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    The effects of dark triad (machiavellianism, narcissism, psychopathy) on the use of power sources
    (İstanbul Ticaret Üniversitesi, 2020) Ekizler, Hüseyin; Bolelli, Murat
    Purpose of this research is to examine effects of dark triad personality traits (Machiavellianism, narcissism, and psychopathy) on the managers’ use of power sources. Data is collected from employees who work in various companies operating in different industries in Turkey through questionnaire surveys, using convenience sampling method for sampling. To measure Dark Triad personality traits Dirty Dozen scale which is developed by Jonason and Webster (2010) is used, to measure power sources Interpersonal Power Inventory (IPI) which is developed by Raven et al. (1998) is used. Exploratory Factor Analysis is conducted to dirty dozen and IPI scales which returned three and ten items respectively. Correlation and multiple regression analyses are conducted using all items, lead to find out moderate correlations between dark triad constructs, positive correlations between dark triad and personal coercion, impersonal coercion, legitimacy-position and negative correlations between legitimacy-dependence and information power sources. Also, regression analyses showed psychopathy and Machiavellianism has negative effect on information and legitimacy-dependence as well as positive effect on the use of impersonal coercion. Results indicated positive effect of narcissism and negative effect of psychopathy on the use of expert power. All three constructs are founded to have a positive effect on the use of personal coercion. Dark triad constructs are founded not to have an effect on personal reward, impersonal reward, legitimacyequity and legitimacy- reciprocity power sources. The implications of the results are discussed and future research areas are suggested.
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    İşe tutkunluk ile öznel iyi olma ilişkisinde kuşakların etkilerinin incelenmesi
    (İstanbul Ticaret Üniversitesi, 2019) Bolelli, Murat
    Purpose of this study is to examine the effect of generations in the work engagement and subjective well-being relationship. Data is collected from employees who work in various companies through Utrecht Work Engagement Scale (UWES) developed by Schaufeli et al. (2002) and the Oxford Happiness Questionnaire Short Form (OHQSF) developed by Hills ve Argyle (2002). 250 questionnaires sent, 205 respondents are chosen among 210 respondents whom filled forms completely. Exploratory Factor Analysis is conducted to UWES and OHQSF scales which returned two and single items respectively. Factors are named as “Vigor and Dedication” and “Absorption”. Multiple regression analysis is conducted to test research hypotheses. SPSS for Windows 21.0 software is used for analyses. Findings indicate that Vigor and Dedication, Absorption factors has a significant effect on subjective well-being, on the other hand generations has none. In order to test the differences of X and Y generations for Vigor and Dedication, Absorption and subjective well-being variables, independent sample t-test is conducted. Results showed significant differences between X and Y generations for Vigor and Dedication, Absorption, none for subjective well-being. Implications of the results are discussed and future research areas are suggested.
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    Work attitudes influencing job involvement among ‘y’ generation
    (İstanbul Ticaret Üniversitesi, 2017) Bolelli, Murat; Durmuş, Beril
    The purpose of this study is to examine the effect of different work attitudes of Generation Y on Job Involvement in Turkey. Data is collected from Generation Y employees who work in various companies operating in different markets in Turkey through a questionnaire survey, which contains work attitude statements developed by Kamau et al. (2014) and the Job Involvement scale developed by Kanungo (1982). 258 respondents completed the survey. After sorting and removing duplicate submissions a net sample of 228 usable questionnaires remained. Exploratory Factor Analysis is conducted to job involvement scale which returned five items. Also multiple regression analyses are conducted using all 39 work attitude items, lead to finding out 7 which are explaining job involvement. The findings indicate that, work takes a central place in the lives of Generation Y. They like to work and ambitious in their career pursuit. Such factors as, high commitment level to job related goals, strong motivational investment level to their careers, tendency to identify themselves with work are blurring the boundaries of work-personal life balance of Generation Y. Respecting educational differences highly, Generation Y discriminates work relationships according to the qualifications and the level of education with their colleagues. Generation Y also has respect to their bosses and cares less about salaries as compared to work itself. The implications of the results are discussed and future research areas are suggested.