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Dive into the research topics where Berrin Erdogan is active.

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Featured researches published by Berrin Erdogan.


Journal of Applied Psychology | 2007

Newcomer Adjustment During Organizational Socialization: A Meta- Analytic Review of Antecedents, Outcomes, and Methods

Talya N. Bauer; Todd E. Bodner; Berrin Erdogan; Donald M. Truxillo; Jennifer S. Tucker

The authors tested a model of antecedents and outcomes of newcomer adjustment using 70 unique samples of newcomers with meta-analytic and path modeling techniques. Specifically, they proposed and tested a model in which adjustment (role clarity, self-efficacy, and social acceptance) mediated the effects of organizational socialization tactics and information seeking on socialization outcomes (job satisfaction, organizational commitment, job performance, intentions to remain, and turnover). The results generally supported this model. In addition, the authors examined the moderating effects of methodology on these relationships by coding for 3 methodological issues: data collection type (longitudinal vs. cross-sectional), sample characteristics (school-to-work vs. work-to-work transitions), and measurement of the antecedents (facet vs. composite measurement). Discussion focuses on the implications of the findings and suggestions for future research.


Journal of Management | 2012

Whistle While You Work: A Review of the Life Satisfaction Literature

Berrin Erdogan; Talya N. Bauer; Donald M. Truxillo; Layla R. Mansfield

Life satisfaction is a key indicator of subjective well-being. This article is a review of the multidisciplinary literature on the relationship between life satisfaction and the work domain. A discussion of top-down and bottom-up theories of life satisfaction is included, and the literatures on work-related antecedents of life satisfaction, the proximal mediators (quality of work life, quality of nonwork life, and feelings of self-worth), and consequences of life satisfaction were reviewed. A meta-analysis of life satisfaction with respect to career satisfaction, job performance, turnover intentions, and organizational commitment was performed. Each major section of the article concludes with a future opportunities subsection where gaps in the research are discussed.


Human Resource Management Review | 2002

Antecedents and consequences of justice perceptions in performance appraisals

Berrin Erdogan

Abstract This article proposes a model of antecedents and consequences of justice perceptions in the appraisal context. Procedural, interactional, and distributive justice perceptions are examined in terms of their theoretical and measurement properties. Antecedents of justice perceptions include due process characteristics, organizational culture, pre-appraisal leader–member exchange (LMX), perceived organizational support (POS), impression management behaviors of raters, perceived basis of LMX, and perceived type of information raters use. Social exchange and accountability theories are used to link justice perceptions to organizational, leader-related, and performance-related outcomes. The proposed model identifies several directions for future research in performance appraisal area.


Human Relations | 2003

Understanding Social Loafing: The Role of Justice Perceptions and Exchange Relationships

Susan M. Murphy; Sandy J. Wayne; Robert C. Liden; Berrin Erdogan

We proposed that the social exchange relationships individuals form in the workplace would mediate the relation between perceptions of interactional and distributive justice and social loafing. Specifically, we argued that both leader-member exchanges (LMX) and team-member exchanges (TMX) would mediate the relation between interactional justice and social loafing, and that LMX would mediate the relation between distributive justice and social loafing. In a field study, 124 manufacturing employees responded to questionnaires and their immediate supervisors were interviewed. The results indicated significant relationships between interactional justice and LMX, and between interactional justice and TMX. LMX, but not TMX, was negatively related to social loafing. Distributive justice was not significantly related to LMX. Thus no support was found for LMX as a mediator of the relationship between distributive justice and social loafing.


Journal of Applied Psychology | 2010

Differentiated leader-member exchanges: the buffering role of justice climate.

Berrin Erdogan; Talya N. Bauer

The leader-member exchange (LMX) literature has established that leaders differentiate among their followers. Yet little is known about the effects of LMX differentiation (within-group variation in LMX quality). In this study, we contend that the effects of LMX differentiation on the employee outcomes of work attitudes, coworker relations, and employee withdrawal behaviors will be contingent upon the level of procedural and distributive justice climate. Data from 276 employees working in 25 stores of a retail chain in Turkey supported our hypotheses such that LMX differentiation was related to more negative work attitudes and coworker relations, and higher levels of withdrawal behaviors only when justice climate was low.


Journal of Applied Psychology | 2009

Perceived overqualification and its outcomes: The moderating role of empowerment.

Berrin Erdogan; Talya N. Bauer

Research shows that perceived overqualification is related to lower job attitudes and greater withdrawal behaviors but to higher supervisor ratings of performance. Drawing upon relative deprivation theory, the authors proposed and tested empowerment as a moderator of the relationship between perceived overqualification and job satisfaction, intentions to remain, voluntary turnover, and objective sales performance to examine if negative outcomes could be lessened while stimulating even higher performance. Hierarchical linear modeling results from a sample of 244 sales associates working in 25 stores of a Turkish retail chain show that empowerment ameliorated the negative effects of perceived overqualification on job satisfaction, intentions to remain, and voluntary turnover. Empowerment did not affect the positive relationship between perceived overqualification and objective sales performance.


The Journal of Applied Behavioral Science | 2001

Procedural Justice as a Two-Dimensional Construct An Examination in the Performance Appraisal Context

Berrin Erdogan; Maria L. Kraimer; Robert C. Liden

Procedural justice is generally thought of as a unidimensional construct. In this article, it is argued that in the performance appraisal context procedural justice can be conceptualized as two-dimensional: system procedural justice and rater procedural justice. Regression results from a study of one organization in Turkey support this distinction. Due process characteristics and employee characteristics were differentially related to two dimensions of procedural justice. Specifically, perceived validity of performance criteria, knowledge of performance criteria, and organizational level of employees were related to system procedural justice, whereas perceived performance feedback and fair hearing were each positively related to rater procedural justice.


Journal of Management | 2006

Selection in the Information Age: The Impact of Privacy Concerns and Computer Experience on Applicant Reactions

Talya N. Bauer; Donald M. Truxillo; Jennifer S. Tucker; Vaunne Ma Weathers; Marilena Bertolino; Berrin Erdogan; Michael A. Campion

The authors examined the influence of personal information privacy concerns and computer experience on applicants’ reactions to online screening procedures. Study 1 used a student sample simulating application for a fictitious management intern job with a state personnel agency (N = 117) and employed a longitudinal, laboratory-based design. Study 2 employed a field sample of actual applicants (N = 396) applying for jobs online. As predicted, procedural justice mediated the relationship between personal information privacy concerns and test-taking motivation, organizational attraction, and organizational intentions in the laboratory and field. Experience with computers moderated the relationship between procedural justice with test-taking motivation and organizational intentions in the field but not in the laboratory sample. Implications are discussed in terms of the importance of considering applicants’ personal information privacy concerns and testing experience when designing online recruitment and selection systems.


Journal of Management | 2015

Navigating Uncharted Waters Newcomer Socialization Through the Lens of Stress Theory

Allison M. Ellis; Talya N. Bauer; Layla R. Mansfield; Berrin Erdogan; Donald M. Truxillo; Lauren S. Simon

Although the stress and socialization literatures have flourished over the past several decades, they have done so largely independently, and our understanding of the cost of stress to organizations in the form of newcomer turnover, lowered adjustment, and the health and well-being of newcomers is largely unknown. This review takes an explicitly newcomer-centric perspective toward the socialization process by examining newcomer experiences through the lens of popular models of work stress, including the job demands-resources model, the transactional theory of stress, and the challenge-hindrance stressor framework. In doing so, we identify individual and work-related factors that contribute to the experience of stress for newcomers and point to ways in which organizational and employee-driven inputs can assist in building and acquiring important resources needed to cope with the demands faced in a new work role. In addition, we offer a framework that incorporates individual experiences and behaviors as they relate to newcomer stress in the context of socialization. This framework delineates the newcomer stress appraisal process and describes the impact these appraisals have on the experience of stress or engagement for new employees as well as the behaviors that can be expected in reaction to those states. Through this process, our review highlights natural points for integration between stress and socialization research and identifies potential areas for future investigation that leverage understanding of work stress to expand socialization theory and practice.


Group & Organization Management | 2014

Organizational Socialization Tactics and Newcomer Adjustment The Moderating Role of Perceived Organizational Support

Serge Perrot; Talya N. Bauer; David Abonneau; Eric Campoy; Berrin Erdogan; Robert C. Liden

Understanding and facilitating new hires’ adjustment are critical to maximizing the effectiveness of recruitment and selection. The aim of the current study is to examine how organizational socialization tactics interact with perceived organizational support (POS) to influence socialization outcomes above and beyond proactive personality. Our sample consisted of 103 blue-collar apprentices from a well-established apprenticeship program that began in the Middle Ages in France. Using a time-lagged design, we surveyed apprentices in their first months of employment, while they were learning their trade (carpentry, roofing, and stone cutting). We found that POS significantly moderated the relationship between socialization tactics and three important socialization outcomes (learning the job, learning work-group norms, and role innovation), such that there was a positive relationship under low POS and a non-significant relationship under high POS. Unexpectedly, POS was negatively related to role innovation. Implications for the organizational socialization literature are discussed.

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Talya N. Bauer

Portland State University

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Robert C. Liden

University of Illinois at Chicago

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Allison M. Ellis

California Polytechnic State University

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Sandy J. Wayne

University of Illinois at Chicago

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Smriti Anand

Illinois Institute of Technology

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