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Öğe Aile işletmelerinde kurumsallaşmanın çeşitli demografik değişkenler açısından incelenmesi(İstanbul Ticaret Üniversitesi, 2024) Yiğit, Turan; Aksakal, Nihan YavuzAile işletmeleri, dünya çapında sayıca çok fazla görülen bir organizasyon biçimi olması dolayısıyla küresel ekonomide önemli bir rol üstlenmektedir. Aile üyelerinin aile işletmelerinde aktif rol oynamaları sebebiyle işletmenin gelecek nesillere aktarılması ve sürdürülebilirliğinin sağlanması açısından kurumsallaşma kilit faktörlerden biri olarak ortaya çıkmaktadır. Aile işletmelerinde kurumsallaşma, aile üyeleri arasındaki ilişkiler, üyelerin demografik özellikleri, işletme yönetimi ve genel yapısı gibi çeşitli faktörlerle iç içe bir yapıdadır. Bu çalışmanın amacı, aile işletmelerinde kurumsallaşma düzeyi algılarının katılımcıların demografik özelliklerine göre farklılaşıp farklılaşmadığını incelemektir. İstanbul’da sektör gözetmeksizin faaliyette olan aile işletmelerinden katılımcılarla 236 anket verisi ile çalışmalar ve analizler gerçekleştirilmiştir. Elde edilen sonuçlara göre, aile işletmelerinde kurumsallaşma düzeyi algısı katılımcıların cinsiyetlerine göre, medeni durumlarına göre, eğitim düzeylerine göre ve toplam deneyimlerine göre farklılık göstermektedir.Öğe A descriptive study on work-life balance of turkish employees in various sectors during Covid-19 pandemic(Marmara Üniversitesi, 2021) Aksakal, Nihan YavuzDuring the Covid-19 pandemic, which is a very new process and we are in, many organizations had to quickly adapt to the home working/remote working system. Especially in order to ensure the health and safety of employees, many organizations have switched to working from home and even some organizations are still continuing this process. This article is a research article and aims to reveal the work life balance of employees and statistical differences in terms of various characteristics during the Covid-19 pandemic process. The research was conducted using a survey with a total of 165 employees. SPSS 24 Package program was used in the analysis of the data. According to the results of the research, the work life balance of the employees during the pandemic process differs statistically significantly according to gender, age, marital status, lifestyle, sector and position. Work life balance does not show a statistically significant difference in terms of having children, education level and receiving phone/email outside of working hours. When the average daily working hours of the employees before the pandemic and the average daily working hours during / after the pandemic are compared, it is revealed that there are changes in working hours.Öğe Leadership selection with the fuzzy topsis method in the hospitality sector in Sultanahmet region(MDPI, 2022) Ulucan, Ebru; Aksakal, Nihan YavuzThe changing perception towards leadership reveals that different leadership types are felt to be needed to deal with different problems that modern organizations face. Even though there is lots of research which focuses on the effects of different leadership types on organizations’ performance, there is no research to be found which only focuses on employees’ perceptions. Therefore, this paper aimed to figure out the most important leadership characteristic for employees and their choice of leaders to work with. In order to reach these goals, a two-sectioned survey was given to eight hospitality employees in the Sultanahmet Region. Since the evaluations of the employees are subjective, the answers were analyzed with the Fuzzy TOPSIS method by transfiguring the verbal assessments of the participants into numbers to ease the decision-making process. With regard to the results, the most important leadership characteristics discovered were: being a guide to the followers, being capable of creating mission and vision, and encouraging the followers. According to employees’ leader choices, the results showed that the hospitality employees in the Sultanahmet region mostly want to work with Transformational Leaders. Considering the implementation and the results, this paper is important as a pioneering study, which will fill the gap in the literature about investigating employees’ leadership preferences and choices.Öğe Revealing the Leadership Characteristics of the Modern Age: Generation-Z Perspective(Canadian Inst Knowledge Development - CIKD, 2024) Aksakal, Nihan Yavuz; Ulucan, EbruOver time, the increasing modernization of enterprises and the coexistence of different generations in business life have changed perceptions about leadership as well as management and managerial issues. As a result, the characteristics that a successful leader should have on have also developed. The aim of this study is to determine the characteristics that a leader should have from the perspectives of Generation Z and to reveal their differences from the traditional leadership approach. For this purpose, 183 participants of Generation Z over the age of 18 were interviewed and asked to indicate the characteristics they expect in a leader. As a result of the content analysis made by coding the answers received, the leader characteristics that the participants considered important were determined. Accordingly, it has become clear that the characteristics of foresight, management ability, ability to take responsibility of mistakes, caring about privacy, awareness, fairness, being able to act like a teammate, having digital skills, being able to discover talents, emotional intelligence, and strong communication skills should exist primarily in a leader for generation Z. Considering that generation Z is gradually participating in business life, revealing the changes in leadership skills in this direction reflects the importance of the study.Öğe A study of green human resources management (ghrm) practices in the strategic management perspective(İstanbul Ticaret Üniversitesi, 2022) Karabulut, Ahu Tuğba; Aksakal, Nihan YavuzThe recent increase in environmental problems has made it necessary for organizations to create environmental strategies. “Green culture” becomes even more important, especially if the raw materials used, the production process and the product itself can harm the environment. As environmental awareness, sustainability and environmental responsibilities become more and more important, organizations include environmental elements in their strategies. The effective and efficient carry out of environmental strategies in the organization is possible with the support of managers and the participation of employees. Green human resources management (GHRM) takes an active role in the environmental and sustainability goals of organizations and the HR department turns into a key strategic unit. It’s important for the whole organization that human resources management and practices gain a “green” dimension. This study aims to reveal the relation between strategic management and GHRM and its practices. The research was designed with qualitative features. In-depth interviews were used in the research. The results of the study have revealed that green human resources management practices are carried out even if green human resources management are not directly involved in the strategic management process. In addition, it has revealed which green human resources management practices are used in the organizations.Öğe Yapay zekâ ve geleceğin meslekleri(Türkiye Radyo Televizyon Kurumu, 2021) Aksakal, Nihan Yavuz; Ülgen, BelizBilimsel, teknolojik gelişmeler ve dijitalleşme ile birlikte ihtiyaçlarımızın değişimi, belirli mesleklere duyulan gereksinimleri de etkilemektedir. Kimi mesleklere duyulan ihtiyaçlar azalırken gelecekteki ihtiyaçlara çözümler sunacağı düşünülen meslekler bu süreçte ön plana çıkmaktadır. Bu çalışma, yapay zekâ ile yaşanan dönüşüm sonucu geleceğin yeni mesleklerini ve bu mesleklerin gerektireceği becerileri ortaya koymayı amaçlamaktadır. Bu amaçla alan yazını taraması yapılmış olup bununla birlikte çeşitli kurumlar tarafından yapılmış olan geleceğin mesleklerine yönelik araştırma raporları incelenmiş ve değerlendirilmiştir. Çalışmada 25 yeni geleceğin mesleğine yer verilmiştir. Çalışmaya göre, mevcut mesleklerin yapılarında ve gerektirdiği becerilerde değişimler olduğu ve bu değişimlerin gelecekte de devam edeceği, yeni mesleklerin ortaya çıkacağı sonucuna ulaşılmıştır. Yeni mesleklerin gelmesiyle birlikte kişilerin iletişim, dijital okuryazarlık, analiz yetenekleri, analitik düşünme, problem çözme, yapay zekâ sistemlerindeki özel teknolojilerin kullanımı gibi yeteneklere sahip olmaları beklenmektedir.
