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    A gendered lens on entrepreneurship: Women entrepreneurship in Turkey
    (Emerald Group Publishing Ltd, 2015) Maden, Ceyda
    Purpose - This study aims to shed light on women's entrepreneurship in Turkey by focusing on the profile of women entrepreneurs, key drivers behind their decision to establish their own business, challenges they face while initiating and running their business and support mechanisms for women entrepreneurs. Design/methodology/approach - Semi-structured interviews were conducted by ten successful women entrepreneurs in Turkey. Survey forms were also sent to the representatives of four different organizations that support women entrepreneurship. Three completed survey forms were received back from these organizations. Four key areas that originate from the research question (i.e. profile, drivers, problems and support mechanisms) have constituted the basis of the semi-structured interview guide and that of thematic analysis. Findings - The results have revealed that there are important similarities among Turkish women entrepreneurs with respect to their personality traits or characteristics. Successful women entrepreneurs in Turkey were described as being persistent and determined, patient, mentally strong and visionary and innovative. The interviews also revealed that exploiting unique opportunities in the business environment, working for the good of society and being independent in one's decisions and actions are the major factors behind Turkish women entrepreneurs' decision to become entrepreneurs. On the other hand, finding and managing capital emerged as the most important problem for women entrepreneurs in Turkey despite the existence of various support mechanisms. Finally, the findings showed that the majority of women entrepreneurs in Turkey use traditional ways (i. e. governmental and non-governmental support mechanisms and banks) to get financial support. Family members and business partners are the other sources of financial support, which may also provide moral support to women entrepreneurs. Research limitations/implications - The generalizability of the findings is limited, as the study is exploratory, rather than causal in nature. Practical implications - This study provides certain recommendations to the interested parties, such as policymakers, to create a proper economic, social, political, cultural and legal environment for women in which they can freely and willingly go into and run business. Originality/value - The paper fills an important gap in the literature by systematically reviewing the extant literature on women entrepreneurship in Turkey and combining and comparing the prior findings with qualitative data derived from the interviews with ten successful women entrepreneurs.
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    Exploring employees' responses to unmet job expectations the moderating role of future job expectations and efficacy beliefs
    (Emerald Group Publishing Ltd, 2016) Maden, Ceyda; Özçelik, Hakan; Karacay, Gaye
    Purpose - The purpose of this paper is to analyze the moderating roles of future job expectations and efficacy beliefs in employees' responses to unmet job expectations, i.e. emotional exhaustion, job satisfaction, and turnover intention. It also investigates whether and how work experience influences the interactive effects of unmet job expectations and efficacy beliefs on employees' responses. Design/methodology/approach - Data were collected from 227 employees from a wide range of sectors. Hierarchical multiple regression analyses were used to test the hypotheses. Findings - The results showed that the relationships between unmet job expectations and emotional exhaustion and job satisfaction were stronger for employees with more positive future job expectations. In addition, efficacy beliefs moderated the relationship between unmet job expectations and turnover intention. For employees with more work experience, efficacy beliefs had a stronger moderating role in the relationship between unmet job expectations and the employees' responses. Research limitations/implications - The common method variance might have inflated main effects at the expense of interaction effects. This study contributes to the understanding about the job expectations literature by demonstrating how individual-level factors moderate employees' responses to unmet expectations. Practical implications - The results suggest that organizations need to manage their employees' future job expectations, especially when these employees have higher levels of self-efficacy and work experience. Originality/value - This study is one of the first attempts to empirically explore how employees differ in their responses to unmet job expectations.
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    Impact of fit, involvement, and tenure on job satisfaction and turnover intention
    (Routledge Journals, Taylor & Francis Ltd, 2014) Maden, Ceyda
    This study examined the interactive effects of need-supplies fit, job involvement, and job tenure on service sector employees' job satisfaction and turnover intention in Turkey. Survey data collected from 252 employees who worked in three different banks and one logistics company operating in Istanbul, Turkey, confirm the three-way interaction in predicting employees' turnover intention. In particular, the effect of needs-supplies fit on turnover intention was found to be more strongly positive for longer tenured, highly involved employees. Results also reveal that while the three-way interaction does not predict job satisfaction, the two-way interaction between needs-supplies fit and job involvement is significant. Specifically, needs-supplies fit had a stronger effect on the job satisfaction of highly job-involved employees than those with lower levels of involvement. Certain implications of these results, as well as avenues for future research, are discussed.
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    Investigating the mediating role of corporate reputation on the relationship between corporate social responsibility and multiple stakeholder outcomes
    (Springer, 2016) Arıkan, Esra; Kantur, Deniz; Maden, Ceyda; Telci, E. E.
    In today's highly volatile environment, companies strive to leverage the perceptions of their multiple stakeholders more than ever before with the aim to build a sustainable competitive advantage. Accordingly, corporate social responsibility and corporate reputation concepts are of vital importance for both academicians and practitioners, concerning their potential impact on internal and external stakeholders. Recognizing the intensified significance of a multi-stakeholder perspective, the current study attempts to contribute to the literature through examining the mediating role of corporate reputation on the relationship between corporate social responsibility and various outcomes of customers, employees, and investors as the key stakeholders. Based on a reputational ranking of companies conducted by a national magazine since 2001, nine companies were selected from service and manufacturing industries and an online questionnaire was conducted to a multi-stakeholder sample consisting of customers, employees and investors. The results showed that corporate reputation fully mediates the relationship between corporate social responsibility and organizational commitment, employee satisfaction, investor loyalty, purchase intention, and intention to seek employment. On the other hand, there existed partial mediation on the relationship between corporate social responsibility and customer perceived value, customer satisfaction, customer loyalty, customer switching cost, customer commitment, turnover intention, intention to invest, and intention to spreadword-of-mouth. The results have important implications for practitioners who seek to manage their relationships with multiple stakeholders through their engagement in corporate social responsibility activities and efforts to enhance their companies' reputational status.
  • Küçük Resim
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    Linking corporate social responsibility to corporate reputation: a study on understanding behavioral consequences
    (Elsevier Science Bv, 2012) Maden, Ceyda; Arıkan, Esra; Telci, E. Eser; Kantur, Deniz
    In today's highly competitive market environment, firms need to meet the expectations of multiple stakeholders and compete for reputational status. In this context, corporate reputation (hereafter, CR) plays a very specific role because stakeholders make their decisions based on the reputational status of the firm in question. Given the importance of CR as an important intangible asset that firms should carefully manage, understanding its antecedents and consequences is of strategic importance. Examining CR from a multi-stakeholder perspective, this study aims to investigate first the effect that corporate social responsibility (hereafter, CSR) has on CR as an antecedent and then the effects that CR has on the behaviors of customers, employees, and investors as different stakeholder groups. To test the hypothesized relationships, an online questionnaire is conducted to a convenience sample of 172 respondents and the results are computed using multiple regression analyses. The results confirm not only that as an antecedent, CSR has a strong positive effect on CR but also that CR has a strong positive effect on the behaviors of customers, employees, and investors.
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    Linking high involvement human resource practices to employee proactivity the role of work engagement and learning goal orientation
    (Emerald Group Publishing Ltd, 2015) Maden, Ceyda
    Purpose - The purpose of this paper is to examine the relationships between employees' perceptions of high-involvement human resource (HR) practices, their levels of work engagement and learning goal orientation, and their proactive behaviors. Design/methodology/approach - The sample of the study included 240 employees who work in Istanbul, Turkey, chosen from the major industries that represent the economic profile of this city. The hypotheses were tested with structural equation modeling procedure. Findings - The results revealed that apart from perceived recognition, all the perceived high-involvement HR practices were positively related to employees' work engagement, which in turn predicted their learning goal orientation. Besides, the results indicated that work engagement affected both individual innovation and feedback inquiry significantly, whereas learning goal orientation predicted only feedback inquiry. Finally, the findings revealed that only perceived empowerment and competency development practices were linked to feedback inquiry through work engagement and learning goal orientation. Research limitations/implications - The generalizability of the findings is limited. The data are based on self-report and the use of cross-sectional data does not allow any definite conclusions to be drawn about causality. Practical implications - Organizations that aim to increase employee proactivity need first to identify the means of increasing work engagement. One way of increasing engagement levels among employees is to invest in various kinds of supportive, high-involvement HR practices, such as competence development and information sharing. Originality/value - This study explores the notion of high-involvement HR practices with employee proactivity in an integrative way by viewing work engagement as a latent mechanism that links high-involvement HR practices to proactive behaviors both directly and indirectly via increased learning goal orientation.
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    The simultaneous effects of fit with organizations, jobs and supervisors on major employee outcomes in Turkish banks: Does organizational support matter?
    (Routledge Journals, Taylor & Francis Ltd, 2014) Maden, Ceyda; Kabasakal, Hayat
    This study examines the simultaneous effects of employees' fit with their organization, job and supervisor on their job satisfaction, organizational commitment and turnover intention in Turkish banks by paying special attention to the moderating role of perceived organizational support (POS) in these relationships. Survey data collected from 213 employees who work in five different banks operating in Istanbul, Turkey, show that employees' value fit with their organization increases their job satisfaction and organizational commitment significantly while having no direct effect on their turnover intention. The results also suggest a positive association between employees' fit with their job (needs-supplies fit) and their job satisfaction along with the negative, direct impact of job fit on turnover intention. The hypothesized relationships between employees' value fit with their supervisor and selected employee outcomes are not supported. With respect to the moderating role of POS, the overall findings indicate that a high level of organizational support suppresses the effects of employees' value fit with their organization on their job satisfaction and organizational commitment as well as reducing the relationship between their job fit and job satisfaction and turnover intention.
  • Küçük Resim
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    The theory of cognitive dissonance: A marketing and management perspective
    (Elsevier Science Bv, 2011) Telci, E. Eser; Maden, Ceyda; Kantur, Deniz
    The theory of cognitive dissonance [1] concentrates on creating knowledge about important psychological processes of individuals. Specifically, it focuses on the relationships among cognitions that are elements of knowledge that people have about their behaviors, attitudes, perceptions, beliefs, feelings, or environments. Since human nature is the main subject of all social sciences, the theory has awakened interest and led to significant research in different academic domains. This study makes a thorough analysis of the theory's application in psychology, management, and marketing fields with an aim to assess the contribution of the theory to the development of knowledge in these areas. It is observed that the theory is commonly used by marketers to explain consumer behavior while its adoption in the management field to examine human related issues is considerably underdeveloped. Accordingly, the aim of this paper is to extend the literature on cognitive dissonance by discovering the under-investigated areas and pave the way for further theoretical and empirical research. Identification of existing gaps and suggestions for further scholarly inquiries are also believed to contribute to the recent efforts to regenerate interest to topic and to boost its generalizability through its greater utilization in the development of knowledge. (C) 2011 Published by Elsevier Ltd. Selection and/or peer-review under responsibility 7th International Strategic Management Conference
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    Women in management in Turkey
    (Taylor and Francis, 2016) Kabasakal, Hayat; Karakaş, Fahri; Maden, Ceyda; Aycan, Zeynep
    The Republic of Turkey is located mainly in west Asia and partly in southeast Europe. It had 77.6 million inhabitants at the end of 2014 (TUIK1 , 2014). The country has been a bridge between east and west throughout the history. The analysis of women in society and in management positions conveys the simultaneous influence of eastern and western cultures in the Turkish context.