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Öğe Impact of COVID-19 anxiety on work stress in seafarers: The mediating role of COVID-19 burnout and intention to quit(Via Medica, 2022) Erdem, Ahmet Tuncay; Tutar, HasanBackground: The frequent encounters of seafarers with people from different countries compared to other occupations increase their risk of contracting different variants of coronavirus disease 2019 (COVID-19). This risk may cause additional anxiety for them. The main purpose of this research is to determine the mediating role of COVID-19 burnout and intention to quit in the impact of seafarers' anxiety about contracting COVID-19 on work stress.Materials and methods: The research is a quantitative correlational research design cross-sectional study. We determined the research data according to the random sampling technique. Participants consist of 390 maritime business employees operating in Istanbul and Izmir. We determined the participants based on voluntary participation. We collected the data with the help of the Coronavirus Anxiety Scale, COVID-19Results: The study found that seafarers' anxiety about contracting the novel coronavirus positively influences their perception of job stress and that COVID-19 burnout and intention to quit strongly mediate this interaction. We also determined that seafarers had a high level of COVID-19 anxiety, leading to a higher perception of COVID-19 burnout.Conclusions: These findings mean that although personal factors are important, negative psychological perceptions feed off each other and cause another psychological perception. The research results need to be strengthened by psychological factors such as job satisfaction, organizational trust and organizational support, and their psychological resilience should be increased so that seafarers do not show COVID-19 anxiety due to job stress and intention to quit.Öğe Moderator role of old and new Y generation differences in the effect of perceptions of self-efficiency on decision-making strategies(Emerald Group Publishing Ltd, 2022) Tutar, Hasan; Erdem, Ahmet Tuncay; Karademir, ÖmerPurpose There has been a rapid generational change in the business world in Turkey recently, and X generation managers are rapidly leaving their place to Y generation managers. In countries with relatively young populations such as Turkey, management in family businesses passes into the hands of Generation Y. This study aims to examine the moderator role of the difference between old and new generation Y in the effect of self-efficacy perceptions on decision-making strategies. Design/methodology/approach This research, which was designed according to the quantitative research method, was designed according to the cross-sectional survey model, one of the general survey models. The research data were collected from a sample of 441 family business managers determined according to the simple random sampling technique. The data were analyzed and interpreted with various statistical techniques. Data analysis was done with AMOS. 20 and International Business Machines statistical package for the social sciences 22 data analysis programs. Findings According to the analysis findings, there is a significant relationship between the participants' self-efficacy perceptions and decision-making strategies. Research findings old and new generation Y managers have different decision strategies. The research results showed that the dominant self-efficacy perceptions of the Y generation affect their decision-making strategies. Research limitations/implications This research only examines whether the old and new generation Y perceptions have a moderator function in the relationship between the participants' self-efficacy perceptions and decision-making strategies. The research is quantitative research limited to family businesses. The results can be compared by repeating the research with other variables and in different samples, for example, by researching in public institutions. In addition, the way of reflecting the differences in perception to the management can be subjected to deeper analysis with mixed studies. Practical implications One of the important reasons for the difference in people's approaches to events is their personality structure. Generational differences, which have been discussed primarily in recent years, make themselves felt in working life. The new working models arising from the different perspectives of the Y generation differ from the traditional business models. Today, in traditional business models, the manager profile is usually the X generation. However, the process is moving toward gaining essential positions in the management levels of the new Y generation. They put traditional managers in a difficult situation with their impatient behavior and desire to climb the career ladder quickly. Social implications In the studies conducted on the Y generation, it is understood that they do not favor the classical management approach based on the command-command relationship. The sense of loyalty of the Y generation is low compared to other generations and their organizational commitment levels are weak. There are determinations that they attach importance to flexible working style and want to do business using digital technologies. They are highly motivated in setting vision and participating in strategic decisions in organizations. These features differ significantly from the X-generation managers who adopt the traditional management approach. Originality/value Both emotional and cognitive characteristics influence decision-making behavior. The generation gap which shows common personality structures in a certain period is an important predictor of decision-making strategy. Research results and related studies significantly affect the decision strategies of the generation gap. No research has been found comparing the old and new Y generations. In this respect, it is thought that the research will contribute to theory, practice and method.Öğe Big five personality traits and workplace spirituality: A mixed method study(Walter De Gruyter Gmbh, 2020) Tutar, Hasan; Oruç, Emre; Erdem, Ahmet Tuncay; Serpil, HarunThis mixed method study aims to examine the relationship between big-five personality traits and workplace spirituality from a managerial perspective by analyzing its potential effects on management. In the quantitative step, the cross-sectional survey was employed as the data collection, and the data were obtained from a sampling group through the simple random sampling. Further, the qualitative part of the study was designed as a purposive sampling technique. The quantitative research data were obtained from 238 participants working in a public university in Turkey. The qualitative data were obtained by interviewing a group of 14 people from the same sample of participants working as administrators at the same university. The qualitative data of the study were analyzed by content analysis. The findings indicate that the harmony between the perception of personality structures and workplace spirituality has an important function in the adoption of workplace values by the employees.Öğe Mesleki özdeşleşmenin tükenmişliğe etkisinde iş yükü algısının aracılık rolü: Hemşirelere yönelik bir araştırma(2020) Erdem, Ahmet TuncayMesleki özdeşleşme, çalışanların mesleklerine yönelik olumlu algılamaları olmasına karşın, tükenmişlik ve iş yükü algıları çalışanlarda önemli sorunlara neden olabilmektedir. Bu kapsamda araştırmanın temel amacı, yoğun ve emeğe dayalı faaliyet gösteren çalışanların mesleki özdeşleşme algılarının tükenmişliğe etkisinde “iş yükü algısının” aracı rol oynayıp oynamadığını belirlemektir. Araştırmada “mesleki özdeşleşmenin tükenmişliğe etkisinde iş yükü algısı aracı bir değişken olarak rol almakta mıdır?” sorusuna cevap aranmaya çalışılmıştır. Araştırma literatür ışığında genel tarama modellerinden ilişkisel tarama modeline göre desenlenmiş, nicel araştırma yöntemine göre de kurgulanmıştır. Araştırma verileri kolayda örnekleme tekniğine göre Ankara’daki kamuya ait bir hastanede görev yapan hemşirelerden toplanmıştır. Verilerin analizinde IBM SPSS ve AMOS programları kullanılarak betimsel analizler ile fark ve ilişki testleri uygulanmıştır. Verilerin analizinden elde edilen bulgularda hemşirelerin mesleki özdeşleşmeleri ile tükenmişlik ve iş yükü algıları arasında negatif yönlü ilişki bulunmaktadır ve mesleki özdeşleşmenin tükenmişliğe etkisinde iş yükü algısı aracı rol oynamaktadır. Elde edilen bulgulara göre mesleki özdeşleşme yüksekliği çalışanların tükenmişlik algıları ile iş yükü algılarını azaltmaktadır. Ancak çalışanlarda yoğun iş temposuyla artan iş yükü algısı tükenmişliği arttırırken, mesleki özdeşleşme algısını azaltmakta ve tükenmişlik algısının artmasına yol açabilmektedir.
