PhD.Dissertation Defense / Doktora Tez Savunması: Aleksandra Kaner

PhD.Dissertation Defense /Doktora Tez Savunması: Aleksandra Kaner

Sabancı Üniversitesi Yönetim Bilimleri Enstitüsü, Doktora programı öğrencisi, Aleksandra Kaner'in tez savunmasını duyurmaktan mutluluk duyuyoruz. 

Aleksandra Kaner

Management and Organization Ph.D. Program

"THE IMPLICATIONS OF PERCEIVED ‘PATRON ŞİRKETİ’ CLIMATE ON ORGANIZATIONAL TRUSTWORTHINESS AND JOB OUTCOMES"

Tez Jürisi

Prof. Dr. S. Arzu WASTİ

Assoc. Dr. Remzi GÖZÜBÜYÜK

Prof. Dr. Canan ERGİN

Prof. Dr. Behlül ÜSDİKEN

Assoc. Dr. Deniz KANTUR 

Tarih: 24 Aralık 2020, Perşembe

Saat: 10.00 

https://sabanciuniv.zoom.us/j/5997620479?pwd=V1pTZ3h4WjBVRy92QnVjSnN3V1JCUT09

Meeting ID: 599 762 0479

Passcode: 01122020

Abstract

This thesis looks into an often occurring but under-researched type of psychological justice climate in Turkey: perceived “Patron Şirketi” climate. (PPŞC). In particular, the effects of PPŞC on impression management and voice through perceived organizational trustworthiness and on commitment through idiosyncratic deals (i-deals) are examined. In addition, employee traditionality, paternalistic top management and the value of the employee are investigated as moderators in these relationships. One preliminary qualitative and a main quantitative study are conducted in order to test the proposed relationships. With use of SPSS PROCESS (Hayes, 2018) the moderated mediations are tested. The hypothesis that PPŞC effect on perceived organizational trustworthiness is moderated by traditionality is supported. Also PPŞC increasing the use of i-deals, which in turn increases affective and continuance commitment, but only in case of valuable employee is supported. However, the proposed effect of PPŞC on impression management through perceived organizational trustworthiness while moderated by traditionality and/or paternalism was not supported. The similar affect of PPŞC on voice through trustworthiness when moderated by traditionality and/or paternalism was also not supported.  Nevertheless, post hoc analysis shows support for PPŞC effect on OCB through perceived organizational trustworthiness while traditionality and/or paternalism are alleviating theses effects. Contributions are discussed and further directions of research are suggested.