http://repub.eur.nl/res/aut/4250/ List of Publications en http://repub.eur.nl/static-eur/img/logo.png http://repub.eur.nl http://repub.eur.nl/res/pub/26386/ 2011-05-01T00:00:00Z This study investigated the relationship between employees' beliefs about their social world (social axioms: reward for application, social cynicism, religiosity, social flexibility, and fate control), their relational identification with their supervisor, and their organizational citizenship behavior (OCB; i.e., interpersonal facilitation, job dedication and organizational support) within collectivistic Turkish society. We expected OCB to depend upon one's relational identification with the supervisor and also to depend on several social axioms, given their salience in collectivistic cultures. We also investigated these relationships across white- and blue-collar workers, as this has not been studied much. To this end, we conducted a survey among 376 Turkish blue-collar and 147 white-collar factory employees. A series of hierarchical regression analyses confirmed our expectations that for both blue- and white-collar workers the reward for application belief was positively related to job dedication and organizational support. Religiosity was positively related to job dedication and organizational support only among blue-collar employees. As hypothesized, relational identification with the supervisor related positively to all dimensions of OCB in blue-collar employees and to interpersonal facilitation and organizational support in white-collar employees. However, the relationship between relational identification with the supervisor and organizational support appeared stronger for blue-collar than for white-collar employees. Apparently, relational identification with the supervisor is an important antecedent of OCB, particularly for blue-collar employees. Theoretical and practical implications of the study findings are discussed. http://repub.eur.nl/res/pub/23003/ 2011-03-01T00:00:00Z This paper aimed at investigating the effects of work-related norm violations (i.e., violations of interpersonal and work regulation norms) and individuals' general beliefs about the world (i.e., social axioms: reward for application, social cynicism) on feelings of shame and guilt in Turkey and in the Netherlands. An experimental study involving 103 Turkish and 111 Dutch participants showed that work norm violations elicited feelings of guilt and shame differently in Turkey and the Netherlands. Specifically, interpersonal norm violation in Turkey elicited feelings of shame and guilt more strongly than did violation of a work regulation norm, whereas no differential effects were found in the Netherlands. As expected, violation of a work regulation norm elicited feelings of shame and guilt more strongly in the Netherlands than in Turkey, whereas violation of an interpersonal norm elicited feelings of shame and guilt more strongly in Turkey than in the Netherlands. The findings provide further evidence for the moderating effects of social axioms: in both countries, participants high in social cynicism felt less ashamed when they violated a work regulation norm than did those low in social cynicism. Our findings are relevant for understanding the underlying mechanisms of norm violations at work, thereby offering a new avenue for investigating cultural differences in the workplace. The latter may be of particular relevance in times of globalization and diversity in the workplace. http://repub.eur.nl/res/pub/19631/ 2010-06-01T00:00:00Z This research project explores cultural determinants that facilitate positive employee behavior. In the literature, this behavior is identified as organizational citizenship behavior (OCB). The dissertation also focuses on factors related to counterproductive work behavior (CWB). CWB is defined as behavior that explicitly runs counter to the goal of the organization (e.g., breaking organizational rules). The studies were carried out in Turkey and the Netherlands. These two countries are different in several cultural aspects, among which are the values of individualism and collectivism and social beliefs. These differences may have relevance for OCB and CWB. Most organizational behavior theories have been developed and empirically tested among western samples. However, western-based organizational theories may be insufficient to explain many organizational phenomena in non-western cultures. This dissertation therefore aims to highlight the importance of cultural factors that may influence organizational processes. http://repub.eur.nl/res/pub/6720/ 2004-10-25T00:00:00Z The present study aimed to investigate Turkish university youth’s constructions concerning the European Union (EU) and their reactions to the EU’s December 2002 Copenhagen summit decision to delay discussion of Turkey’s entry to the EU. Specifically it aimed to show that socio-political identities among Turkish youth were related to historical developments in Turkey’s past and that these identities had associations with values of ethnocentricism, patriotism, and secularism. Furthermore it was predicted that constructions of the EU reactions to the decision would be related. Students (400) from five universities at the three largest cities of Turkey participated in the study. Three identities, Nationalist-Islam, Kemalist, and Western; three constructions of the EU, Europe as Different, Impermeable Boundaries, and Different but Advantageous, and two perceived causes for the decision, Differences-Conflict and Justification emerged from factor analyses. Second order factor analysis revealed that Nationalist-Islam identity and authoritarian, ethnocentric and antisecular values formed a cluster whereas Kemalist and Western identities were grouped with low levels of patriotism. Positive and negative constructions of the EU and reactions to the Copenhagen decision were also grouped under two separate factors. Further analyses revealed that an index of urbanization composed of parental education and rural-urban origin predicted the Authoritarian-Nationalistic cluster and that this value-identity cluster predicted positive and negative views of the EU.