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Öğe Attitudes Towards Changes and Organisational Learning: China and Turkey(Acad Conferences Ltd, 2011) Alas, Ruth; Vadi, Maaja; Demirer, Halil; Bilgin, NecdetChanges have become a normal part of life in organisations. Employees' attitudes are considered an indicator of the future success of an organisation (Hurst 1995). This paper studies the connections between attitudes towards changes and organisational learning in Chinese and Turkish organisations. The paper starts with a theoretical framework for the study, including literature about attitudes towards changes and organisational learning. Special attention has been paid to institutional development in China and Turkey. This is followed by an empirical study of Chinese and Turkish organisations. The empirical study of Chinese organisations and the Turkish hotel industry indicated the importance of attitudes toward changes for organisational learning. The scales for the measurement of organisational learning and attitudes towards changes were designed according to the factor analysis. Attitudes towards change fall into two broad categories, which reflect the employees' feelings and dispositions with regard to interest in changes and their trust in change. Attitudes towards changes included trust in change and an interest in changes. These attitudes together predict almost half of organisational learning. The impact of socio-demographic characteristics was tested. Although socio-demographic characteristics differentiate in various respects, these do not play an important role in the prediction of organisational learning. When performing the regression analysis (dependent variable organisational learning) the Adjusted R Squares were 54 for the both samples, while after entering the socio-demographic characteristics it decreased in both the Turkish and Chinese samples. At the same time, generic characteristics (gender and age) and additionally, the education and type of contract do not predict organisational learning in this study. Significant differences emerged between the two countries. Attitudes towards changes are the main predictors of organisational learning in Turkey, and these predict a higher assessment of the organisational learning scale. In China, attitudes also predict organisational learning, but contrary to Turkey, these predict a lower level of assessment of the corresponding scale.Öğe Differences in service quality perceptions of stakeholders in the hotel industry(Emerald Group Publishing Ltd, 2015) Dedeoglu, Bekir Bora; Demirer, HalilPurpose - Studies in the service quality evaluation literature have generally attempted to determine the service quality perception level of customers by mainly focusing on customers' quality evaluations. However, the nature and characteristics of differences in service quality perceptions among customers, managers and employees are not sufficiently researched. In this study, the differences in service quality perceptions among the aforementioned stakeholders are examined. Design/methodology/approach - Multivariate analysis of variance was used to test the significant differences between stakeholder's perceptions of service quality, using a sample of 845 hotel stakeholders (customers, employees and managers). Findings - The findings showed that employees perceived service performance to be at a high level, while customers perceived it to be at a low level. According to the post-hoc test, even though managers' perception of service quality performance was lower than that of employees, no significant difference was found between them. In addition, it was determined by second-order confirmatory factor analysis that the lowest explanation ratio was the tangible dimension in SERVQUAL. Originality/value - One major shortcoming in the concept of service quality is that stakeholders perceive service quality differently. In particular, a hotel business that lacks service quality may face issues such as negative customer satisfaction, lack of customer loyalty and lower competitive advantage. However, while most of the studies on the hotel sector in the literature focus mainly on the evaluation of customers for service quality, other stakeholders' (employees' and managers') perceptions have been ignored. Therefore, the current study's contribution to the literature explores the differences in stakeholders' perceptions of the hotel industry.Öğe The examination of the relationship among organizational support, affective commitment and job satisfaction of hotel employees(Elsevier Science Bv, 2012) Bilgin, Necdet; Demirer, HalilIn this study, the relationships among perceived organizational support (POS), affective commitment and job satisfaction of hotel employees are reseached. Data analyzed were gathered from 271 employees of 7 hotel organizations. In the conclusion of analyses there found significant and positive relationship among variables. (C) 2012 Published by Elsevier Ltd. Selection and/or peer review under responsibility of Prof. Ayse Cakir IlhanÖğe Kooperatiflerde güvenin sonuçlarına yönelik bir araştırma(2012) Bilgin, Necdet; Demirer, Halil; İşleyen, AykutBu çalışma, kooperatiflerde güvenin sonuçlarına yönelik bir araştırmadır. Yöneticiye güven, ortakların birbirlerine güveni ve kooperatif örgütüne güven ile kooperatife bağlılık ve ortakların tatmini arasındaki ilişkiler inceleme konuları olmuştur. Araştırma Antalya?da faaliyette olan bir tüketim kooperatifinde uygulanmıştır. Veriler 93 kooperatif ortağından anket yapılarak elde edilmiştir. Yöneticiye, ortakların birbirlerine ve kooperatife güvenin ortak tatmini ve bağlılığını pozitif yönde etkilediği görülmüştür. Fakat en çok kooperatife güvenin bağlılık ve ortak tatminini olumlu yönde etkilediği bulunmuştur.Öğe The moderating effects of perceived accountability on the relationship between sales personnel's empowerment and organizational commitment: A field research in Turkish travel agencies(2008) Demirer, Halil; Güreş, Nuriye; Akgül, VolkanIn this research study, the moderating effects of demographic variables and perceived accountability on the evident relationship between employee empowerment and organizational commitment were examined. 426 sales persons in travel agencies in Turkey were chosen as sample of the survey. The common definitions and widely used measures were used for the analyses among variables. Responses for some demographics and perceived accountability were categorized in order to be able to regress in moderated form to test the hypotheses. Findings proved that perceived accountability and income level of the sales persons were found to be the first order determinants of employee empowerment. However, only the age and marital status factors have a moderating effect on the relationship between employee empowerment and organizational commitment.Öğe Organizational commitment and job satisfaction : The influence of individual and organizational factors on sales persons' work attitudes in travel agencies(2010) Demirer, Halil; Güreş, Nuriye; Akgül, VolkanLately, organizational commitment and job satisfaction have been important topics in the work environment and extensively researched by researchers. Thus, in this study, the predictors of organizational commitment and job satisfaction were investigated in a sample of 459 sales persons randomly chosen from the travel agencies. We proposed that the variables as individual and organizational would operate as the antecedents of the sales person's organizational commitment and job satisfaction. Multiple regression analysis was used and the results showed that the level of perceived accountability to the supervisor was the most significant predictor of organizational commitment of sales persons. On the other hand, job satisfaction was best predicted by perceived performance on the job and level of perceived accountability to the supervisor. But gender, age, marital status, educational level, job contract type, psychological well-being and, company size were found to have no significant predicting power on organizational commitment and job satisfaction of sales persons.Öğe Predictors of Commitment to Careers in the Tourism Industry(Routledge Journals, Taylor & Francis Ltd, 2008) Koyuncu, Mustafa; Fiksenbaum, Lisa; Burke, Ronald J.; Demirer, HalilThe hospitality and tourism industry is a significant contributor to the economies of many countries. As a result, countries need an educated, skilled and committed workforce to be successful. To fill this need, colleges and university have developed programs of study to improve the quality of human resources working in this industry. This study considers predictors of comment to a career in hospitality and tourism among 640 male and 375 female university tourism students in Turkey. Three types of predictors were examined using hierarchical regression analyses: work values, levels of student engagement during their program of study, and levels of student burnout during their university studies. Work values were unrelated to commitment to a career in hospitality and tourism: students' reporting higher levels of engagement, and those reporting lower levels of burnout, were more committed to careers in tourism. Implications of these findings for university tourism programs and employers of graduates of university tourism programs are offered.Öğe Readiness to change at Turkish hotel industry(Elsevier Science Bv, 2012) Alas, Ruth; Vadi, Maaja; Demirer, Halil; Bilgin, NecdetUnderstanding employee readiness for organisational change is important since readiness is an attitude that must be considered as a predictor of actual employee behaviours and as indicator of the future success of an organisation. The aim of this paper is to study the connections between the factors of readiness to change - attitudes towards changes and organisational learning in the Turkish hotels. Empirical study indicated that scales of personal satisfaction and knowledge about change predict almost half of organisational learning in Turkish hotel industry. Managers, people with permanent contracts and respondents with certain professional interest feel more satisfied and better informed about changes and assessed scale of learning higher. Female respondents had better knowledge about changes. (C) 2012 Published by Elsevier Ltd. Selection and/or peer review under responsibility of Prof. Dr. Huseyin ArasliÖğe Tarımsal kooperatiflerde ortakların teknolojik değişime yönelik tutumlarını etkileyen faktörler : Çukobirlik' te bir uygulama(2009) Bilgin, Necdet; Demirer, HalilGünümüz işletme örgütlerinde, örgüt üyelerinin teknolojik değişimlere karşı tutumları hızlı teknolojik değişim nedeniyle, artan bir öneme sahiptir. Rekabet ortamı sorunları ve teknolojiyi takip etme zorunluluğu, tarımsal kooperatifler için de yaşamsal önemdedir. Bu çerçevede, tarım kooperatifleri ortaklarının teknolojik değişimlere karşı tutumlarının ne yönde olduğu, bu örgütlerin piyasada değişimleri algılayabilmeleri ve rekabetçi bir yapı kazanmaları açısından zorunluluk olmaktadır. Çünkü yeniliklerin hızla benimsenmesi, organizasyonların çeşitli, yüksek kalitede ve düşük maliyetle üretim yapmasını kolaylaştırmaktadır. Bu çalışma, kooperatif ortaklarının teknolojik değişimlere karşı tutumlarının belirleyicileri üzerine kurgulanmıştır. Teknolojik değişimlere karşı ortakların tutumunu etkileyen değişkenler olarak ortakların; kooperatif yöneticilerinin karizmatik liderlik algılamaları, örgüte bağlılıkları, kollektif kültürel özellikleri ve grup olarak işbirliği ve iletişim eğilimleri ele alınmıştır. Birincil verilerin elde edilmesi için saha araştırması, tesadüfi seçilen 165 Çukobirlik ortağı ile gerçekleştirilmiştir. Belirleyiciler, çoklu doğrusal regresyon eşitliğine basamaklı yöntemle sokulmuştur. İşbirliği ve iletişim ile kollektif kültürel özelliğin ortakların teknolojiye karşı tutumlarının en başarılı tahminleyicileri olduğu bulunmuştur.Öğe Time affluence, material affluence and well-being among Turkish managers(Emerald Group Publishing Ltd, 2009) Burke, Ronald J.; Koyuncu, Mustafa; Fiksenbaum, Lisa; Demirer, HalilPurpose - Based on US college student and adult samples, Kasser and Sheldon suggested that time affluence (TA) may be a more significant predictor of subjective well-being than material affluence (MA). This paper aims to replicate and extend their findings to an employed sample from another country and culture. Design/methodology/approach Data were collected from 877 men and women managers and professionals working in the manufacturing sector in Turkey using anonymously completed questionnaires. Findings This sample worked long hours and earned significantly less income than did the US samples. TA and MA were uncorrelated in this sample though positively and significantly correlated in the US samples. Income emerged as a significant predictor of MA but not TA. Hierarchical regression analyses, controlling for both personal demographics (e.g. age, education) and work situation characteristics (e.g. organizational level, organizational tenure) showed that TA and MA were significant predictors of most work outcomes (e.g. job satisfaction, job stress) and indicators of psychological well-being (e.g. psychosomatic symptoms, life satisfaction). Research limitations/implications Data were collected at one point in time so issues of causality cannot be addressed. Results suggest that further research on TA and MA should be carried out in countries having different values and levels of development than in North America. Originality/value These findings partially replicate US results and extend them to women and men working in a single occupation in another country. They suggest that further research on TA and MA should be carried out in countries having different values and levels of development than in North America.
