Sürdürülebilir Kalkınma Amaçları
Yayınlar
- MakaleYalnız künye2026Scopus SJRQ2From assistance to dependence: The nexus between AI dependence and workplace cognitive engagement
Uyan, Umut; Ibin, Adil
Background The increasing integration of artificial intelligence (AI) tools into workplace practices has reshaped how employees process information and perform cognitive tasks. While these systems are often associated with superior efficiency, their excessive use may entail significant cognitive costs. Objective Grounded in automation complacency perspective and the growing literature on technology addiction, this study investigates how dependence on artificial intelligence is associated with cognitive engagement in the workplace, with particular attention to the mediating role of cognitive fatigue. Methods Adopting quantitative research design, data were collected from 246 academic and administrative staff who actively use AI tools in their daily work routines. Partial Least Squares Structural Equation Modeling (PLS-SEM) was used to test the theoretical model proposed. Results The findings indicate that dependence on AI was positively associated with cognitive fatigue (beta = 0.569; t = 13.468; p = 0.000) and negatively with cognitive engagement (beta = -0.174; t = 2.503; p = 0.012). In addition, the relationship between cognitive fatigue and cognitive engagement was found to be negative and statistically significant (beta = -0.207; t = 2.773; p = 0.006). Mediation analysis further revealed that cognitive fatigue partially mediates the relationship between dependence on AI and cognitive engagement (indirect effect beta = -0.118, t = 2.724, p < .01; VAF = 40.5%). Conclusion These results suggest that higher levels of dependence on AI correspond to higher employee cognitive fatigue, which in turn relates to lower cognitive engagement at work. By empirically demonstrating the cognitive costs of AI reliance, this study contributes to the emerging literature on workplace AI and technology addiction.
- MakaleAçık Erişim2025Does Nepotism Trigger Quiet Quitting? A Research on Local Governments
Uyan, Umut; Ibin, Adil
The concept of quiet quitting, which denotes a cognitive and/or emotional, if not physical, detachment, has recently become one of the most frequently studied topics in organizational psychology. The term refers to performing only the tasks stipulated in job description with minimum organizational commitment and not going beyond that. Due to the detrimental effect of quiet quitting on both individual and organizational performance, it is crucial to study the phenomenon in depth. By referring to the organizational justice perspective, the study is designed to determine whether one of the negative employee experiences, nepotism, in local governments trigger quiet quitting. The main assumption of the research is that nepotism deteriorates the sense of justice, which leads employees to quit quietly. Structured questionnaires were administered to 259 local government workers in Adana. The results suggest that exposure to nepotism triggers quiet quitting in local governments where preferential treatments are allegedly pervasive. The study is expected to guide managers in establishing effective human resources practices in such institutions.
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İncele - Kitap BölümüYalnız künye2022A theoretical investigation on intra-firm knowledge sharing: The roles of contextual, relational, and socio-cognitive factors
Uyan, Umut; Şanal, Musa; Ibin, Adil
Considering that knowledge management is a multifaceted process, studies that examine a limited number of factors individually may not explain the process sufficiently. This chapter set out to advance our knowledge on intra-organizational knowledge sharing (KS) by addressing multiple factors (relational, organizational, and socio-cognitive factors) holistically. This would also lead to an explicit discussion of various organizational theories towards intra-firm KS. The study, which is designed as a conceptual one, compiles and synthesizes previous studies. Unlike previous research, the current one is encouraging as it develops a holistic perspective towards intra-organizational KS.
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