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Öğe A research into the relationship between type a personality and emotional intelligence in leadership development(İstanbul Ticaret Üniversitesi, 2017) İncebacak, Gökhan; Sağlam, MehmetThe aim of this study, which is conducted on male and femaleparticipants and managers from different departments and sectors, is to investigate the relationship between Type A personality traits and emotional intelligence dimensions.In addition, for male and female managers, the emotional intelligence dimensions that are effective on type A personality traits are tried to be determined according to each department. In the results of the analysis conducted on 205 participant managers and the survey used as the data collection tool, different findings were obtained for different departments in male and female managers, and the hypotheses proposed for inter-variable effects and relationships were partially accepted.Öğe A strategic differentiator in global competition: talent management(İstanbul Ticaret Üniversitesi, 2017) Aşçı, Mehmet SaimWhen the gift called talent meets success, it becomes so intense that no force in the world can stop it. If one works with a team with the right talents, the decision-making and implementation processes will be much faster. Companies focus on capital, information technologies, equipment and top quality processes and act accordingly, but the most important factor of all is “human”. What makes good companies truly big is their ability to attract and keep the right talents. It is difficult to find young talents, and it is even more difficult to retain them. To maintain a competitive advantage in today’s world, retaining the best talents in the organization with commitment is just as important as finding them. Today, the best and the brightest must be included in the team to maintain a competitive advantage. Companies that lose their key employees may miss very important business opportunities. The realization that the most important source that feeds the sustai-nable competitive advantage is talent has led the management to focus all its attention on talents. The increase in the importance attached to talent has helped employees have improved self-confidence and allowed them to turn their creativity into a competitive advantage. From this perspective, talents have allowed for the introduction of new approaches for employees in the management process. This study attempts to explain concepts of functionality, vitality, developing commitment, creating engagement, accountability, which are the key success factors of talent management processes, as well as obstacles to and disadvantages of talent management.Öğe The effect of organizational change on trust and an application(İstanbul Ticaret Üniversitesi, 2017) Şahin, Taylan; Karabulut, Ahu Tuğba; Civelek, Mustafa EmreThe purpose of this study is to examine the effect of organizational change on organizational trust. The questionnaire of this study was given to 500 people who worked for a private company in the mining sector in Kütahya. 404 valid questionnaires were collected back and analyzed. First of all, explaratory factor analysis was conducted to the data to find out factor distribution. Then, confirmatory factor analyses and reliability analysis were conducted to determine the reliability and the scale validity of the questionnaires, respectively. Subse-quently, the hypotheses of the model were tested with the structural equation modeling. According to the findings, planned change positively and significantly affects organizational trust.Öğe The effect of organizational learning on organizational commitment in accommodation sector(İstanbul Ticaret Üniversitesi, 2017) Yenidoğan, Özlem; Şencan, HünerThe research was done with the purpose of identifying the relationship between two conceptual structures which were organizational learning and organizational commitment. Main hypothesis was identified as “There is a positive correlation between employees’ organizational learning inclination and organizational commitment.” In order to identify the relation between two conceptual structures, Likert type scale was used by using the literature. Stated likert type scales were applied for 279 people including managers’ and employees’ and statistical analysis on gathered datas from 260 questionnaires was done. In the research, both the correlation between organizational learning and sub-dimensions of organizational commitment which classified as emotional, normative, continuance commitment and the correlation between employees’ age, level of education, position and working period variables and organizational commitment were examined. Regression analysis was used in order to identify the correlation between organizational learning and organizational commitment which was the main hypothesis. Other hypotheses were tested by one way analysis of variance. It was found that that there was a positive correlation between organizational learning and organizational commitment. Result of the analysis indicates that in order to increase organizational learning inclination of managers and employees for developing their organizational commitment, applications for organizational learning should be given importance in companies.Öğe Cost benefit analyses of developing a legislation to attract non-resident high net worth individuals to use estonian private foundation platform(İstanbul Ticaret Üniversitesi, 2017) Kaarlep, Urmas; Alavi, HamedOn a global level, the high net worth population is expanding, and the wealth of high net worth individuals (HNWI) is increasing rapidly. For various reasons, high net worth families and individuals are searching for vehicles to assist them in safeguarding and conveniently managing their wealth. Private foundations represent one useful avenue for achieving this end, and the use of private foundations has become increasingly popular in recent years, particularly in European countries. Many countries have laws which regulate private foundations and several are looking for adjusting or introducing legislation. In this article, authors analysing benefits for a country like Estonia in case the country increases the attractiveness of its jurisdiction for non-residents who are looking for establishment of a private foundation. The article comes to the conclusion that to be competitive, a country cannot collect tax revenues from private foundations established by non-residents except from income originated in the very same country. However, the country can earn benefits from revenues received by companies rendering services to non-residents and their private foundations. The article demonstrates that service fees a country earns and taxes collected from these fees would be substantial enough to make necessary changes to legislation beneficial for a country.Öğe Work attitudes influencing job involvement among ‘y’ generation(İstanbul Ticaret Üniversitesi, 2017) Bolelli, Murat; Durmuş, BerilThe 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.
