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Öğe Are you ready for the global change? Multicultural personality and readiness for organizational change(Emerald Group Publishing Ltd, 2016) Caliskan, Sibel; Isik, IdilPurpose - The purpose of this paper is to investigate employee readiness for their organizations' global change and the predictive effect of their personality and perception of change. Design/methodology/approach - Participants were from work groups that are known to have various levels of contribution to the globalization process in a retail company. Following focus group study, surveys of multicultural personality (MP), organizational change (OC) perception, and individual readiness for global change were conducted. Findings - Results showed that the participants from the work groups with higher involvement in global work evaluated themselves more in terms of MP characteristics, with a more positive perception of OC process and climate, and more readiness for change. There was no effect of MP on OC perception or readiness for change. Perceived OC partially mediated the relationship between the perceived global content of the job and individual readiness for change. Research limitations/implications - The sample is relatively small which limits the external validity of the findings. Practical implications - Results revealed the importance of recruiting the right employees and corporate communication during the globalization process among all work groups. Originality/value - This study is one of the first that integrates OC in the process of globalization with employees' MP. Further, it elaborates on how the perception of and readiness for OC differs across diverse work units throughout the globalization process.Öğe Individual and managerial predictors of the different forms of employee voice(Emerald Group Publishing Ltd, 2019) Unler, Ela; Caliskan, SibelPurpose Analysis of employee voice has focused on the reasons and managerial issues regarding the available environment to speak up. The purpose of this paper is to understand the effect of management attitude on employee voice with the mediating effect of individual's perceived psychological safety (PPS). Besides, the role of job satisfaction (JS) and being individualist/collectivist as moderators over the effect of psychological safety on employee voice are analyzed. Design/methodology/approach The authors constructed a framework based on Maynes and Podsakoff's (2014) view that identifies four different types of voice behavior (supportive, constructive, defensive and destructive). In total, 286 questionnaires were collected from employees working in telecommunication industry. Findings Based on analysis, positive management attitude facilitates supportive and constructive voice (CV) and reduces destructive voice (DESV). PPS mediates the relationship with management attitude and DESV. JS level facilitates supportive CV and reduces DESV. Collectivism level of employees moderates PPS and DESV. Path analysis results showed a similar model for mediation effect of safety, and showed a better model fit and explanation for trust mediation between LMX and supportive, constructive and DESV. Supported assumptions would be discussed-based social exchange theory and signaling theory. Research limitations/implications - The sample is relatively small which limits the external validity of the findings. Practical implications - Results revealed the managerial attitude over employee voice through perceived work environment (psychological safety) and trust. Originality/value This study is one of the first that integrates not only constructive but also DESV into the model.Öğe Understanding Employee Voice Cross Culturally: Does Being Collectivist Matter?(Oeconomica Publishing House, 2017) Unler, Ela; Caliskan, SibelAnalysis of employee voice has focused on the reasons and managerial issues regarding available environment to speak up. The study aims to understand the effect of management attitude on employee voice with the mediating effect of individual's perceived psychological safety. Besides, the role of job satisfaction and being individualist/collectivist as moderators over the effect of psychological safety on employee voice are analyzed. We constructed a framework based on Maynes and Podsakoff (2014)(3')s view that identifies four different types of voice behavior (supportive, constructive, defensive, and destructive). 207 questionnaires were collected from employees who are working in telecommunication industry. Based on analysis, positive management attitude facilitates supportive/constructive voice and reduces deconstructive voice. Perceived psychological safety mediates the relationship with management attitude and destructive voice. Also, job satisfaction level facilitates supportive/constructive voice and reduces deconstructive voice. Collectivism level of employees' moderates perceived psychological safety and deconstructive employee voice. Supported assumptions were discussed based social exchange theory and signaling theory. This study is one of the first that integrates not only constructive but also deconstructive voice into the model.Öğe Understanding Employee Voice Cross Culturally: Does it matter to be Collectivistic?(Routledge Journals, Taylor & Francis Ltd, 2016) Unler, Ela; Caliskan, Sibel[Abstract Not Available]
