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Yayın Does everyone benefit equally from self-efficacy beliefs? The moderating role of perceived social support on motivation(Sage Publications Inc, 2018-02) Bağcı Hemşinlioğlu, Sabahat ÇiğdemThis study investigated whether perceived goal support from family and friends may moderate the relationship between academic self-efficacy and motivational outcomes among early adolescent students recruited from a low-middle socio-economic status(SES) background school in Turkey (N = 319, Xa(ge) = 13.13, SD = .80). Self-report questionnaires included measures of academic self-efficacy, perceived family and friend support, and academic and career motivations. Academic self-efficacy and perceived support from family related positively to both types of motivation. Children who perceived lower family support benefited more from the positive effects of self-efficacy on motivations, whereas children with higher family support seemed to gain less (or not gain at all) from self-enhancing functions of self-efficacy. Same findings were found for peer support, but only when family support was excluded from analyses. Findings implied the need to study larger family and peer contexts under which self-efficacy beliefs may be more or less effective on motivation.Yayın Benefiting innovative capabilities of software developer/user communities in developing countries(IEEE, 2010) Ansal, Hacer; Yıldırım, NihanSince technological innovation is generally considered to be a major force in global economic growth, the development of innovative capabilities in developing countries has been a very important policy issue. Free/Libre Open Source Software (FLOSS) has reshaped software technology through the creation of developer/user communities which enabled the collaboration of different parties resulting in the production of Linux and similar software projects. FLOSS user/developer community networks serve not only as "learning, reviewing, and testing" environments for developers, but they may also act as innovation networks that contribute to the improvement of the innovative capabilities of individual developers within the community. Therefore, understanding the characteristics, the motivating factors and the innovative dynamics of these developer communities will provide valuable insight into how to improve the innovative capabilities of developing countries in relation to software.The aim of this paper is to explore the characteristics of FLOSS developer communities in order to discover what benefits they may offer developing countries in generating innovative capabilities related to software. By conducting a survey in the FLOSS user/developer community in Turkey, the demographic characteristics, motivation factors and innovative characteristics of the community are explored and the question of whether these communities may act as innovation networks is examined. It is concluded that FLOSS community networks mostly serve as knowledge sharing and collaboration platforms, however, they do have the potential to evolve into innovation networks if they receive support from the local software industry and academic institutions.Yayın Herzberg’s Two-Factor Theory, and knowledge workers’ motivation and job satisfaction: a study on academicians at foundation universities(Işık Üniversitesi, 2023-06-21) Tezel, Mert Safa; Tuncay Çelikel, Aslı; Işık Üniversitesi, Lisansüstü Eğitim Enstitüsü, Yöneticiler için İşletme Yönetimi Yüksek Lisans ProgramıIn recent decades, especially after the third industrial revolution (officially started in the 1950s), a shift can be observed in the world’s economy towards a more knowledgebased economy. This was the time when the Two-Factor theory was put forward by Frederick I. Herzberg as a theory of motivation and job satisfaction. Starting from this timeline, the number and importance of knowledge workers have increased with this shift to a more knowledge-based economy. This study aims to investigate one group of knowledge workers, that is, the academicians working at foundation universities in Türkiye. Academicians are an important part and the core center of knowledge, and they contribute greatly to cultivating knowledge workers in many areas. Six research questions were formulated to examine the importance of the hygiene and motivator factors proposed according to Herzberg’s theory and the relevancy of certain statements about motivation and job satisfaction in their current universities. A descriptive research design with an embedded mixed-methods model was applied in this study. A questionnaire, a survey method tool, was used in the study. The questionnaire based on the framework of the Two-Factor Theory was prepared by Filtvedt (2016) and in this thesis it was adapted for academicians. Quantitative and qualitative data were collected through the questionnaire prepared to be administered via an online survey. The qualitative data was collected through an open-ended question added to the survey for the participants to add any further ideas and comments they might have. Sixty-four academicians working at foundation universities in Türkiye participated in the study. Descriptive statistics were used for the analysis of the quantitative data. For the qualitative data collected through the open-ended question, content analysis was utilized. The results confirmed that the factors proposed in Herzberg’s Two-Factor Theory were also valid for the participant academicians because of the high percentage of “very important” and “important” responses they gave for each hygiene and motivator factor in the questionnaire in relation to each research question and to the 6 themes observed in their responses for the open-ended question. The participant academicians as knowledge workers at Turkish foundation universities displayed responses highly aligning with Herzberg’s Two-Factor Theory. Looking at the hygiene and motivator factors for each question in terms of the mean and standard deviation values of their responses, it is clear that all factors were found highly important for them. Although all the factors in Herzberg’s theory were found to be highly important by the academicians, their responses showed that the most important hygiene factors were construed and grouped mainly under three factors Pay, Working Conditions, and Administration/Supervision whereas the most important motivator factors for them were construed and grouped mainly under Growth, The Work Itself and Autonomy. The ultimate goal of this study was to contribute to the understanding of academicians’ motivation and job satisfaction working for foundation universities (which show great similarities in organizational structure to private universities on a global scale) and their management in an important business sector to be more efficient and successful in today’s knowledge-based economy.Yayın Ageism and glass ceiling: barriers to advancement for women in Turkish banking(Suat Teker, 2024-07-30) Dönmez, Sena; Tuncay Çelikel, AslıPurpose- The Turkish banking industry is known for its dynamism, where customer issues demand swift resolution, decisions must be made expeditiously, and employees are persistently pressured to meet targets. This engenders a highly stressful and demanding work environment. This paper examines the role of ageism in this industry, emphasising how gender and age-related biases intensify the “glass ceiling” as a chronic syndrome for employees. The objective of the research is to comprehend the impact of these biases on women across different age groups. Methodology- In-depth interviews were conducted with 20 female banking employees in Istanbul, Turkey. The participants included managers and branch employees from 16 different banks. A convenient sampling method was employed, and participants were invited to respond to open-ended questions regarding their experiences and motivations. Findings- The banking sector is characterised by a high level of stress, tight deadlines and the pressure to achieve key performance indicators (KPIs), which can have a significant impact on the well-being of women employees across all age groups. The study revealed a generational divide in motivations and expectations. Younger women prioritised favourable work conditions and salary, while senior women expressed a desire for early retirement due to burnout. Despite this, women of all age groups articulated a desire for career advancement and recognition, underscoring the pivotal role of managerial support and transparent expectations for future success. While extrinsic rewards remained a primary motivator, intrinsic rewards also played a role. Additionally, generational differences in expectations regarding motivation were observed. Conclusion- The dissolution of the glass ceiling necessitates the creation of an environment wherein individuals from disparate generational cohorts are able to provide mutual support, and age-based discriminatory practices are reduced. The acknowledgement and remuneration of employees’ competencies and expertise, in conjunction with the promotion of collaborative endeavours, can facilitate the development of a more equitable and nurturing work environment.
