Abstract
The purpose of this study is to identify dimensions of trust between family members in ... more Abstract
The purpose of this study is to identify dimensions of trust between family members in family-owned SMEs and long-term non-family employees who have been working in the enterprise with at least two generations. The data of the study were collected through interviews with the second generation members actively working in ten family businesses that operate in different sectors. The thematic analysis of the interview notes revealed that the dimensions of trust of family members in non-family employees included competence, identification and personal trustworthiness. Competence of the non-family employees means that they possess the practical skills to tackle various issues related to the family and enterprise. Identification of the long-term employees with the enterprise refers to the content that can be explained with the protection of the interests of the family and enterprise, self-commitment, and adaptation to the values. This is interpreted as psychological ownership. Trustworthiness, on the other hand, points to the ethical conduct such as truthfulness and contentedness. These findings show that trust in the non-family employees who have been working in family-owned SMEs has a specific context. Suggesting some implications for future studies, the findings also contain evidence demonstrating that the family business is a strong niche for scholars studying organizational behavior.
Keywords: family business, SMEs, trust, non-family employees, family members, psychological ownership
The purpose of this study is to determine the dimensions of trust relationship among managers, su... more The purpose of this study is to determine the dimensions of trust relationship among managers, subordinates and the co-workers in organizations. Using an original trust questionnaire data has been collected from 550 middle-level managers from organizations operating in different regions of Turkey. Results from both qualitative and quantitative research methods indicate that the dimensions of trust vary in organizational relationships between managers and subordinates and between co-workers and furthermore, that a culturespecific meaning is attributed to its content. This study contributes to trust literature developing three original sub-scales and also it indicates that the meaning of trust in organizational relationships is influenced by cultural context.
This qualitative study aims to reveal the new period of the relationships between the mentors and... more This qualitative study aims to reveal the new period of the relationships between the mentors and mentees who continue to work in the same academic organization after the mentoring relationship terminates. The findings of this study that was conducted in a small group of mentors who cultivated multiple mentees show that the separation phase did not occur immediately although the relationship was formally terminated. The relationships were still maintained informally as the mentees expected to be promoted in the same organization. Mentees usually become more independent at the redefinition phase, whereas certain disagreements might lead to conflict of interest. However, peer relationship did not come to the forefront whereas it is expected to be built at this stage according to the literature. These results indicate that the characteristics of the separation and redefinition phases reported in the literature may not always apply as a standard to all mentor-mentee relationships. There is a need for further qualitative studies regarding the mentoring relationship that represents an important dimension of university culture. This will contribute to in-depth understanding of different mentor and mentee experiences and observations.
Problem Statement: Academic institutions have been feeling greater pressure of acting in conformi... more Problem Statement: Academic institutions have been feeling greater pressure of acting in conformity with universal values and education standards every passing day. However, the first step of an academic organization developing a vision and strategy to this end is its thorough understanding of present cultural properties. Hence, examining cultural properties of academic organizations by considering the perceptions of their faculty members as a dominant group must be given priority for the development of the research and student-training processes.
Bir örgütü kültürel olgu olarak çalışmanın en zor yönü araştırmacının farklı sosyal gerçekliklerl... more Bir örgütü kültürel olgu olarak çalışmanın en zor yönü araştırmacının farklı sosyal gerçekliklerle karşılaşma ihtimalinden çok, gerçekliğin çok katmanlı yapısında ilerlemenin bir yolunu bulup bulamayacağıdır. Metaforlar, bir örgütün derinliklerine inme cesareti veren, orada karşılaşacağımız gerçeği farklı yönleriyle görmemizi ve yorumlamamızı sağlayan araçlar olarak bize yardımcı olabilirler. Bir kök metafor, örgütü bütün olarak tasvir etmeyi mümkün kılan gücüne karşın hemen ortaya çıkmaz; örgüt üyelerinin duygu, deneyim, düşünce ve bilinçaltı birikimlerine ulaşmayı gerektirir. Ayrıca bir kök metaforun bulunmasında kesin bir yöntemin varlığından söz etmek de güçtür. Burada nitel bir araştırmanın tüm yaratıcı ve aynı zamanda riskli yönleri devreye girmekte ve araştırmacının araştırılan sahaya ilişkin bilgisi nedeniyle olgulara yüklediği anlamlar, çözümleme sürecinin seyrini etkilemektedir. Üniversite örgütü üzerine kök metafor keşfinin denendiği bu araştırmada önce Türkiye'de çeşitli üniversitelerde lisans dönemini tamamlamış bir öğrenci grubunun yazılı ve sözlü betimlemeleriyle bir veri seti oluşturulmuş; sonraki aşamada ise çözümlemeler yardımıyla anlam örüntüleri arasında ilişkiler kurularak bazı metaforlara ulaşılmıştır. Bulunan aracı ve kök metaforlar, öğrencilerin üniversite yaşamına yönelik sosyal gerçekliği öznel algılamaları ve yorumlamaları ile yapılandırdıklarını göstermektedir.
International Journal of Islamic and Middle Eastern Finance and Management, 2010
Purpose -The purpose of this paper is to understand values of family firms, which have progressed... more Purpose -The purpose of this paper is to understand values of family firms, which have progressed to the second or third generation and to reveal similarities in basic values of the firms, which have continued to be successful.
Örgütü aynı zamanda bir beşeri etkileşim alanı olarak varsayan görüşün temellerinin 30'lu yıllard... more Örgütü aynı zamanda bir beşeri etkileşim alanı olarak varsayan görüşün temellerinin 30'lu yıllarda atıldığı kabul edilir. Bu dönem, birey-grup ilişkisine yönelik savları ile İnsan İlişkileri Yaklaşımının gelişmeye başladığı dönemdir. Özellikle örgütsel yaşamda insan unsuruna yönelik yapılan araştırmaların bulguları, işten daha fazla verim alabilme konusunda "umut verici gelişmelerin" yaşanmasına yol açarken, diğer yandan derinden yanıt bekleyen daha birçok sorunun varlığının da habercisi olmuştur. Bireylerin ve grupların karmaşık davranışlarını örgütün yapı ve işleyiş özellikleri içinde açıklama ihtiyacı, giderek farklı disiplinlerin ortak katkısına başvurmayı gerektirmiş ve bu genişleme ile birlikte İnsan İlişkileri Yaklaşımı 1950'li yıllarda Örgütsel Davranış disiplini olarak gelişmesine devam etmiştir.
Although there is a heightened interest in the concept of corporate reputation, only a limited nu... more Although there is a heightened interest in the concept of corporate reputation, only a limited number of studies have been done in the literature. Moreover, the methodological debate of these studies does not reach a sufficient level as well. However, the concept of reputation has affluent dimensions. Especially the organizational context, in which the reputation concept is discussed, is an important methodological issue. In this study corporate reputation has been discussed in terms of family businesses. First, some characteristics of family businesses have been emphasized. Next, some research questions that aimed to explore the meaning of reputation concept for family businesses have been suggested.
The study reported in this article aimed to explore the trust protégés felt for their mentors and... more The study reported in this article aimed to explore the trust protégés felt for their mentors and the effects different dimensions of relationships that can influence this trust in mentoring relationships within academic organizations. The questions defined for this research regarded which dimensions of professional relationships actually do influence protégés' trust, which of those underlying dimensions make trust stronger, and the results the trust protégés felt for their mentor produced in terms of the function of mentoring. The interview form used to answer these questions consisted of two parts. The first part included general questions on the characteristics of mentors and protégés and the functions of mentoring. The second part included 24 questions designed specifically to identify the underlying elements of trust In mentoring relationships. The dimensions specifically were competence, consistency, communication, interest taken in the protégé, fairness, and sharing of control. Thirty-two protégés agreed to take part in the structured interviews, and the total time spent on interviews was 35 hours. The study revealed that among the elements necessary for the building of trust in one's professional mentor, sharing of control and fair behavior were dimension of the mentoring relationship that protégés had positive perceptions and experiences of. Another important finding in terms of positive and negative perceptions was that protégés identify their positive perceptions more with the personal efforts of their mentor. Negative perceptions were seen to be related to factors such as faculty and university culture, legal matters and regulations, law and regulations creating rigid university procedures, and mentors' and protégés' personal characteristics.
Abstract: Suggests that there is an optimal level of trust in many team situations. Too much trus... more Abstract: Suggests that there is an optimal level of trust in many team situations. Too much trust can impact negatively on performance. Uses empirical research involving 142 members of 28 teams to identify factors that relate to this optimal level of trust, and those ...
In this study, the importance of a climate of trust in promoting teamwork is presented, and the f... more In this study, the importance of a climate of trust in promoting teamwork is presented, and the findings of an empirical study of 50 work-based teams are discussed. According to these findings, teams which show high levels of trust (both cognitive and affective dimensions of trust) perform better. As a result of these findings, it is strongly recommended that trust should be a primary value of the organizational culture, that behavior which promotes trust and protection should be encouraged in teamwork, and that trustworthy behavior should be treated as a measurement of performance for the purposes of employee appraisal.
Abstract
The purpose of this study is to identify dimensions of trust between family members in ... more Abstract
The purpose of this study is to identify dimensions of trust between family members in family-owned SMEs and long-term non-family employees who have been working in the enterprise with at least two generations. The data of the study were collected through interviews with the second generation members actively working in ten family businesses that operate in different sectors. The thematic analysis of the interview notes revealed that the dimensions of trust of family members in non-family employees included competence, identification and personal trustworthiness. Competence of the non-family employees means that they possess the practical skills to tackle various issues related to the family and enterprise. Identification of the long-term employees with the enterprise refers to the content that can be explained with the protection of the interests of the family and enterprise, self-commitment, and adaptation to the values. This is interpreted as psychological ownership. Trustworthiness, on the other hand, points to the ethical conduct such as truthfulness and contentedness. These findings show that trust in the non-family employees who have been working in family-owned SMEs has a specific context. Suggesting some implications for future studies, the findings also contain evidence demonstrating that the family business is a strong niche for scholars studying organizational behavior.
Keywords: family business, SMEs, trust, non-family employees, family members, psychological ownership
The purpose of this study is to determine the dimensions of trust relationship among managers, su... more The purpose of this study is to determine the dimensions of trust relationship among managers, subordinates and the co-workers in organizations. Using an original trust questionnaire data has been collected from 550 middle-level managers from organizations operating in different regions of Turkey. Results from both qualitative and quantitative research methods indicate that the dimensions of trust vary in organizational relationships between managers and subordinates and between co-workers and furthermore, that a culturespecific meaning is attributed to its content. This study contributes to trust literature developing three original sub-scales and also it indicates that the meaning of trust in organizational relationships is influenced by cultural context.
This qualitative study aims to reveal the new period of the relationships between the mentors and... more This qualitative study aims to reveal the new period of the relationships between the mentors and mentees who continue to work in the same academic organization after the mentoring relationship terminates. The findings of this study that was conducted in a small group of mentors who cultivated multiple mentees show that the separation phase did not occur immediately although the relationship was formally terminated. The relationships were still maintained informally as the mentees expected to be promoted in the same organization. Mentees usually become more independent at the redefinition phase, whereas certain disagreements might lead to conflict of interest. However, peer relationship did not come to the forefront whereas it is expected to be built at this stage according to the literature. These results indicate that the characteristics of the separation and redefinition phases reported in the literature may not always apply as a standard to all mentor-mentee relationships. There is a need for further qualitative studies regarding the mentoring relationship that represents an important dimension of university culture. This will contribute to in-depth understanding of different mentor and mentee experiences and observations.
Problem Statement: Academic institutions have been feeling greater pressure of acting in conformi... more Problem Statement: Academic institutions have been feeling greater pressure of acting in conformity with universal values and education standards every passing day. However, the first step of an academic organization developing a vision and strategy to this end is its thorough understanding of present cultural properties. Hence, examining cultural properties of academic organizations by considering the perceptions of their faculty members as a dominant group must be given priority for the development of the research and student-training processes.
Bir örgütü kültürel olgu olarak çalışmanın en zor yönü araştırmacının farklı sosyal gerçekliklerl... more Bir örgütü kültürel olgu olarak çalışmanın en zor yönü araştırmacının farklı sosyal gerçekliklerle karşılaşma ihtimalinden çok, gerçekliğin çok katmanlı yapısında ilerlemenin bir yolunu bulup bulamayacağıdır. Metaforlar, bir örgütün derinliklerine inme cesareti veren, orada karşılaşacağımız gerçeği farklı yönleriyle görmemizi ve yorumlamamızı sağlayan araçlar olarak bize yardımcı olabilirler. Bir kök metafor, örgütü bütün olarak tasvir etmeyi mümkün kılan gücüne karşın hemen ortaya çıkmaz; örgüt üyelerinin duygu, deneyim, düşünce ve bilinçaltı birikimlerine ulaşmayı gerektirir. Ayrıca bir kök metaforun bulunmasında kesin bir yöntemin varlığından söz etmek de güçtür. Burada nitel bir araştırmanın tüm yaratıcı ve aynı zamanda riskli yönleri devreye girmekte ve araştırmacının araştırılan sahaya ilişkin bilgisi nedeniyle olgulara yüklediği anlamlar, çözümleme sürecinin seyrini etkilemektedir. Üniversite örgütü üzerine kök metafor keşfinin denendiği bu araştırmada önce Türkiye'de çeşitli üniversitelerde lisans dönemini tamamlamış bir öğrenci grubunun yazılı ve sözlü betimlemeleriyle bir veri seti oluşturulmuş; sonraki aşamada ise çözümlemeler yardımıyla anlam örüntüleri arasında ilişkiler kurularak bazı metaforlara ulaşılmıştır. Bulunan aracı ve kök metaforlar, öğrencilerin üniversite yaşamına yönelik sosyal gerçekliği öznel algılamaları ve yorumlamaları ile yapılandırdıklarını göstermektedir.
International Journal of Islamic and Middle Eastern Finance and Management, 2010
Purpose -The purpose of this paper is to understand values of family firms, which have progressed... more Purpose -The purpose of this paper is to understand values of family firms, which have progressed to the second or third generation and to reveal similarities in basic values of the firms, which have continued to be successful.
Örgütü aynı zamanda bir beşeri etkileşim alanı olarak varsayan görüşün temellerinin 30'lu yıllard... more Örgütü aynı zamanda bir beşeri etkileşim alanı olarak varsayan görüşün temellerinin 30'lu yıllarda atıldığı kabul edilir. Bu dönem, birey-grup ilişkisine yönelik savları ile İnsan İlişkileri Yaklaşımının gelişmeye başladığı dönemdir. Özellikle örgütsel yaşamda insan unsuruna yönelik yapılan araştırmaların bulguları, işten daha fazla verim alabilme konusunda "umut verici gelişmelerin" yaşanmasına yol açarken, diğer yandan derinden yanıt bekleyen daha birçok sorunun varlığının da habercisi olmuştur. Bireylerin ve grupların karmaşık davranışlarını örgütün yapı ve işleyiş özellikleri içinde açıklama ihtiyacı, giderek farklı disiplinlerin ortak katkısına başvurmayı gerektirmiş ve bu genişleme ile birlikte İnsan İlişkileri Yaklaşımı 1950'li yıllarda Örgütsel Davranış disiplini olarak gelişmesine devam etmiştir.
Although there is a heightened interest in the concept of corporate reputation, only a limited nu... more Although there is a heightened interest in the concept of corporate reputation, only a limited number of studies have been done in the literature. Moreover, the methodological debate of these studies does not reach a sufficient level as well. However, the concept of reputation has affluent dimensions. Especially the organizational context, in which the reputation concept is discussed, is an important methodological issue. In this study corporate reputation has been discussed in terms of family businesses. First, some characteristics of family businesses have been emphasized. Next, some research questions that aimed to explore the meaning of reputation concept for family businesses have been suggested.
The study reported in this article aimed to explore the trust protégés felt for their mentors and... more The study reported in this article aimed to explore the trust protégés felt for their mentors and the effects different dimensions of relationships that can influence this trust in mentoring relationships within academic organizations. The questions defined for this research regarded which dimensions of professional relationships actually do influence protégés' trust, which of those underlying dimensions make trust stronger, and the results the trust protégés felt for their mentor produced in terms of the function of mentoring. The interview form used to answer these questions consisted of two parts. The first part included general questions on the characteristics of mentors and protégés and the functions of mentoring. The second part included 24 questions designed specifically to identify the underlying elements of trust In mentoring relationships. The dimensions specifically were competence, consistency, communication, interest taken in the protégé, fairness, and sharing of control. Thirty-two protégés agreed to take part in the structured interviews, and the total time spent on interviews was 35 hours. The study revealed that among the elements necessary for the building of trust in one's professional mentor, sharing of control and fair behavior were dimension of the mentoring relationship that protégés had positive perceptions and experiences of. Another important finding in terms of positive and negative perceptions was that protégés identify their positive perceptions more with the personal efforts of their mentor. Negative perceptions were seen to be related to factors such as faculty and university culture, legal matters and regulations, law and regulations creating rigid university procedures, and mentors' and protégés' personal characteristics.
Abstract: Suggests that there is an optimal level of trust in many team situations. Too much trus... more Abstract: Suggests that there is an optimal level of trust in many team situations. Too much trust can impact negatively on performance. Uses empirical research involving 142 members of 28 teams to identify factors that relate to this optimal level of trust, and those ...
In this study, the importance of a climate of trust in promoting teamwork is presented, and the f... more In this study, the importance of a climate of trust in promoting teamwork is presented, and the findings of an empirical study of 50 work-based teams are discussed. According to these findings, teams which show high levels of trust (both cognitive and affective dimensions of trust) perform better. As a result of these findings, it is strongly recommended that trust should be a primary value of the organizational culture, that behavior which promotes trust and protection should be encouraged in teamwork, and that trustworthy behavior should be treated as a measurement of performance for the purposes of employee appraisal.
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Papers by Ferda Erdem
The purpose of this study is to identify dimensions of trust between family members in family-owned SMEs and long-term non-family employees who have been working in the enterprise with at least two generations. The data of the study were collected through interviews with the second generation members actively working in ten family businesses that operate in different sectors. The thematic analysis of the interview notes revealed that the dimensions of trust of family members in non-family employees included competence, identification and personal trustworthiness. Competence of the non-family employees means that they possess the practical skills to tackle various issues related to the family and enterprise. Identification of the long-term employees with the enterprise refers to the content that can be explained with the protection of the interests of the family and enterprise, self-commitment, and adaptation to the values. This is interpreted as psychological ownership. Trustworthiness, on the other hand, points to the ethical conduct such as truthfulness and contentedness. These findings show that trust in the non-family employees who have been working in family-owned SMEs has a specific context. Suggesting some implications for future studies, the findings also contain evidence demonstrating that the family business is a strong niche for scholars studying organizational behavior.
Keywords: family business, SMEs, trust, non-family employees, family members, psychological ownership
The purpose of this study is to identify dimensions of trust between family members in family-owned SMEs and long-term non-family employees who have been working in the enterprise with at least two generations. The data of the study were collected through interviews with the second generation members actively working in ten family businesses that operate in different sectors. The thematic analysis of the interview notes revealed that the dimensions of trust of family members in non-family employees included competence, identification and personal trustworthiness. Competence of the non-family employees means that they possess the practical skills to tackle various issues related to the family and enterprise. Identification of the long-term employees with the enterprise refers to the content that can be explained with the protection of the interests of the family and enterprise, self-commitment, and adaptation to the values. This is interpreted as psychological ownership. Trustworthiness, on the other hand, points to the ethical conduct such as truthfulness and contentedness. These findings show that trust in the non-family employees who have been working in family-owned SMEs has a specific context. Suggesting some implications for future studies, the findings also contain evidence demonstrating that the family business is a strong niche for scholars studying organizational behavior.
Keywords: family business, SMEs, trust, non-family employees, family members, psychological ownership