Fatih Çetin

Purpose: This study aims to examine how self-focused and other-focused work interruptions are related to work engagement and well-being through an integrative framework grounded in self-determination theory (SDT) and how relational and motivational factors shape these relationships. Design/methodology/approach: Using convenience sampling, the authors collected online survey data on a voluntary basis from 495 full-time employees working in different organizations. Findings: Findings reveal work interruptions’ dual nature. Other-focused performance and hedonic interruptions positively related to engagement, and other-focused hedonic interruptions also linked to well-being. All interruption types had negative indirect effects on engagement via need frustration, while self-focused and other-focused hedonic interruptions negatively impacted well-being through competence and relatedness frustration. Self-focused interruptions showed no direct effects, but self-focused hedonic interruptions had negative overall effects. Social exchange quality buffered the link between self-focused performance interruptions and need frustration. Work meaningfulness moderated autonomy frustration’s impact, but high meaningfulness-maintained engagement despite frustration and autonomy frustration lowered well-being only when meaningfulness was high. Originality/value: Extending insights from the job demands–resources (JD-R) and conservation of resources (COR) frameworks, these results underscore the significant role of interruptions and identify the psychological mechanisms and boundary conditions through which they relate to employee outcomes.

This paper analyzes relationships between job demands, job and personal resources, and how they impact exhaustion, engagement, job crafting, and basic psychological need satisfaction. Data collection for this study involved surveys of 221 professionals. The results indicated that AI-related job demands do not directly lead to exhaustion, but effective use of AI increases work engagement. System resources only indirectly influence engagement and exhaustion through job crafting and engagement. Engagement reduces exhaustion and increases job crafting, while exhaustion hinders it. AI-induced crafting fulfills the needs for autonomy, competence, and relatedness. However, high AI demands weaken the positive impact of resources on engagement.

Purpose: Although much research has been done on the Big Five personality traits that underpin individual performance in teams, knowledge of the interdependencies of traits for individual performance is rather limited and especially so in the new ordinary workplace represented by global virtual teams (GVTs). The purpose of the study is to explore how personality traits combine in configurations that lead to high individual performance in GVTs. Design/methodology/approach: Based on the configurational perspective, we use fuzzy-set qualitative comparative analysis on a sample of 697 students nested within 171 GVTs to examine the influence of the personality traits on peer-rated individual performance. Findings: Three distinct configurations of traits, each including agreeableness, account for high levels of individual performance in GVTs. Agreeableness, which is found to be a necessary condition, emerges as a favorable trait in GVTs and is associated with high individual performance across three different combinations with other personality traits. Originality/value: This study offers a deeper understanding of the interplay between personality traits and their causal conditions for high individual performance in GVTs, thereby enriching the literature. It contributes to the growing body of literature on virtual team dynamics, providing insights that can help organizations optimize team composition and performance in the increasingly digital workplace.

Çalışmanın amacı, Lider-Üye Etkileşiminin (LÜE) astların işten ayrılma niyetini nasıl etkilediğini ortaya çıkarmak ve bu etkide temel psikolojik ihtiyaçların düzenleyicilik rolü olup olmadığını araştırmaktır. LÜE, Sosyal Değişim Kaynak Kuramı, Öz Belirleme Kuramından yararlanılarak astın işten ayrılma niyeti açıklanmaya çalışılmıştır. İnşaat ve ulaşım sektöründe yer alan şirketlerde görevli toplam 388 katılımcıdan anket yöntemiyle toplanan veriler için regresyon analizi kullanılmıştır. Analiz bulguları; LÜE’nin kalitesini belirleyen kaynaklardan sevgi ve ekipman kaynağının, işten ayrılma niyetiyle anlamlı biçimde ilişkili olduğu görülmektedir. Sevginin liderden elde edilmesi, Sosyal Değişim Kaynakları Kuramı çerçevesinde astın lidere yönelik karşılıklılık algısını güçlendiren temel bir sosyal kaynak olarak değerlendirilmekte; bu çalışmada sevgi kaynağının işten ayrılma niyetini negatif ve anlamlı biçimde etkilemesi hem kuramsal açıklamalarla uyumlu hem de ölçülmesi güç bir boyutun ampirik olarak ortaya konulması bakımından çalışmanın özgün ve önemli bir katkı sunduğunu göstermektedir. Bununla birlikte, Öz Belirleme Kuramı kapsamında özerklik boyutunun, statü ile işten ayrılma niyeti arasındaki ilişkinin yönünü ve gücünü farklılaştırdığı; ilişkililik boyutunun ise para ile işten ayrılma niyeti arasındaki ilişkiyi düzenlediği saptanmıştır. Bu doğrultuda elde edilen bulgular, ilgili kuramsal ve ampirik literatürle karşılaştırılarak değerlendirilmiştir.

There are several well-established concepts that explain decision-making. The sociology of wise practice suggests that thinking preferences like the use of intuition form a cornerstone of administrators’ virtuous practice and phronesis is a likely candidate to explain this behaviour. This study uses conceptual and theoretical resources from behavioural sciences, management science, as well as philosophy to account for individual level differences in employees’ thinking preferences in administrative professions. The analysis empirically investigates the behavioural dimension of the preference for intuition versus the preference for deliberation by examining three different intuitive markers present among individuals who nonetheless prefer to use deliberation. We explore possible explanations for the differences and similarities within our global sample of 2227 workplace respondents who conceptually represent phronetic practitioners. The results show that many phronetic practitioners prefer the intuitive marker of unconscious thought in addition to deliberation.

This study explores the complex relationships among student cynicism, student–university identification, academic self-efficacy, and academic performance within the context of Turkish higher education. Drawing on social identity and social cognitive theories, student cynicism is examined through four dimensions: academic, policy-related, institutional, and social. Survey data were collected from 630 university students in Ankara, Türkiye, using a cross-sectional design and self-reported measures. The results indicate that institutional cynicism is the strongest negative predictor of student–university identification, while academic cynicism shows a curvilinear (U-shaped) relationship with academic performance, suggesting that extreme cynicism may paradoxically be linked to modest performance rebounds. Contrary to expectations, student–university identification does not significantly predict academic performance, nor does it mediate the relationship between cynicism and performance. However, academic self-efficacy moderates the relationship between identification and performance, amplifying the benefits of identification for students with higher levels of self-efficacy. These findings offer culturally grounded insights into student disengagement and highlight the importance of fostering trust, transparency, and self-efficacy to support student well-being and academic resilience, key elements in advancing Sustainable Development Goals 4 (Quality Education) and 8 (Decent Work and Economic Growth).

Aim/purpose – Social undermining actions in workplaces may adversely affect employee’ performance and job satisfaction, eventually leading them to leave the organization. This study aims to examine whether the level of job passion exhibited by employees targeted by social undermining impacts their inclination to remain employed at the organization. Design/methodology/approach – The participants are 401 employees in the civil de- fense industry. Data have been analyzed using the SmartPLS and SPSS programs. Findings – The findings have revealed that job passion moderated the impact of social undermining on employee turnover intention. Specifically, harmonious job passion has been found to reverse the effect of social undermining on turnover intention, while ob- sessive passion has been found to aggravate this effect. Research implications/limitations – In addition to taking caution to prevent social undermining, managers should also support employees’ harmonious passion while avoiding obsessive passion to mitigate the negative impact of undermining behaviors on turnover intention. Originality/value/contribution – The main aim of this study is to extend the current literature by demonstrating that social undermining, regardless of its source, results in an increased desire to leave the organization. Additionally, the study emphasizes the im- portance of harmonious passion as a potential tool for mitigating this effect while also suggesting that obsessive passion may further intensify an employee's intention to quit. Keywords: job passion, social undermining, turnover intention, moderation analysis. JEL Classification: M1, M19.