Yazar "Burke, Ronald J." seçeneğine göre listele

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    GENDER DIFFERENCES IN WORK EXPERIENCES AND WORK AND LEARNING OUTCOMES AMONG EMPLOYEES IN THE MANUFACTURING SECTOR IN TURKEY: AN EXPLORATORY STUDY
    (2015) Burke, Ronald J.; Koyuncu, Mustafa; Tekin Acar, Füsun; Wolpin, Jacob; Koyuncu, Kadife
    This study examined gender differences in work experiences and work outcomes among 215 male and 46 female employees working in the textile and furniture sectors in Turkey. Data were collected from 261 employees, a 65 percent response rate, using anonymously completed questionnaires. Respondents were mostly male, worked full-time, had relatively short job and firm tenures, generally held jobs involving some supervisory responsibilities, and worked 41 to 50 hours per week in fairly large firms. All measures used here had been used and validated previously by other researchers. Work experiences included perceptions of supervisor empowering behaviors; outcomes included job satisfaction, affective commitment, work engagement, engaging in voice behaviors, and intent to quit. Learning related outcomes included learning opportunities and self-rated employability. There were small differences in departments in which men and women worked with a slightly higher percentage of men in production and a slightly lower percentage of men in accounting, human resource management and marketing. Consistent with earlier work, significant gender differences were found on several personal demographic and work situation characteristics. Women were younger, less likely to be married, were more highly educated, were at lower organizational levels, had less job and organizational tenure. Males and females had similar perceptions of their supervisor's empowering behaviors, their own levels of psychological empowerment, similar learning opportunities and levels of self-rated employability and on most work outcomes (e.g, job satisfaction, organizational commitment, intent to quit).
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    Hotel Star Ratings And Perceptions Of Servant Leadership And Service Quality Provided By Front-Line Service Workers In Four-And Five-Star Hotels In Turkey An Exploratory Study*
    (2014) Burke, Ronald J.; Koyuncu, Mustafa; Ashtakova, Marina; Eren, Duygu; Çetin, Hayrullah
    This research examined employee perceptions of servant leadership provided by their supervisors/managers and employees' reports of service quality provided to clients by their hotels by front line workers employed in four- and five -star hotels in Turk ey. Data were collected from 221 front -line employees, a 37% response rate, 104 work ing in four-star hotels and 93 work ing in five-star hotels, using anonymously completed questionnaires. Consistent with other research on front-line work ers, respondents were generally young, had relatively short organizational tenures, and had high school educations. Previously developed and validated measures of servant leadership (Liden, Wayne, Zhao & Henderson, 2008) and service quali ty (Parasuraman, Zeithaml & Berry, 1998) were used and both were found to be highly reliable in this study. Respondents work ing in five -star hotels reported lower levels of servant leadership with respondents work ing in four - and five=tar hotels indicating similar levels of service quality.
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    Servant leadership and perceptions of service quality provided by front-line service workers in hotels in Turkey Achieving competitive advantage
    (Emerald Group Publishing Ltd, 2014) Koyuncu, Mustafa; Burke, Ronald J.; Astakhova, Marina; Eren, Duygu; Cetin, Hayrullah
    Purpose - The aim of this article is to examine the relationship of service employees perceptions of servant leadership provided by their supervisors/managers and employee's reports of service quality provided to clients by their hotels. Design/methodology/approach - Data were collected from 221 frontline employees, a 37 per cent response rate, working in four- and five-star hotels in Cappadocia, Turkey. Previously developed and validated measures of servant leadership (Liden et al., 2008) and service quality (Parasuraman et al., 1988) were used and both were found to be highly reliable in this study. Findings - Respondents were generally young, had relatively short organizational tenure and had high school educations. Respondents having longer organizational tenures and those working in five-star hotels reported lower levels of servant leadership. Longer tenured employees, and males, rated some dimensions of service quality lower as well. Service employees reporting higher levels of servant leadership from their supervisors/managers generally indicated higher levels of service quality. Research limitations/implications - Some limitations should be noted. First, all data were collected using respondent self-reports, raising the limited possibility of response set tendencies. Second, the sample, while reasonably large, may not be representative of all hotel employees in Turkey. Third, all properties were located in one region of Turkey and may not be representative of hotel employees in other regions of the country. Practical implications - First, organizations could select individuals exhibiting higher levels of servant leadership potential based on indications that these individuals are interested in developing long-term relationships with staff and co-workers and in helping them become more skilled in doing their jobs. Selection can also be augmented by servant leadership training (Fulmer and Conger, 2004). Supervisors/managers could be coached to help them develop their staff and help them meet their unique goals (Raelin, 2003). Finally, workplace cultural value supportive of both servant leadership and service quality can be identified, modeled by senior level managers, supported and rewarded. Originality/value - Most studies focus on defining and measuring servant leadership or service quality. This study investigates the relationship between servant leadership and service quality.