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ERGİN, Gül Canan

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Gül Canan

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    “Generation Me”: An intra-nationally bounded generational explanation for convergence and divergence in personal vs. social focus cultural value orientations
    (Elsevier, 2022-02) Marcus, J.; Carlson, D.; Ergin, Canan; Ceylan, S.; Psychology; ERGİN, Gül Canan
    Responding to calls by international business scholars to examine contextual factors driving cultural change in developing and traditionally collectivistic countries, we examine cultural values shift in one such country, Turkey, from 1998 to 2019. Confirming study hypotheses, results evidenced a trajectory toward individualism. The percentage of respondents endorsing personal focus values in 2019 was over double that in 2009. Generational differences drove this shift – Late Millennials (born 1992–2001) in 2019 were over twice as likely to endorse personal over social focus values as same-age Early Millennials (born 1982–1991) in 2009. These trends were most pronounced in the most urbanized Turkish provinces.
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    Not so "traditional" anymore? generational shifts on schwartz values in Turkey
    (Sage, 2017) Marcus, Justin; Ceylan, S.; Ergin, Canan; Psychology; ERGİN, Gül Canan; MARCUS, Justin
    We compare generational change in culturally related personal values as represented by the Schwartz values taxonomy, across two decades of individuals representing independent samples of the urban, Turkish workforce, employed in a variety of occupations and in numerous urban centers, in both 1998 and 2009 (N = 779). Results indicate that whereas self-transcendence (harmony) and conservation (collectivism) values have decreased over time, self-enhancement (mastery) has increased. Implications for research and practice are discussed.
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    Bases of power and conflict intervention strategy: a study on Turkish managers
    (Emerald Group Publishing, 2014-01) Kozan, M. K.; Ergin, Canan; Varoglu, K.; Psychology; ERGİN, Gül Canan
    Purpose – This study aims to develop an influence perspective for managerial intervention in subordinates conflicts, which helps to represent various strategies identified in the literature in a single model. Managers' power base was then related to their intervention strategies. Drawing upon Social Judgment Theory, anchoring of subordinates positions is studied as a moderating variable.Design/methodology/approach – Thirty nine supervisors and their 165 subordinates from several organizations in Turkey filled out a questionnaire reporting power base of supervisor and their intervention strategy utilizing the critical incident technique.Findings – Referent power of superior led to mediation in subordinates' conflicts. However, mediation decreased while restructuring, arbitration, and educative strategies increased with increased anchoring of subordinates' positions. These latter strategies mostly relied on reward power of manager. Subordinate satisfaction was highest with mediation and lowest when supervisors distanced themselves from the conflict.Research limitations/implications – The present study could only test the moderating effect of escalation as an anchoring variable. Future studies may look at the anchoring effect of whether the dispute is handled in public or in private, and whether the parties have a competing versus collaborative or compromising styles.Practical implications – Training of managers in mediation may be essential in cultures where they play a focal role in handling subordinates conflicts. Such training may have to take into account their broader influence strategies and use of power.Originality/value – An influence perspective is useful in integrating the vast array of managerial intervention strategies in the literature. Furthermore, the anchoring effect provides a theoretical explanation for managers' use of more forceful intervention with less cooperative subordinates.
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    Construct validity and predictors of three-dimensional citizenship performance in Turkey
    (Turkish Psychologists Assoc, 2019) Ceylan, S.; Ergin, Canan; Psychology; ERGİN, Gül Canan
    The current study examined the construct validity and predictors of the three-dimensional citizenship performance construct in employed samples in Turkey. Three independent studies were conducted. First, the face and content validity of the citizenship performance construct was examined in a sample of ten participants via semi-structured interviews. Second, the factor structure, discriminant validity, and internal consistency of citizenship performance were examined in a sample of 213 employees. Third, utilizing the target similarity model, the relationships of citizenship performance with personality variables, job involvement, job satisfaction, group cohesiveness, organizational justice, and organizational commitment were tested in a sample of 613 participants. Results provided psychometric support for the three-dimensional citizenship performance conceptualization and scale in the Turkish context. Theoretical and practical implications of the findings are discussed.