Atabay, Gülem

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Profile URL
https://hdl.handle.net/20.500.14365/7043
Name Variants
Atabay, Remzi̇ye Gülem
Atabay, Gulem
Atabay, Remziye Gülem
Job Title
Email Address
gulem.atabay@ieu.edu.tr
Main Affiliation
03.02. Business Administration
Status
Current Staff
Website
ORCID ID
0000-0002-3220-7802
Scopus Author ID
25630514600
Turkish CoHE Profile ID
505419F2DF6B822F
Google Scholar ID
QCgK4SYAAAAJ
WoS Researcher ID
EJO-1170-2022
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Sustainable Development Goals

NO POVERTY1
NO POVERTY
4
Research Products
ZERO HUNGER2
ZERO HUNGER
4
Research Products
GOOD HEALTH AND WELL-BEING3
GOOD HEALTH AND WELL-BEING
0
Research Products
QUALITY EDUCATION4
QUALITY EDUCATION
5
Research Products
GENDER EQUALITY5
GENDER EQUALITY
3
Research Products
CLEAN WATER AND SANITATION6
CLEAN WATER AND SANITATION
0
Research Products
AFFORDABLE AND CLEAN ENERGY7
AFFORDABLE AND CLEAN ENERGY
0
Research Products
DECENT WORK AND ECONOMIC GROWTH8
DECENT WORK AND ECONOMIC GROWTH
4
Research Products
INDUSTRY, INNOVATION AND INFRASTRUCTURE9
INDUSTRY, INNOVATION AND INFRASTRUCTURE
5
Research Products
REDUCED INEQUALITIES10
REDUCED INEQUALITIES
4
Research Products
SUSTAINABLE CITIES AND COMMUNITIES11
SUSTAINABLE CITIES AND COMMUNITIES
4
Research Products
RESPONSIBLE CONSUMPTION AND PRODUCTION12
RESPONSIBLE CONSUMPTION AND PRODUCTION
4
Research Products
CLIMATE ACTION13
CLIMATE ACTION
3
Research Products
LIFE BELOW WATER14
LIFE BELOW WATER
0
Research Products
LIFE ON LAND15
LIFE ON LAND
1
Research Products
PEACE, JUSTICE AND STRONG INSTITUTIONS16
PEACE, JUSTICE AND STRONG INSTITUTIONS
3
Research Products
PARTNERSHIPS FOR THE GOALS17
PARTNERSHIPS FOR THE GOALS
2
Research Products
Documents

7

Citations

215

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Scholarly Output

18

Articles

8

Views / Downloads

118/283

Supervised MSc Theses

4

Supervised PhD Theses

4

WoS Citation Count

206

Scopus Citation Count

218

Patents

0

Projects

0

WoS Citations per Publication

11.44

Scopus Citations per Publication

12.11

Open Access Source

9

Supervised Theses

8

JournalCount
Afrıcan Journal of Busıness Management2
Nursıng Ethıcs2
Innovatıon Polıcıes, Busıness Creatıon And Economıc Developmen: A Comparatıve Approach1
Journal of Advanced Nursıng1
Journal of Human Values1
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  • Thumbnail Image
    Doctoral Thesis
    Service Supply Chain Approach for Service Failure and Recovery
    (İzmir Ekonomi Üniversitesi, 2015) Yıldırım, Cansu; Atabay, Gülem; Oflaç, Bengü
    Bu çalışmanın temel amacı hizmet hataları ve hataların telafilerini gerçekleştiren tarafların genel müşteri memnuniyetleri ve müşterilerin yeniden satın alma niyetleri üzerindeki etkisini araştırmaktır. Turizm hizmet tedarik zinciri çalışmanın, düzenlendiği çevre olarak seçilmiştir çünkü bu alanda hizmet hataları hem kaçınılmaz hem de sıkça karşılaşılan durumlardır. Hizmet hataları, eğer düzeltilmezlerse, müşteri memnuniyetsizliği, negatif ağızdan ağza pazarlama ve müşteri sadakatinin azalması gibi kârın düşmesine neden olan negatif sonuçlar doğurabilir. Bu bağlamda, etkili hizmet telafileri bu gibi olumsuz sonuçları tersine çevirmenin bir yolu olduğundan, hem akademisyenler hem de uygulayıcılar için önemli bir odak noktası haline gelmiştir. Ayrıca, önceki deneyimler, beklenti oluşumunu sağlayarak müşteri memnuniyeti ve yeniden satın alma niyetleri gibi müşteri tepkilerini etkileyebilirler. Bu çalışma hizmet hataları, önceki iyi deneyimler ve hizmet telafileri gibi dinamiklerin genel müşteri memnuniyetleri ve yeniden satın alma niyetlerine etkilerini senaryo bazlı deneyler ile göstermektedir. Sonuçlar bir şirket ile önceki iyi deneyimlerin varlığının, hizmet hataları oluşması durumda tampon işlevi görmediğini ve tedarik zincirinin tarafları için pozitif sonuçları garantilemediğini göstermektedir. Ayrıca sonuçlar, bahsi geçen durumun kritik bir olay olması halinde, müşterilerin hizmet hatasının sorumluları arasındaki farkı algıladığını göstermektedir. Hatayı yapan taraf için müşterilerin genel memnuniyet düzeyi ve yeniden satın alma niyeti azalmaktadır. Benzer şekilde, telafiyi yapan taraf için müşterilerin genel memnuniyet düzeyi ve yeniden satın alma niyeti yükselmektedir. Ek olarak, hizmet hatası ve hatanın telafisi arasında, seyahat acentelerinin genel müşteri memnuniyeti ve müşterilerin yeniden satın alma niyetleri üzerine bir etkileşim gözlenmiştir.
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    Article
    Citation - WoS: 5
    The Moderating Role of Leader-Member Exchange in the Relationship Between Psychological Contract Violation and Organizational Citizenship Behavior
    (Academic Journals, 2011) Katrinli, Alev; Atabay, Gulem; Gunay, Gonca; Cangarli, Burcu Guneri
    This paper aims to explore the moderating role of Leader-Member Exchange (LMX) quality in the relationship between Psychological Contract Violation (PCV) and Organizational Citizenship Behavior (OCB). Data were gathered from a sample of 148 registered nurses working in a private general hospital. Results show that the negative relationship between PCV and OCB is stronger for nurses who have high LMX quality. Therefore, the study implies that the interaction of the behavior of all organizational agents and supervisors relates to OCB.
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    Article
    Citation - WoS: 70
    Citation - Scopus: 82
    Impact of Ethical Climate on Moral Distress Revisited: Multidimensional View
    (Sage Publications Ltd, 2014-08-07) Atabay, Gulem; Cangarli, Burcu Guneri; Penbek, Sebnem
    Background: Moral distress is a major problem in nursing profession. Researchers identified that the stronger the ethical basis of the organization, the less moral distress is reported. However, different ethical climates may have different impacts on moral distress. Moreover, conceptualization of moral distress and ethical climate as well as their relationship may change according to the cultural context. Objectives: The main aim of the study is to investigate the relationship between different types of ethical climate as described in Victor and Cullen's framework, and moral distress intensity among nurses in Turkish healthcare settings. Research design: An online survey was administrated to collect data. Questionnaires included moral distress and ethical climate scales in addition to demographic questions. Participants and research context: Data were collected from registered nurses in Turkey. In all, 201 of 279 nurses completed questionnaires, resulting in a response rate of 72%. Ethical considerations: Ethical approval was obtained from the university to which the authors were affiliated, after a detailed investigation of the content and data collection method. Findings: Factor analyses showed that moral distress had three dimensions, namely, organizational constraints, misinformed and over-treated patients, and lack of time and resources, while ethical climate had four types, namely, rules, well-being of stakeholders, individualism, and organizational interests. Positive correlations were identified between certain types of ethical climate (rules, individualism, or organizational interests) and moral distress intensity. Discussion: Factor distribution of the scales shows some commonalities with the findings of previous research. However, context-specific dimensions and types were also detected. No particular ethical climate type was found to have a negative correlation with moral distress. Conclusion: Recommendations were made for reducing the negative impact of ethical climate on moral distress. These include solving the nursing-shortage problem, increasing autonomy, and improving physical conditions.
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    Article
    Citation - WoS: 25
    Citation - Scopus: 24
    Exploring the Antecedents of Organizational Identification: the Role of Job Dimensions, Individual Characteristics and Job Involvement
    (Wiley, 2009-01) Katrinli, Alev; Atabay, Gulem; Gunay, Gonca; Güneri Çangarlı, Burcu
    Aim This study aims to identify the antecedents of organizational identification such as job involvement and job dimensions in a health care setting. Background Organizational identification is an important work attitude that affects nurses' performance and job satisfaction. Hence, exploring antecedents of organizational identification in a health care setting is vital in understanding the role of organizational identification in nurse-and patient-related outcomes. Method A research model, which incorporates job design, individual characteristics, job involvement and organizational identification, was developed and tested. The research was conducted via a survey in a hospital setting in Turkey (n = 148). Results The results revealed that job involvement, which is the degree of importance of one's job to one's self-image, is related to organizational identification. Among job dimensions, task identity and autonomy explained a significant proportion of variance in job involvement. Conclusion Although job dimensions are not directly related to organizational identification, they have effects on job involvement, which is also an important construct. Implications for nursing management The results suggest that nurses' jobs should be designed with higher levels of task autonomy and task identity to increase their job involvement and in turn their organizational identification.
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    Book Part
    Citation - WoS: 4
    Citation - Scopus: 5
    Innovativeness: Is It a Function of the Leadership Style and the Value System of the Entrepreneur?
    (Springer, 2009) Katrinli, Alev; Atabay, Gulem; Gunay, Gonca; Güneri Çangarlı, Burcu; Aktan, Ahenk
    Innovativeness as an organizational cultural phenomena affects innovation and, in turn, performance. Hence, antecedents to innovativeness, namely the value system and leadership style of the entrepreneur, were investigated in this study. Results indicate that innovativeness is significantly related to different leadership dimensions such as demand reconciliation, integration, initiation of structure, production emphasis, role assumption, predictive accuracy, and external stakeholder orientation. Likewise, the intensity of values of power and security of the entrepreneur are significantly related with innovativeness. According to the regression results, innovativeness is a function of demand reconciliation, integration, and power.
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    Article
    Citation - WoS: 4
    Citation - Scopus: 3
    Explicit Leader Behaviour Preferences Turkish and Cross-National Sample Comparisons
    (Emerald Group Publishing Ltd, 2013-06-07) Littrell, Romie F.; Yurtkoru, E. Serra; Sinangil, Handan Kepir; Durmus, Beril; Katrinli, Alev; Atabay, Gülem; Gunay, Gonca; Güneri Çangarlı, Burcu
    Purpose - In this study the authors endeavour to further develop and validate the Behavioural and Contingency theory of leadership. Design/methodology/approach - In a field survey research study, the authors collect, analyse, compare, and discuss explicit leader behaviour preferences of employed businesspeople in Istanbul and Izmir, Turkey, rating their ideal managerial leader and their actual organisational manager. Findings - In Istanbul and Izmir businesspeople tend to prefer leaders who focus on managing the business system over other considerations such as relationship management; task orientation is more important than relationship orientation. In the business environment, there appear to be little or no differences in preferences relating to gender; men and women have nearly identical preferences; age has some influence; generally, older businesspeople tend to have higher preference scores for a managerial leader who clearly defines his or her own role, and lets followers know what is expected, and pushes them to work harder and exceed past performance. Subordinates neither received nor expected Paternal leader behaviour. They expected and did receive moderately Authoritarian leader behaviour. Originality/value - The large majority of studies of leadership focus on implicit leadership theory, describing characteristics and traits of leaders. This study employs explicit leader behaviour theory and operationalisations to identify subordinates' ideal leader behaviour compared to actual organisational manager behaviour in Turkey.
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    Article
    Citation - WoS: 9
    Perception of Organizational Politics and Lmx: Linkages in Distributive Justice and Job Satisfaction
    (Academic Journals, 2010) Katrinli, Alev; Atabay, Gulem; Gunay, Gonca; Cangarli, Burcu Guneri
    This study aimed to examine (a) the mediating role of leader-member exchange (LMX) in distributive justice-job satisfaction relationship and (b) the moderating role of perceptions of organizational politics in this mediation model. Sample of the study consisted of 1401 employees working in private business enterprises in Turkey. Results showed that (a) leader member exchange partially mediated distributive justice-job satisfaction relationship, and (b) perceptions of organizational politics moderated the mediation model. Specifically, leader member exchange mediated distributive justice-job satisfaction relationship when perceptions of organizational politics is low but not when it is high. In summary, the findings demonstrated that leader member exchange and perceptions of organizational politics represent key mechanisms in determining how distributive justice is associated with job satisfaction.
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    Master Thesis
    Electronic Commerce Implementations in Retail Sector: a Case Study From Turkey
    (İzmir Ekonomi Üniversitesi, 2007) Taşkıran, Bilhan; Atabay, Gülem
    ÖZETPerakende Sektöründe Elektronik Ticaret Uygulamaları: Türkiye'den bir vaka analiziTaşkıran, Bilhanİşletme Yüksek Lisans İşletme Yönetimi BölümüTez Yöneticisi: Ass. Prof.Dr. Gülem AtabayOcak 2007, 213 sayfaBu tez, dünyada ortaya çıkan eğilimlerin en önemlilerinden biri olan elektronik ticaretinperakende sektöründeki uygulamalarına eğilmektedir. Çalışma, dünya perakende sektörünün,yazında incelenen artan internet kullanımı, yüksek teknolojik yeniliklerin sağladığı faydalarve zorlaşan yaşam koşullarının teşviki ile geleneksel mağaza bazlı perakendecilerdençevrimiçi kuruluşlar olması yönündeki gelişimini araştırmaktadır. Türkiye, işletmedentüketiciye elektronik ticaret konusunu daha iyi anlayabilmek amacı ile vaka analizi üzerindedetaylı bir çalışma yapılmıştır.
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    Article
    Citation - WoS: 5
    Citation - Scopus: 5
    Congruence of Family and Organizational Values in Relation To Organizational Citizenship Behaviour
    (Sage Publications India Pvt Ltd, 2006-04) Katrinli, Alev; Atabay, Gulem; Gunay, Gonca
    As a cluster of behaviours resulting in desired organizational outcomes, antecedents of organizational citizenship behaviours have long been searched. Based on the fact that the work and family domains of individuals closely interact and that harmony between values shared in organizations and the values adopted by individuals, called person-organization fit, have important consequences on the desired outcomes, the research conducted tries to identify the relationship between values existing in the individual's family and organization with organizational citizenship behaviour. The results of the research show that the congruence between the values of two domains has a significant relationship with the level of organizational citizenship behaviour.
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    Article
    Citation - WoS: 41
    Citation - Scopus: 46
    Leader-Member Exchange, Organizational Identification and the Mediating Role of Job Involvement for Nurses
    (Wiley, 2008-10-28) Katrinli, Alev; Atabay, Gulem; Gunay, Gonca; Güneri Çangarlı, Burcu
    Aim. This paper is a report of a study to explore the relationship between leader-member exchange quality and organizational identification and the mediating role of job involvement in this relationship. Background. As a result of the fast-changing structures and increasing competition, healthcare organizations increasingly demand highly qualified nurses who also have positive work attitudes towards the job and the organization. Among these positive work attitudes, organizational identification affects nurses' job performance and, in turn, the quality of care and patient satisfaction. The quality of the relationship between nurse supervisors and nurses, which is examined in the leader-member exchange context, can be an important determinant for organizational identification. This relationship is also affected by nurses' job involvement. Method. The sample consisted of 148 nurses working in a private general hospital. Questionnaires, which included measures for organizational identification, level of leader-member exchange quality, job involvement and questions about the demographic characteristics of the sample, were distributed in 2007. The response rate was 87%. Results. A statistically significant and positive relationship was found between leader-member exchange quality and organizational identification. The results also reveal that job involvement mediates the positive effects of leader-member exchange quality on organizational identification. Conclusion. If nurse supervisors increase their awareness of the effects of their behaviours towards their nurses, they can increase the nurses' performance and achieve desired results through increasing job involvement and organizational identification.