Mahmut Arslan

The Work Ethic Values of Protestant British, Catholic Irish and Muslim Turkish Managers

This paper examines the work ethic characteristics of particular practising Protestant, Catholic and Muslim managers in Britain, Ireland and Turkey. Max Weber, argued that Protestant societies had a particular work ethic which was quite distinct from non-Protestant societies. The Protestant work ethics (PWE) thesis of Weber was reviewed. Previous empirical and analytical research results showed that the number of research results which support Weberian ideas were more than those which did not support. Methodological issues were also discussed. Results revealed that there was a considerable difference between Muslim and other groups in terms of PWE characteristics. The Muslim group showed the highest PWE level, while the Protestant group was placed second and the Catholic group third. The Protestant group showed a slightly higher of PWE level than the Catholic group. The possible reasons for the higher level of the PWE values of Muslim managers are discussed in the light of historical, political, social and economic developments in Turkey.

A cross‐cultural comparison of British and Turkish managers in terms of Protestant work ethic characteristics

This paper presents a cross-cultural comparison of Protestant work ethic characteristics of practising Protestant British and practising Muslim Turkish managers using Mirels and Garrett’s Protestant work ethic scale. Max Weber’s Protestant work ethic thesis is used as the conceptual framework in this study. The nature of the Protestant work ethic thesis and its relationship with organisation culture is discussed. Multivariate and univariate analysis of variance were used to analyse the data. The results suggest that there is a significant difference between practising Muslim Turkish managers and practising Protestant British managers: the Turkish group showed relatively higher Protestant work ethic scores than their Protestant counterparts. Possible reasons for the difference between British and Turkish groups are advanced in the light of Turkish economic, social and political developments. It is argued that representative Islamic sources also support the results of this research by pointing to the important role of a work ethic in Islam.

The role of lack of reciprocity, supervisory support, workload and work–family conflict on exhaustion: Evidence from physicians

Abstract Emotional exhaustion, argued to be burnout’s core dimension, can manifest itself as decreased productivity and job dissatisfaction. This study aims to determine how lack of reciprocity, lack of supervisory support, high workload, and work-family conflict affect emotional exhaustion. Data were collected from 295 physicians working at private and public hospitals in Antalya and İstanbul, Turkey. The survey included lack of reciprocity, supervisory support, workload, WFC items, and exhaustion subscale of Maslach Burnout Inventrory: General Survey (MBI:GS). The proposed model was tested using AMOS 17, which enables assessment of hypothesized relations and degree of fit between data and model. Workload and lack reciprocity were found to increase emotional exhaustion, while supervisory support alleviated the exhaustion physicians experienced. As expected, workload increased work-family conflict. Quite unexpectedly, workload was associated with lack of reciprocity; meaning, physicians more likely perceive their efforts go unappreciated and their patient relationships are inequitable (i.e. investing more than receiving) when they perceive a high workload. In addition, supervisory support was also associated with lack of reciprocity. Physicians experiencing inadequate supervisory support tend to describe their patient relationships in negative terms and perceive inequitable relations. Physicians who do not receive either adequate supervisory support or patient appreciation tend to feel emotionally exhausted. Moreover, both workload and work-family conflict increase physicians’ exhaustion. Suggestions to reduce workload and social problems in hospitals are offered to reduce exhaustion.

The impact of IQ and EQ on pre-eminent achievement in organizations: implications for the hiring decisions of HRM specialists

In this study, IQ and EQ determinants of pre-eminent achievement in organizations were explored to help HRM specialists in selecting more appropriate job applicants, having potential for outstanding performance in their career paths. Several EQ elements were proved the most important in the achievement. However, IQ elements still play a very important role in superior performance. Results also exhibit that correlation of IQ and EQ levels of superior performers is significant and strong. In conclusion, HRM specialists have to test both IQ and EQ in the hiring process, to create a high-performing workforce in their organizations.

A cross-cultural comparison of achievement and power orientation as leadership dimensions in three European countries: Britain, Ireland and Turkey

This paper compares attitudes towards achievement and power orientation as between Turkish, British and Irish managers and discusses the issue from a business ethics point of view. The concept of achievement and power orientation and its impacts on business ethics is discussed. This research is part of a larger cross-cultural study that examines leadership styles and managerial attitudes in Britain, Turkey and Ireland. Intensive structured interviews were conducted for data gathering process. Results revealed that Irish and Turkish managers show a higher achievement orientation level than their British counterparts. On one hand this situation may give some advantages to Turkish and Irish managers in developing leadership qualities, on the other hand, it can also lead to some difficulties in ethical business practices. Therefore, corporate social responsibility becomes a more important issue to be pursued in Turkey and Ireland. British and Irish managers, however, showed a higher power orientation level than Turkish managers. The low level of power orientation of Turkish managers can be explained by cultural and historical conditions that still affect modern Turkish society. Previous cross-cultural studies support the results of this paper.

Managerial Control Vs Professional Autonomy: An Empirical Study on Perceptions and Expectations of Physicians at Teaching Hospitals in Turkey

This study investigates the effects of work context on professional job processes in large organizations in general, and the differences of perceptions and expectations of physicians for professional autonomy in different work environments in specific. An empirical study was conducted on “perceptions and expectations of physicians” in terms of their control over diagnosis and treatment process in different teaching hospitals in Turkey. Results exhibit that the difference between expectation and perception on “the control over diagnosis and treatment process”, one of the crucial elements in professional autonomy of physicians, is statistically significant among the surveyed hospitals. The reason of this difference seems to be the managerial practices of each organization. Thus, the study emphasizes the need of assessing the problematic job procedures and of changing them with the most effective ones to create a synergy instead of conflict in the work setting. This synergy in the health care organizations means a balance between managerial control and professional autonomy and a better health service to the patient.