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    Does techno-stress justify cyberslacking? An empirical study based on the neutralisation theory
    (Taylor & Francis Ltd, 2020) Gugercin, Utku
    On the basis of neutralisation theory, this paper associates technology-induced work stress with the engagement in non-business activities while at work. When neutralisation theory is linked to organisational behaviour, the theory states that employees are prone to engage in deviant behaviours in the workplace to balance the difficulties they have suffered. In this context, employees may strive to neutralise the negative consequences of technology-induced stress and feel justified considering that it is their right to engage in deviant behaviours, such as performing non-business activities. Therefore, the aim of this study is to explore the impact of technology-induced stress (techno-stress) on engaging in non-business online activities while at work (minor cyberslacking). To do so, survey method was used and data were gathered from 252 white-collar employees working in the manufacturing sector. Results of the regression analysis suggested that out of three dimensions of techno-stress, techno-invasion is the only predictor for cyberslacking. The practical contribution of this paper is that employers could decrease cyberslacking activities by alleviating techno-invasion level of employees. Recommendations are also offered to draw up policies to cope with techno-stress and cyberslacking.
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    How employees resist ICT-induced organizational change? Insights from Up in the Air
    (Emerald Group Publishing Ltd, 2022) Gugercin, Utku
    Purpose The purpose of this study is to explore how change recipients emotionally resist information and communication technology (ICT)-induced organizational change in practice stage-by-stage. Design/methodology/approach Following a qualitative case study methodology, this paper integrates Kubler-Ross grief model into a hypothetical change initiative in a critically acclaimed feature film, Up in the Air. The unit of analysis is the main character, Ryan Bingham. As a change recipient, Bingham's emotional reactions are analyzed stage-by-stage. Findings The study concludes that emotional resistance to ICT-induced organizational change progresses through the five stages in line with Kubler-Ross model. Even though the focus in Kubler-Ross model is on death and dying, the stages in the model are remarkably similar to the reactions of a change recipient. It is also found that the film is an appropriate instrument to demonstrate the complicated reality and intricate details of resistance, providing abundant content for the analysis of psychological components of resistance. Practical implications The exploration of stages of emotional resistance may act as a guideline for leaders to follow throughout a change process. The study is expected to prepare the leaders for the reactions of change recipients so that they can deliver strong leadership throughout periods of change. Originality/value The originality of the study lies in the fact that it provides an opportunity to advance the understanding of the abstract concept of resistance, bridges the widely-discussed research-practice gap and analyze emotional resistance stage-by-stage by integrating Kubler-Ross model to a hypothetical change initiative.
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    LEVERAGING THE DIFFERENCES: A CASE OF REVERSE MENTORING
    (Editura Ase, 2017) Gugercin, Utku
    The purpose of this study is to describe reverse mentoring process within the scope of Social Exchange Theory, to explore how it is applied practically and the outcomes it creates in a foreign-owned bank in Turkey. To this end, following a literature review, information is gathered from secondary sources, such as the website of the bank, annual reports, interview videos on the web and articles in the national media organs. Additionally, in the context of single descriptive case study method, semi-structured interviews were conducted with two mentors being employed in the bank and nine research issues were investigated. The findings state that reverse mentoring has started to be perceived as a valuable tool to manage generational conflict. Besides, it allows mentees to gain insight about young generations, social media (the terminology, the range of different platforms and their impact), technological improvements and their effects on the banking industry. In addition to these positive outcomes, mentors benefit from reverse mentoring in terms of industry practices, leadership development, participation in decision-making, developing a network of executive-level contacts and observing problem-solving techniques from executives of different backgrounds. Despite the high level of power-distance in Turkey, it is anticipated that reverse mentoring applications will be used as a silver bullet in the near future of Turkish banking industry, due to the benefits it creates for organizations and participants.
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    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.