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    Reflections of self-concept clarity at work: the mediating role of psychological empowerment on the relationship between self-concept clarity and intrinsic motivation
    (Springernature, 2025) Ozcan, Meryem; Cekmecelioglu, Hulya Gunduz; Konakay, Gonul
    BackgroundWe examined the relationships between self-concept clarity, a relatively new addition to the organizational behavior literature, and the well-established constructs of psychological empowerment and intrinsic motivation. We also aim to examine if psychological empowerment mediates the relationship between self-concept clarity and intrinsic motivation. By integrating self-determination theory and conservation of resources theory, the study offers a novel perspective on how internal psychological resources shape work-related motivation.MethodsWe implemented A cross-sectional study design to test the hypothesis. We collected data from 345 full-time employees across various sectors in the Marmara region, in T & uuml;rkiye.ResultsThe findings reveal that self-concept clarity, as a personality trait, is associated with employees' sense of meaning, competence, autonomy, and impact in the workplace, enabling them to feel psychologically empowered. Furthermore, self-concept clarity is positively related to intrinsic motivation. The results also demonstrate that psychological empowerment plays a significant mediating role in the relationship between self-concept clarity and intrinsic motivation.ConclusionsThis study serves as a foundation for the examination of self-concept clarity in the organizational behavior literature, particularly in relation to employee motivation.
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    Transformational or Transactional? A Comparison of the Effects of Leadership Styles on Firm Performance and Innovation in the Turkish Work Environment
    (Sage Publications Inc, 2025) Cekmecelioglu, Hulya Gunduz; Ozcan, Meryem; Balkas, Jale; Cam, Fazilet Burcu Candan
    The ability of leaders to influence the behavior of individuals, groups, organizations, and communities keeps leadership as an ongoing topic of discussion. This study examines the impacts of transformational and transactional leadership on different types of firm performance. Accordingly, we attempt to explore the effects of these two leadership styles on various organizational performance indicators (e.g., innovation performance, financial performance, and non-financial performance) in the Turkish work environment, characterized by high power distance, low tolerance for uncertainty, short-term goal orientation, and an organizational culture consisting of feminine values. The study utilized structural equation modeling (SEM) to analyze data collected from 460 participants across 100 firms in the Marmara region-the heart of T & uuml;rkiye's industrial and service sectors-. It revealed that transactional leadership produced more positive, significant outcomes in financial and non-financial firm performance than transformational leadership in Turkish organizational culture. On the other hand, research results have shown that transformational leadership has a higher impact on firm innovation.JEL Classification: M19.