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    Boosting Life Satisfaction through Psychological Capital in the Presence of Job Security: A Case Study of Turkey
    (Multidisciplinary Digital Publishing Institute (MDPI), 2023) Baykal, Elif; Bayraktar, Osman; Divrik, Bahar; Aşçı, Mehmet Saim; Öz, Sabri
    The COVID-19 pandemic brought about drastic changes all across the world, causing the loss of thousands of lives and negatively affecting many industries, owing to the health measures taken by authorities in this period. The difficulties engendered by the pandemic have led to excessive anxiety and made people vulnerable to psychological problems. Moreover, many people have lost their jobs or experienced anxiety of losing their jobs. Turkish business is one of the prominent markets that have been severely affected by the pandemic. Thus, we considered it crucial to examine how life satisfaction levels of individuals working in the Turkish business sector can be increased through psychological capital. We also aimed to test whether a sense of job security has a mediator effect in the relationship between life satisfaction and psychological capital. In order to test the assumed relationship, we collected data from Turkish professionals working in the Marmara region. The collected data were analyzed using SPSS AMOS and the results revealed that psychological capital has a positive effect on life satisfaction levels of individuals. Moreover, our study is novel in that it revealed the mediator role of job security in the relationship between psychological capital and life satisfaction.
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    Green human resources management: A novel tool to boost work engagement
    (Frontiers Media S.A., 2022) Baykal, Elif; Bayraktar, Osman
    Increasing environmental awareness in business life has given way to Green Human Resources Management practices. The positive corporate image created by GHRM is encouraging for many employees and boosts their work engagement. GHRM practices make employees feel proud about their organization and creates a value-based ground for working in their current companies. Actually, internalized green inclinations of organizations, namely, value alignment between an organization and an employee, can make their employees feel greater psychological ownership about their companies, leading to greater engagement as it is suggested in social identity theory. Being inspired from psychological ownership literature, in this study, it is assumed that being exposed to Green Human Resources Management practices can make employees feel higher levels of work engagement and psychological ownership can have a mediator eect in this relationship. The model has been a tested model among 255 Turkish white-collar employees working in a manufacturing sector. Analyses have been carried out using the AMOS structural equation program and the PROCESS program. Results confirmed the above assumptions, confirming the assumptions of social identity theory and revealed the existence of mediator eect in the relationship between GHRM and work engagement of employees, illuminating the importance of GHRM for employees’ positive attitudes toward their organization