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    Öğe
    Industry 5.0 Skills: A Hierarchical Categorization
    (Pacific Institute of Management, 2025) Gugercin, Seda; Gugercin, Utku
    Despite the increased focus on the skills required in the Industry 5.0 (I5.0) era, there remains a significant gap in the literature regarding the categorization of these skills, particularly in relation to the organizational levels at which employees operate. To bridge this gap, this study aims to develop a hierarchical categorization of in-demand I5.0 skills according to organizational levels. By synthesizing insights from three key frameworks, 1) the World Economic Forum's Future of Jobs Reports, 2) Maslow's hierarchy of needs, and 3) Katz's managerial skills, this study offers a structured framework for understanding and categorizing I5.0 skills. A systematic literature review was conducted to outline the in-demand skills in I5.0, the target audience expected to possess these skills, and the categorization of I5.0 skills at various organizational levels. The findings from the systematic literature review were utilized to establish a hierarchical categorization of in-demand I5.0 skills.The analysis highlights the importance of human-centered approaches, advanced digital literacy, and sustainable practices in the workplace, as well as the need for upskilling and reskilling to bridge the skills gap in the I5.0 era.The results are anticipated to provide valuable guidance for human resources management in recruitment, reskilling, and upskilling strategies, ultimately enhancing organizational effectiveness and reducing long-term costs.
  • [ X ]
    Öğe
    Why so serious?. The role of interpersonal conflict management styles in affiliative humour1
    (Natl Research Univ Higher Sch Economics, 2023) Gugercin, Utku; Ozer, Elife; Gugercin, Seda
    Purpose. The purpose of this study is to examine how affiliative humour, which can be defined as a positive humour style focusing on enhancing connections, is associated with collaborating, compromising, and avoiding conflict management styles in organisations. Study design. An online survey was conducted following the convenience sampling method to test the proposed hypotheses. The sample consisted of 257 teachers working at public schools in Adana, who are master's degree students in Adana Alparslan Turkes Science and Technology University, Turkey. Exploratory factor analysis, correlation analysis, and regression analysis were conducted in line with the research goals. Findings. As a result, affiliative humour was found to be significantly correlated with compromising and collaborating. Nonetheless, avoiding was found to have no significant relationship with affiliative humour. Compromising was the only significant variable in the regression model, which explained a limited variance in affiliative humour. Implications for practice. Managers may deliberately tend to produce humour to benefit from it in conflicting situations. Nonetheless, managerial control for the use of humour does not guarantee the expected productivity. Therefore, employees may be advised to acknowledge the benefits of positive humour styles - in case of this study, affiliative humour - in managing interpersonal conflicts. Value of the results. To the best of the authors' knowledge, a limited number of studies exist focusing directly on the association between affiliative humour and interpersonal conflict. Hence, the results are considered to fill the gap in the literature by clarifying that compromising is the only conflict management style that has a positive impact on affiliative humour.