Yazar "Kantur, D." seçeneğine göre listele

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    Investigating the mediating role of corporate reputation on the relationship between corporate social responsibility and multiple stakeholder outcomes
    (Springer, 2016) Arikan, E.; Kantur, D.; Maden, C.; Telci, E. E.
    In today's highly volatile environment, companies strive to leverage the perceptions of their multiple stakeholders more than ever before with the aim to build a sustainable competitive advantage. Accordingly, corporate social responsibility and corporate reputation concepts are of vital importance for both academicians and practitioners, concerning their potential impact on internal and external stakeholders. Recognizing the intensified significance of a multi-stakeholder perspective, the current study attempts to contribute to the literature through examining the mediating role of corporate reputation on the relationship between corporate social responsibility and various outcomes of customers, employees, and investors as the key stakeholders. Based on a reputational ranking of companies conducted by a national magazine since 2001, nine companies were selected from service and manufacturing industries and an online questionnaire was conducted to a multi-stakeholder sample consisting of customers, employees and investors. The results showed that corporate reputation fully mediates the relationship between corporate social responsibility and organizational commitment, employee satisfaction, investor loyalty, purchase intention, and intention to seek employment. On the other hand, there existed partial mediation on the relationship between corporate social responsibility and customer perceived value, customer satisfaction, customer loyalty, customer switching cost, customer commitment, turnover intention, intention to invest, and intention to spreadword-of-mouth. The results have important implications for practitioners who seek to manage their relationships with multiple stakeholders through their engagement in corporate social responsibility activities and efforts to enhance their companies' reputational status.
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    Linking psychological capital to ambidexterity: Does leadership perception matter?
    (Nova Science Publishers, Inc., 2021) Tulum, E.S.; Kantur, D.
    In today's competitive business environment, positive organizational change is any change that is essential for an organization, considering aspects of workers' psychological inputs, ambidexterity, individual behavior, and performance that may be affected by the change. The volatility and ambiguity characterizing modern organizations require leaders to foster employees' psychological capital (PsyCap). The leaders should decide on how to allocate their time between activities serving either incremental or revolutionary change. Using a sample of 181 white-collar employees working in the chemicals sector, the relationship between PsyCap, self-efficacy, hope, resilience and optimism- and contextual ambidexterity was examined. In that regard, the moderation effect of transformational leadership on the hypothesized relationship was also investigated. Our results support the hypotheses on the relationship between PsyCap and all its components and contextual ambidexterity. Furthermore, the statistical analyses provide supporting evidence of transformational leadership's moderation effect on the relationship between PsyCap and contextual ambidexterity. These findings somehow echo the idea that leadership development is essential to global competitiveness and organizational sustainability and that positive workers may be essential constituent in positive organizational change. Future research needs to continue to explore the nomological network of psychological capital, and contextual ambidexterity. © 2021 Nova Science Publishers, Inc.
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    Resilience as a moderator between perceived hr digitalization and positive employee outcomes
    (IGI Global, 2022) Baykara, R.; Kantur, D.
    This study investigates the moderating role of employee resilience on the relationship between perceived HR digitalization and positive employee outcomes such as work effort (WE) and affective commitment (AC). A combination of qualitative interviews with 6 employees and survey data collected from 248 participants were analyzed. The results showed a positive relationship between perceived HR digitalization and positive employee outcomes such as AC. This relationship was moderated by resilience such that satisfaction with HR digitalization predicted AC in employees with low resilience. A positive correlation was found between perceived digitalization and resilience. No strong relationship was found between perceived digitalization and WE. Perceived digitalization of HR tools that enabled communication and training opportunities positively impacted outcomes such as commitment and motivation. Employees with experience working digitally and with a higher perceived digitalization reported the most favorable WFH experience. These employees had a more positive view of HR digitalization. © 2023, IGI Global. All rights reserved.