Person: EYİUSTA, Ceyda Maden
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Ceyda Maden
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EYİUSTA
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ArticlePublication Open Access Captain or deckhand? The impact of self-leadership on employees’ work role performance under remote work(Frontiers Media, 2022-11-25) Maden-Eyiusta, Ceyda; Alparslan, S. E.; Entrepreneurship; EYİUSTA, Ceyda MadenRelying on self-determination theory, this study investigates the mediating role of psychological empowerment in the relationship between self-leadership and work role performance (task proficiency, task adaptivity, and task proactivity) in remote work settings. It also explores whether and how supervisor close monitoring moderates the indirect impact of self-leadership on work role performance. Hypotheses were tested using a two-study design including white-collar employees from a broad range of jobs and companies (Study 1) and employee-supervisor dyads working in small and medium-sized firms (Study 2) in Turkey. In Study 1, results showed that self-leadership had a positive indirect effect on employees’ work role performance through psychological empowerment. In Study 2, the cross-lagged two-wave design provided support for this indirect effect while demonstrating partial support for the moderating role of supervisor close monitoring. The current study contributes to research on self-leadership and work role performance by providing a detailed understanding of the motivational process through which self-leadership leads to increased work role performance. It also offers practical insights for enhancing self-leaders’ work role performance, particularly within the remote work context.
ArticlePublication Metadata only Perceived overqualification and employee proactivity: The cross-level moderation effects of LMX and initiative climate in small firms(Springer, 2023) Maden-Eyiusta, Ceyda; Entrepreneurship; EYİUSTA, Ceyda MadenDrawing on social information processing (SIP) theory, this study examined the interactive effects of perceived overqualification (POQ), leader-member exchange (LMX), and initiative climate on supervisor-rated employee proactivity. Data were gathered from 523 employees and their direct supervisors working in 65 small and medium-sized enterprises (SMEs) in Turkey. The results indicated that POQ, by itself, was not significantly related to employee proactivity, nor were the two-way interactions of POQ × LMX and POQ × initiative climate. However, the three-way interaction of POQ, LMX, and initiative climate was significantly associated with proactivity. Subsequent analyses showed that overqualified employees showed higher proactivity when both LMX and initiative climate were high. On the other hand, POQ did not affect employee proactivity under low quality LMX and low initiative climate. The implications of these findings for theory and practice as well as future research directions were discussed.ArticlePublication Metadata only Expansion-oriented job crafting and employee performance: A self-empowerment perspective(2023-02) Maden-Eyiusta, Ceyda; Alten, O.; Entrepreneurship; EYİUSTA, Ceyda MadenTaking a self-empowerment perspective, we investigated the mediating impact of psychological empowerment on the relationship between expansion-oriented job crafting behaviors (seeking resources and seeking chal lenges) and job performance. We also examined the moderating role of perceived overqualification on the proposed mediation model. Data were collected from 519 employees and their direct supervisors who work in 69 small and medium-sized enterprises (SMEs) in Turkey. As the data had a nested structure, we used hierarchical linear modeling (HLM) to analyze the multi-level data. The results show that psychological empowerment me diates the relationship between expansion-oriented job crafting behaviors and job performance. The analyses also provide support for the moderating impact of perceived overqualification. The conditional indirect effect of seeking challenges on job performance is stronger for those employees who feel overqualified for their jobs.ArticlePublication Metadata only The impact of support on employees’ adaptive behavior: a moderated mediation model(2021-08-24) Maden-Eyiusta, Ceyda; Yalabik, Z. Y.; Nakiboglu, M. A. B.; Entrepreneurship; EYİUSTA, Ceyda MadenPurpose – Drawing on the social exchange theory, this study focuses on the impact of perceived organizational support (POS) and perceived supervisor support (PSS) on employees’ adaptive (selling) behavior in a personal selling context. As part of the support-adaptive behavior relationship, the authors also explore the mediating role of psychological empowerment and the moderating role of customer orientation (CO). Design/methodology/approach – Data were collected from 200 salespeople from the financial and pharmaceutical sectors in Turkey. Hypotheses were tested with hierarchical multiple regressions and hierarchical moderated regressions. Findings – Supported salespeople feel more empowered in their jobs and show adaptive (selling) behavior. Our results also show that the impact of support on adaptive selling behavior through empowerment is stronger for salespeople with low CO. Research limitations/implications – This study has two limitations: the generalizability of its findings and cross-sectional design. Still, it significantly contributes to support, empowerment and adaptive behavior literature. Practical implications – By creating a supportive work environment and by training their managers to improve their support skills, organizations boost their employees’ adaptability. Both of these support practices motivate employees to use their discretion in sales situations. Organizations should also evaluate and manage their employees’ level of CO by conducting company surveys and by increasing top management communication. Originality/value – This study tests the mediating role of psychological empowerment on the relationship between POS, PSS and adaptive behavior in the understudied personal selling context. The authors also test the moderating role of CO in the proposed model.