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    Charismatic leadership: impulse factor for initiative-oriented health care personnel in the Turkish public hospitals
    (Drunpp-Sarajevo, 2012) Isik, Oguz; Ugurluoglu, Ozgur; Akbolat, Mahmut; Oner, Zeynep Hale; Pisapia, John
    Background and purpose: Organizations in the health care sector in Turkey parallel to the world are undergoing broad structural reforms. As with most broad reforms employee commitment and support from hospital staff members are need to successfully implement these changes. Our claim is that hospital managers who seek commitment rather compliance are required to meet these challenges. We tested this claim by studying the relationship of charismatic leadership which is thought to emerge in times of stress and crisis, and is an antecedent of follower performance-stimulation and follower initiative-oriented behaviors. Since charisma is also thought influence followers' discretionary behavior in organizations as it creates sense of self efficacy and confidence coupled with performance-stimulation we examined if employee' job autonomy and stress in the workplace enhanced followers' initiative-oriented behavior. Methodology: We sampled 402 members of medical staff (physicians, medical technicians and nurses) in four Turkish public hospitals by using a questionnaire. Structural Equation Modeling (SEM) was used to test hypothesized relationships between charismatic leadership, stress, job autonomy and initiative-oriented behavior. Results: We found a significant and positive relationship between charismatic leadership and initiative-oriented behavior. Stress produced a significant negative relationship with initiative-oriented behavior. However, the interaction between charismatic leadership and job autonomy was not significant. We concluded that charismatic leadership is the strongest predictor of initiative-oriented behavior followed by strain.
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    Effect of Organizational justice on Work Engagement in Healthcare Sector of Turkey
    (Sage Publications India Pvt Ltd, 2017) Ozer, Ozlem; Ugurluoglu, Ozgur; Saygili, Meltem
    Work engagement is a concept that reflects a positive way of thinking that relates to commitment and involvement to one's organization, his/her enthusiasm and energy. In relevant literature there is a wide range of studies focusing on the relation between work engagement and a set of variables. Thus this study was executed to analyze the effect of organizational justice on work engagement. Implementation stage of the research was conducted on healthcare personnel working in a state hospital in Turkey and data were collected from 414 healthcare employees. Conducted analyses revealed that the correlations between subdimensions of organizational justice and work engagement were positive and in medium level. In the regression analysis which was implemented to measure the effect of subdimensions of organizational justice on work engagement it was identified that subdimensions of organizational justice perception in tandem explained 33 per cent of total variance. It can thus be claimed that climbing organizational justice perception increases in turn in a statistically significant way the work engagement level of the personnel. As regards work engagement, the most significant effect was created by procedural justice subsequently followed by distributive and interactional justice.
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    Exploring the impacts of personal factors on self-leadership in a hospital setting
    (Wiley-Blackwell, 2015) Ugurluoglu, Ozgur; Saygili, Meltem; Ozer, Ozlem; Santas, Fatih
    Self-leadership may be defined as a self-effecting process that individuals experience by maintaining the motivation they require for fulfilling their roles and duties. The self-leadership process comprises three key strategies: behaviour-oriented strategies, natural reward strategies and constructive thought pattern strategies. What is intended herein is to inquire about the implementation of self-leadership within organisations and to examine the effects of such variables as age, gender, total terms of employment, marital status and education on self-leadership strategies. The primary data collection instrument was a survey distributed to 450 personnel working at a state hospital in Krkkale, Turkey, and feedback thereto was received from 308 (68.4%) of those surveyed. As a result of the findings taken from the analyses, age, total terms of employment and receipt of education in leadership affect the use of self-leadership strategies. Although age and total terms of employment display a negative-directional correlation with the self-leadership strategies, female employees and those who receive education in leadership are more inclined towards self-leadership strategies. Copyright (c) 2013 John Wiley & Sons, Ltd.
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    The impact of work alienation on organizational health: A field study in health sector
    (Routledge Journals, Taylor & Francis Ltd, 2019) Ozer, Ozlem; Ugurluoglu, Ozgur; Saygili, Meltem; Songur, Cuma
    This study aims to examine the impact of work alienation on organizational health. The implementation of the research is conducted on the nurses and physicians working in a public hospital and the data collected from 388 people are evaluated. As a result of the analyses carried out, work alienation's subdimensions and correlations with organizational health are moderate in the negative direction and the subdimensions of perception of work alienation explain the 21.5% of total variance on organizational health. When the test results of regression coefficient significance in the regression model are analyzed, increasing levels of powerlessness and self-estrangement of the participants decrease the perception of organizational health statistics. Order of relative importance predictor variables on the organizational health level is such as powerlessness, self-estrangement, and meaninglessness.