirlenmiş, öğretim üyelerinin iş tatminini etkileyen önemli hususlar farklı üniversitelerden çok sayıda Öğretim üyesi ile yapılan mülakatlarla tespit edilmiştir. Soru formu bu iki kaynaktan elde edilen maddelerden oluşturularak, cevap seçeneği olarak Likert tipi ölçekten yararlanılmıştır. Taslak anket 26 üniversiteden toplam 841 öğretim üyesine uygulanmış, %41.6 cevaplanma oranı ile 346 geçerli soru formu elde edilmiştir. Bu veriler kullanılarak yapılan güvenilirlik, geçerlilik testleri ve faktör analizi sonucunda 56 soruluk iş tatmin anketi oluşturulmuştur. Sonuçlar ÖÜİTA'nın yüksek öğretimde iş tatminim ölçmek için kullanılabilecek geçerli ve güvenilir bir araç olduğunu göstermektedir. Bu çalışmada kullanılan yöntem ve prosedürlerin, kendi anketlerini hazırlamak isteyen araştırmacılar için iyi bir örnek oluşturacağı değerlendirilmektedir.

Organizational culture is the term used to describe the shared beliefs, perceptions, and expectations of individuals in organizations. In the healthcare environment, organizational culture has been associated with several elements of organizational experience that contribute to quality, such as nursing care, job satisfaction, and patient safety. A range of tools have been designed to measure organizational culture and applied in industrial, educational, and health care settings. This study has been conducted to investigate the perceptions of military medical graduates on organizational culture at Gülhane Military Medical School. A measurement of organizational culture, which was developed by the researchers from Akdeniz University, was applied to all military medical graduates in 2004. This was a Likert type scale that included 31 items. Designers of the measurement grouped all these items into five main dimensions in their previous study. The items were scored on a five-point scale anchored by 1: strongly agree and 5: strongly disagree. Study participants included all military physicians who were in clerkship training period at Gulhane Military Medical Academy in 2004. A total of 106 graduates were accepted to response the questionnaire. The mean age of participants was 25.2 +/- 1.1. At the time of study only 8 (7.5%) graduates were married. The study results have showed that the measurement tool with 31 items had a sufficient reliability with a Cronbach's alpha value of 0.91. Factor analysis has resulted a final measurement tool of 24 items with five factors. Total score and the scores of five subdimensions have been estimated and compared between groups based on living city and marital status. The study has shown the dimension of symbol received positive perceptions while the dimension of organizational structure and efficiency received the most negative perceptions. GMMS has a unique organizational culture with its weak and strong aspects. Conducting this kind of studies contribute to improve organizational culture in order to increase educational and research capability.