Güneri Çangarlı, Burcu

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Profile URL
https://hdl.handle.net/20.500.14365/7088
Name Variants
Cangarli, Burcu Guneri
Guneri Cangarli, Burcu
Çangarlı, Burcu Güneri
Job Title
Email Address
burcu.guneri@ieu.edu.tr
Main Affiliation
03.02. Business Administration
Status
Current Staff
Website
ORCID ID
0000-0003-3396-2217
Scopus Author ID
56524673800
Turkish CoHE Profile ID
B5363C4EC8C32144
Google Scholar ID
kGXxs0QAAAAJ
WoS Researcher ID
EPL-7928-2022
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Sustainable Development Goals

NO POVERTY1
NO POVERTY
3
Research Products
ZERO HUNGER2
ZERO HUNGER
1
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GOOD HEALTH AND WELL-BEING3
GOOD HEALTH AND WELL-BEING
0
Research Products
QUALITY EDUCATION4
QUALITY EDUCATION
5
Research Products
GENDER EQUALITY5
GENDER EQUALITY
2
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
4
Research Products
REDUCED INEQUALITIES10
REDUCED INEQUALITIES
2
Research Products
SUSTAINABLE CITIES AND COMMUNITIES11
SUSTAINABLE CITIES AND COMMUNITIES
1
Research Products
RESPONSIBLE CONSUMPTION AND PRODUCTION12
RESPONSIBLE CONSUMPTION AND PRODUCTION
1
Research Products
CLIMATE ACTION13
CLIMATE ACTION
1
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
5
Research Products
PARTNERSHIPS FOR THE GOALS17
PARTNERSHIPS FOR THE GOALS
2
Research Products
Documents

12

Citations

523

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Scholarly Output

23

Articles

15

Views / Downloads

129/400

Supervised MSc Theses

3

Supervised PhD Theses

2

WoS Citation Count

421

Scopus Citation Count

523

Patents

0

Projects

4

WoS Citations per Publication

18.30

Scopus Citations per Publication

22.74

Open Access Source

9

Supervised Theses

5

JournalCount
Nursıng Ethıcs2
Afrıcan Journal of Busıness Management2
Cases and Exercises in Organization Development and Change1
Ege Academıc Revıew1
Ege Akademik Bakış1
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  • Thumbnail Image
    Doctoral Thesis
    Bullying Behaviors as Organizational Political Tactics
    (İzmir Ekonomi Üniversitesi, 2009) Çangarlı, Burcu Güneri; Salın, Denıse; Katrinli, Alev
    Bireyler, örgütler ve toplumlar üzerindeki olumsuz etkilerinin anlaşılmasıyla birlikte yıldırma günümüzün popular araştırma konuları arasına girmiştir. Araştırmacılar yıldırma davranışlarının karmaşık yapısını anlayabilmek ve etkili önleme ve müdahale yöntemleri uygulayabilmek için yıldırma davranışlarının öncellerinin ve ilişkili olduğu kavramların ortaya konulması gerektiğini vurgulamaktadırlar.Yıldırmanın bu davranışı gösteren kişi tarafından zaman zaman rasyonel bir davranış veya kasıtlı bir strateji olarak uygulanabildiği bilinmektedir. Yıldırma davranışları başkalarının performansını olumsuz önde etkilemek, örgütten ayrılmalarını sağlamak veya davranışlarını manipüle etmek amacıyla yapılabilmektedir. Diğer bir deyişle, bazı durumlarda yıldırma davranışları kişilerin bilinçli olarak, kendi çıkarlarına hizmet etmek için gösterdiği politik taktikler olarak düşünülebilir.Yıldırma davranışlarının bazı durumlarda örgütsel politika kavramı içinde incelenebilineceği bilinmekle birlikte, bu iki kavram arasındaki ilişkiyi araştıran çalışmaların limitli olduğu görülmektedir. Bu nedenle, yıldırma davranışları ve örgütsel politika ilişkisine dair henüz cevaplanmamış pek çok soru bulunmaktadır. Bu doğrultuda, çalışma kapsamında yıldırma davranışları politik taktikler olarak incelenmiş ve ne derece etkilli politik taktikler olarak algılandıkları araştırılmıştır. Ayrıca, yaş, cinsiyet, eğitim durumu ve Makyavelizm gibi bireysel faktörlerin bu algıya etkisi araştırılmıştır. Çalışmanın kapsamında, yıldırma davranışlarının örgütsel politika dışındaki diğer potansiyel öncelleri üzerinde de durulmuştur.Veri toplamada anket yöntemi kullanılmıştır. Veriler 2 ayrı örneklemden toplanmıştır. Yatay düzeyde yıldırma davranışlarının araştırıldığı anket formunu 238, dikey düzeydeki yıldırma davranışlarının araştırıldığı anket formunu 217 kişi cevaplamıştır. Yıldırma davranışlarının ölçümünde Leyman (1996) tarafından geliştirilen sınıflamaya dayanarak hazırlanan yazılı senaryolar kulanılmıştır. Makyavelizm ise Mach-IV ölçeği kullanılarak ölçülmüştür.Araştırmanın sonucunda, yıldırma davranışlarının kişilerin örgütsel kararları kendi çıkarlarına hizmet edebilecek şekilde etkilemede kullandığı etkili politik taktikler olarak görüldüğü belirlenmiştir. Ayrıca, yıldırma davranışlarının algılanan etkililik düzeyinin etkilenmek istenen karar türüne göre de değişikilik gösterdiği bulunmuştur. Bireysel özelliklerin bu algıya olan etkisine bakıldığında, yaş ve eğitim durumunun istatistiksel olarak anlamlı bir etkisinin bulunmadığı, ancak cinsiyetin bu algıyı istatistiksel olarak anlamlı bir şekilde etkilediği ortaya konmuştur. Bu doğrultuda, kadınların yıldırma davranışlarını erkeklere göre daha etkili politik taktikler olarak algıladığı ve bu farkın tüm karar alanlarında gözlendiği belirlenmiştir. Ayrıca, Makyavelist oryantasyonu düşük olan katılımcıların da, yüksek olanlara göre yıldırma davranışlarını daha etkili politik taktikler olarak algıladıkları görülmüştür. Yıldırma davranışlarının politik olmayan diğer faktörlerle ilişkisi araştırıldığında, farklı yıldırma davranışlarının farklı nedenlerle ilişkilendirildiği, ancak yönetimin ilgisizliği maddesinin en çok ilgili bulunan faktör olduğu belirlenmiştir.Araştırma bulguları yıldırma davranışlarının etkili politik taktikler olarak algılandığını ortaya koyarak yıldırma konusundaki teorilere farklı bir bakış açısı getirmiştir. Araştırma bulguları iş yaşamında yöneticilere yıldırma konusunda etkili müdahale ve koruma yöntemleri geliştirme ve uygulama konusunda önemli ipuçları sağlamaktadır. Ayrıca, bulguların lider ve yönetici yetiştirme ve geliştirme programlarında ele alınması, bu konuya dair farkındalığın artmasını sağlayacaktır.
  • Thumbnail Image
    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: 1
    Revenge or Forgiveness? an Equation With Multiple Variables in Organizational Setting
    (Ege Univ, Fac Economics & Admin Sciences, 2018) Tatarlar, Ceren Deniz; Guneri Cangarli, Burcu
    Human development measures the level of proThis exploratory study focuses on the concept of revenge in workplace. It attempts to understand how revenge is conceptualized by managers and employees, their revenge motives and strategies. Given the sensitivity of the subject, in-depth interview was chosen as the data collection method. Interviews were conducted with 10 people working in various positions in public and private sectors. Interviews were transcribed verbatim and analyzed with the help of discourse analysis. Findings are discussed around the emerging themes (perceptions of revenge, revenge motives, revenge strategies and forgiving). The research contributes to a better understanding of the antecedents and consequences of revenge, how different positions make difference in revenge strategies and motives, and in what kind of situations and intentions lead people to forgive instead of focusing on revenge.
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    Article
    Management Educators' Identity Play
    (Sage Publications Ltd, 2026-01-22) Kars-Unluoglu, Selen; Guneri Cangarli, Burcu; Turner, Arthur; Kempster, Steve; Trehan, Kiran
    This article critically examines how management educators navigate the certainty-emergence paradox through identity play in their work. Drawing on a 14-month collaborative autoethnographic study, we show how educators experiment with provisional selves to work through classroom tensions. Our analysis reveals that identity play enables educators to experiment with a spectrum of identities to traverse paradoxes without seeking closure in classroom practice. We surface the individual, institutional, and relational conditions that shape identity play. With this, we contribute to management learning and education literature by showing how identity play offers moments of agency and creativity in navigating paradoxes. We problematise this process by foregrounding the institutional insecurities, hegemonic logics, and subtle coercions that constrain the scope for genuine autonomy. Identity play emerges here not as a simple solution, but as a precarious, emotionally charged act of resistance - an ongoing negotiation with paradoxes that can expose educators to vulnerability and self-doubt. We redefine identity play as a fragile, contingent practice that enables situated agency rather than complete emancipation. We invite further inquiry into how identity play can be cultivated as a critical strategy for addressing institutional paradoxes in various educational and organisational settings.
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    Article
    Citation - WoS: 1
    Citation - Scopus: 1
    Migrants as Dissonant Harmony-Seekers and Migrant Life in Foam
    (Emerald Group Publishing Ltd, 2022-10-27) Kars-Unluoglu, Selen; Cangarli, Burcu Guneri; Yurt, Oznur; Gencer, Mehmet; Guneri Cangarli, Burcu
    Purpose Migration of the Turkish new middle-class - high-skilled, well-educated, young professionals - has been growing in recent years. This paper explores their migration experience and discusses the role of physical and virtual bubbles in the formation of transnational communities and processes of adjustment to a new place. Design/methodology/approach This paper is based on a qualitative inquiry collecting data via semi-structured interviews with 18 London-based Turkish migrants and a digital ethnographic study of three Facebook groups that bring together the Turkish migrant community in Richmond, London. Findings Findings indicate that the migration of the new middle class differs conceptually from existing typologies. The paper proposes the concept of dissonant harmony-seekers and elaborates on their interactions to demonstrate that, in the Internet age, the traditional image of migrants living in isolated localised bubbles is no longer accurate. Findings also indicate a pragmatic and functional engagement with the bubbles, with migrants sporadically interacting with the bubbles to meet their individual needs in information, education and employment. Originality/value This paper contributes to the literature with the concept of dissonant harmony-seekers, which will gain more visibility in a world where the trend of democratic decline and rising authoritarianism will motivate a migratory move for people who confront a moral dissociation from the civil order in their homeland. The engagement of dissonant harmony-seekers with migrant communities challenges the conventional thinking that social identity is central to creating and maintaining bubbles. The other contribution of the paper to the literature is the metaphor of foam to capture the ephemeral and fugacious nature of the dynamics of migrant communities and practices.
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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.