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 - MakaleYalnız künye2025Scopus SJRQ3Negative Outcome Expectation as a Barrier for Knowledge Sharing: Conceptualisation and Measurement Development
Uyan, Umut
Knowledge sharing has become the critical success factor for effective knowledge management since it bridges the gap between knowledge creation and utilisation. So far, socio-psychological factors have yet to attract the attention of scholars despite numerous barriers impeding the flow of knowledge. The current study is, therefore, designed to develop a self-reporting measurement instrument that uncovers hidden sharing barriers triggered by negative outcome expectations. To test the psychometric properties of the newly designed instrument, a stepwise procedure was applied. The findings indicate that the instrument aimed at developing is a multidimensional construct consisting of 13 items and four dimensions (assumption of being ignored, assumption of not meeting expectations, assumption of being non-sense and assumption of conflict avoidance). The results of this study provide preliminary evidence for the reliability and validity of the 13-item negative outcome expectation scales as a measure of hidden assumptions towards knowledge sharing.
- MakaleYalnız künye2024Yapay zeka öz-yeterlilik ölçeğinin türkçe’ye uyarlanması: geçerlililik ve güvenirlik çalışması
Uyan, Umut; Gültekın, Saıt Ugur
Son dönemde geliştirilen ve geleneksel iş yapma pratiklerimize meydan okuyan yapay zeka (YZ) teknolojileri, otonom araçlardan tıbbi teşhise kadar birçok alanda kullanılmaya başlanmıştır. Bahsedilen teknolojiler hızlı ve bağlama uyarlanabilir çıktılar sunabilmesi bakımından kullanıcılarına etkinliklerini arttırmayı vadetmektedir. Diğer taraftan insan-benzeri etkileşim deneyimi sunabilen bu teknolojiler makine-insan ilişkisini benzersiz bir boyuta taşımaktadır. Ancak bahsedilen teknolojilerin bireysel düzeyde benimsenmesi ve kullanımına yönelik bilimsel çabaya ihtiyaç duyulmaktadır. Bu bağlamda Wang ve Chuang (2023) dört boyuttan oluşan yapay zeka öz yeterlilik (YZÖY) ölçeğini oluşturmuşlardır. Mevcut çalışmanın amacı yabancı dilde oluşturulan ve yazında öncü nitelikte olan bu ölçüm aracının Türkçeye uyarlanmasıdır. Uyarlama çalışması için Munzur Üniversitesinde görev yapan 156 akademik ve idari personelden online anketler vasıtasıyla veri toplanmıştır. Keşifsel ve doğrulayıcı analizlerin sonucunda elde edilen bulgular orijinal ölçeğin Türkçe formunun geçerli ve güvenilir olduğunu göstermektedir. Kültürel doğrulaması yapılan ölçüm aracının ileride bu alanda gerçekleştirilecek Türkçe çalışmalara katkı sunması beklenmektedir.
AtıfOpenAlex13TR Dizin4İncele - MakaleYalnız künye2024Forced To Become Entrepreneurs: Investigating the Impact of Workplace Bullying on the Entrepreneurial Intentions of Immigrant Workers in Turkey
Uyan, Umut
Purpose: The issue of migrant workers has been frequently addressed in management and organiza- tion studies, as in many other fields since migration has become a global phenomenon. By referring to the push-pull theory of entrepreneurship, the current study aims to understand to what extent the bullying behavior that migrant workers are exposed to in the workplace encourages them to engage in entrepreneurship. The main assumption that constitutes the hypotheses is that negative workplace experiences push migrant workers to create alternatives against undesirable working conditions. Methodology: A quantitative research design was employed, involving standardized questionnaires to gather data from 231 migrant workers employed in Turkey’s textile sector. The hypotheses were tested using the AMOS statistical program. Findings: The findings support the bullying behavior that migrant workers are exposed to in their workplaces pushes them to become entrepreneurs (β= 0.36, p<.001). Further, the findings indicate that individual entrepreneurship orientation (IndEO) does not moderate the relationship mentioned (β = 0.03, p= .33). Originality: Unlike mainstream entrepreneurship literature, this study demonstrated that entrepre- neurship can be an ‘imperative’ stemming from unfavorable working conditions of migrant workers, rather than an ‘attractive’ phenomenon. Yet, the success and sustainability of such entrepreneurial activities is debatable. The study is expected to provide a clearer picture of migrant entrepreneurial initiatives and, therefore, guide policymakers in developing effective strategies to support economies.
- MakaleAçık Erişim2023The effect of psychological capital on job satisfaction in educational institutions: the mediating role of happiness at work
Yalçın, Azmi; Uyan, Umut; İbin, Adil
Educational institutions are commonly accepted as the working environments where employees are exposed to high levels of stress and burnout due to their nature. By referring to the positive psychology perspective, the study investigates the role of psychological capital on job satisfaction in such organizations. The mediating effect of workplace happiness in the mentioned relationship was also tested to provide a more holistic perspective. The data of the research were collected through structured questionnaires from 240 employees working in a private educational institution operating in Adana province. Findings reveal that both psychological capital and happiness at work positively affect job satisfaction. In addition, it has been concluded that the effect of psychological capital on job satisfaction, although partially, is through happiness at work. The study are expected to contribute to the body of knowledge by reassessing the positive psychological assumptions in educational institutions whose workers are exposed to excessive stress. The findings are also expected to guide the management of human resources activities in this sector.
AtıfTR Dizin2İncele - MakaleAçık Erişim2023Akademisyenlerin Örgütsel Adaletsizlik Algıları İle Bilgi Saklama Davranışı Arasındaki İlişkide Örgütsel Sessizliğin Aracılık Rolü
Uyan, Umut
Bilgi paylaşımı, kuruluşların en değerli maddi olmayan varlıkları olan bilgiyi etkin bir şekilde yönetmeleri ve kullanmaları için hayati önem taşımaktadır. Yükseköğretim kurumlarının bilgi-yoğun örgütler olduğu düşünüldüğünde bireysel bilginin örgüt geneline dağıtılması daha da kritik hale gelmektedir. Ancak çeşitli bireysel, örgütsel ve bağlamsal unsurlar çalışanları bilgi paylaşma noktasında isteksiz hale getirebilmektedir. Bu çalışmanın amacı akademisyenlerin adaletsizlik algılarının bilgi saklama davranışını ne derece etkilediğini ortaya koymaktır. Araştırmanın temel varsayımı ise adaletsizlik algısının çalışan sessizliğine sebep olduğu, bunun da bireyleri sahip oldukları bilgiyi saklamaya teşvik etmesidir. Araştırmanın verileri Adana ve Mersin illerinde faaliyet yürüten dördü kamu ve ikisi vakıf olmak üzere toplam altı yükseköğretim kurumundan yapılandırılmış anketler aracılığıyla toplanmıştır (n= 289). Araştırmanın bulguları örgütsel adaletsizlik algısının bilgi saklama davranışını teşvik ettiğini ortaya koymuştur. Ayrıca bulgular, kısmi de olsa, bahsedilen ilişkide örgütsel sessizliğin aracılık ilişkisini doğrular niteliktedir. Araştırma, bilgi-yoğun kuruluşlar olan yükseköğretim kurumlarında bilginin etkin yönetilmesi önündeki bariyerleri ortaya koyması bakımından özgün bir nitelik taşımaktadır.
AtıfOpenAlex1TR Dizin1İncele - MakaleAçık Erişim2023Yapay Zekânın Bilimsel Yayın Amaçlı Kullanımına İlişkin Etik Kaygılar: Sistematik Bir Yazın İncelemesi
Uyan, Umut
Although artificial intelligence (AI) is a relatively new technology, it claims to change and transform our business practices. This novel technology, which offers tools that are easy-to-use, fast, and tailor-made outputs in terms of efficiency and productivity, is also becoming more prevalent in higher education. Nonetheless, some ethical issues need to be addressed regarding the use of these technologies for both education and research purposes. This study, designed as a systematic literature review, aims to reveal the ethical concerns regarding such technologies used in scientific publishing activities. Five distinct themes have emerged echoing ethical concerns regarding AI use in scientific publications: Artificially guided research, the illusion of velocity , bias , data quality , and ready-made science. The study serves as a wake-up call to researchers to approach such technologies not only from a cost-benefit perspec-tive, but also to examine potential ethical considerations. Among the pioneering studies on AI usage for scientific publication in higher education, this study will add to the body of knowledge.
AtıfOpenAlex5TR Dizin3İncele - MakaleYalnız künye2023Scopus SJRQ3Uncovering the gap between intention and behaviour towards knowledge sharing: Evidence from a hybrid healthcare institution
Uyan, Umut; Şanal, Musa
This study set out to test an integrative model towards knowledge sharing (KS) practices in health institutions, which have recently been referred to as knowledge-intensive organisations. The model assesses the relative contributions of various organisational and relational factors in explaining knowledge sharing intention (KSI), as well as the moderating effects of both socio-cognitive factors and the nature of knowledge to be shared on the relationship between KSI and knowledge sharing behaviour (KSB). The data utilised in the research were obtained from a health institution designed as a public-private partnership through the survey questionnaires. Findings suggest that highly formalised and hierarchical organisational structures negatively affect KSI, whereas constructive communication climate and organisational integration enhance it. The relationship between facilitating tools and technologies, which is the last of the organisational factors examined, and KSI was non-significant. Two out of the three relational factors, trust and affiliation, positively predicted KSI, but no statistically significant relationship was found between normative beliefs and KSI. Finally, the results suggest that the perceived reciprocity eases the translation of the intention towards KS into actual sharing behaviour, whereas the perceived power loss weakens the mentioned relationship.
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İncele - Kitap BölümüYalnız künye2023Organizational change models in practice: The case of michelin group
Uyan, Umut
In a competitive business environment, it is vital that firms consider implementing techniques to cope with constant change to remain competitive and survive. Most change initiatives, however, suffer from several difficulties and are often hampered by resistance, primarily caused by fear of adopting new practices or concern about competence. As a result, such initiatives could result in unintended consequences. In fact, they might result in irreversible situations, impairing the dynamics of an organization. Michelin Shanghai underwent an organizational change initiative to enhance its competitiveness. The initiative resulted in significant improvements in the company's productivity and profitability as well as increased employee satisfaction. The main objective of the study is to understand the organizationalchange dynamics of Michelin Shanghai Co. The chapter also attempts to evaluate challenges encountered during the process and critically analyze the leadership approaches that were applied by Mr. Ballarin (plant manager of Michelin Co.) based on related theories.
AtıfScopus1OpenAlex1İncele - 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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