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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Burcu_Güneri_Çangarlı.png (107.79 KB)

Sustainable Development Goals

NO POVERTY1
NO POVERTY
3
Research Products
ZERO HUNGER2
ZERO HUNGER
1
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
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

22

Articles

15

Views / Downloads

46/81

Supervised MSc Theses

2

Supervised PhD Theses

2

WoS Citation Count

421

Scopus Citation Count

523

Patents

0

Projects

4

WoS Citations per Publication

19.14

Scopus Citations per Publication

23.77

Open Access Source

9

Supervised Theses

4

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
    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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    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.
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    Article
    Citation - WoS: 70
    Citation - Scopus: 82
    Impact of Ethical Climate on Moral Distress Revisited: Multidimensional View
    (Sage Publications Ltd, 2015) 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
    Management Educators' Identity Play
    (Sage Publications Ltd, 2026) 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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    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: 34
    Citation - Scopus: 41
    Do Auditing and Reporting Standards Affect Firms' Ethical Behaviours? the Moderating Role of National Culture
    (Springer, 2016) Karaibrahimoglu, Yasemin Zengin; Cangarli, Burcu Guneri
    This paper aims to examine the impact of national cultural values on the relation between auditing and reporting standards and ethical behaviours of firms. Based on a regression analysis using data regarding 54 countries between the years 2007 and 2012, we found that the impact of the perceived strength of auditing and reporting standards on the perceived ethical behaviours of firms is accentuated when a society is characterized by low power distance and in-group collectivism, and high institutional collectivism, future orientation and uncertainty avoidance. Empirically, the study addresses a gap in the literature by highlighting the influence of national culture on the effectiveness of legal settings and regulations on ethical behaviours.
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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) 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.
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    Article
    Citation - WoS: 34
    Citation - Scopus: 49
    Target Experiences of Workplace Bullying: Insights From Australia, India and Turkey
    (Emerald Group Publishing Ltd, 2016) D'Cruz, Premilla; Paull, Megan; Omari, Maryam; Güneri Çangarlı, Burcu
    Purpose - The purpose of this paper is to explore target experiences of workplace bullying across Australia, India and Turkey, uncovering cross-cultural convergence and divergence. Design/methodology/approach - A questionnaire-based qualitative data survey of business school students with current/prior work experience (n = 399) was undertaken. In total, 114 respondents (57 Australian, 34 Indian, 23 Turkish) identified themselves as targets of workplace bullying. Close-ended data pertaining to sociodemographic details were analysed via Statistical Package for the Social Sciences for descriptive statistics while open-ended data pertaining to experiences of bullying were thematically analysed against pre-figured categories derived from literature. Findings - Manifestations of, etiology of and coping with workplace bullying were similar across all three countries, highlighting cultural universals. Clear variations in source of bullying behaviour and availability and use of formal interventions as well as more subtle variations relating to coexistence with category-based harassment, outcomes and bystander behaviour underscored the influence of national culture. Research limitations/implications - Inclusion of a student population, notwithstanding their work experience, as well as reliance on the questionnaire as a tool pose limits in terms of external validity and communication congruence. Practical implications - Understanding into the similarities and differences of workplace bullying across cultures facilitates the design of interventions tailor-made for a particular society, serving as inputs for international/multi-national and offshored business enterprises. Originality/value - The study, focusing on multiple aspects of target experiences, not only draws on both dimensional and metaphorical cross-cultural frameworks but also includes geographically dispersed and socially diverse nations. Thus, it extends insights from previous cross-cultural explorations of workplace bullying which, apart from being few in number, are limited either by their frameworks, spatial range and/or thematic coverage.
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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) 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: 43
    Citation - Scopus: 53
    Nurses' Perceptions of Individual and Organizational Political Reasons for Horizontal Peer Bullying
    (Sage Publications Ltd, 2010) Katrinli, Alev; Atabay, Gulem; Gunay, Gonca; Cangarli, Burcu Guneri
    Nurses are exposed to bullying for various reasons. It has been argued that the reason for bullying can be political, meaning that the behavior occurs to serve the self-interests of the perpetrators. This study aims to identify how nurses perceive the relevance of individual and political reasons for bullying behaviors. In February 2009 a survey was conducted with nurses working in a research and training hospital located in Turkey. The results showed that the aim of influencing promotion, task assignments, performance appraisal, recruitment, dismissal, allocation of equipment and operational means, together with allocation of personal benefits and organizational structure decisions, were perceived as potential political reasons for bullying by nurses. Moreover, the reasons for the various bullying behaviors were perceived as relevant to individual characteristics, namely, the perpetrators' need for power, and their psychological and private life problems.