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  • 用時(shí):25ms
    • 簡介:PROCEDIASOCIALANDBEHAVIORALSCIENCES19520151348–1354AVAILABLEONLINEATWWWSCIENCEDIRECTCOM18770428?2015THEAUTHORSPUBLISHEDBYELSEVIERLTDTHISISANOPENACCESSARTICLEUNDERTHECCBYNCNDLICENSEHTTP//CREATIVECOMMONSORG/LICENSES/BYNCND/40/PEERREVIEWUNDERRESPONSIBILITYOFISTANBULUNIVERISTYDOI101016/JSBSPRO201506321SCIENCEDIRECTWORLDCONFERENCEONTECHNOLOGY,INNOVATIONANDENTREPRENEURSHIPANALYSISOFINNOVATIONBASEDHUMANRESOURCESFORSUSTAINABLEDEVELOPMENT?????????????AANDFUNDAGEN?LERBAATILIMUNIVERSITY,ANKARA,TURKEYBCELALBAYARUNIVERSITY,MANISATURKEYABSTRACTTHESPREADOFINNOVATIONBASEDHUMANRESOURCESWILLACCELERATEBYTHEEMERGENCEOFNEWBUSINESSAREAS,KNOWLEDGE,SKILLS,ANDEXPANSIONOFHIGHVALUEADDEDPRODUCTIONARESEARCH,ANALYZINGASURVEYOFTHEWORLDSLARGEST500COMPANIESINDICATESTHAT80OFTHEVALUEOFACOMPANYWASTOCREATETANGIBLEASSETS40YEARSAGOWHEREAS,TODAY,LARGECOMPANIESCONSTITUTE80OFTHEIRVALUESTOPROPERTYRIGHTSANDHIGHQUALITYOFHUMANRESOURCESTHEANALYSISMADEBYTHEOECDFORCOUNTRIESSUCHASUSA,FRANCE,DENMARK,GERMANYANDOTHEROECDMEMBERSINDICATESTHATARELATIONSHIPHASBEENFOUNDBETWEENHUMANRESOURCESTHATHASGROWNINTHEFIELDOFSCIENCETECHNOLOGYANDTHEDEVELOPMENTINTECHNOLOGYANDINNOVATIONONTHEOTHERHAND,TECHNICALINNOVATIONHASBEENEMPHASIZEDASANIMPORTANTFACTORINHUMANRESOURCESMANAGEMENTTHENUMBEROFSTUDIESCONDUCTEDINTHESUBJECTSOFTECHNOLOGICALANDOVERALLINNOVATION,HUMANRESOURCESMANAGEMENTANDENTREPRENEURSHIPHASINCREASEDINRECENTYEARSINTHISSTUDY,INNOVATIONBASEDHUMANRESOURCESANALYSISEMPLOYEDBYWESTERNANDFAREASTASIANCOUNTRIESWILLBEANALYSEDTHROUGHCONTENTANALYSISANDTHESUBJECTWILLBEEVALUATEDINTERMSOFTURKEYINTHISSTUDY,THELINEARRELATIONSHIPBETWEENSUSTAINABLEDEVELOPMENTANDINNOVATIONBASEDHUMANRESOURCESWILLBEINVESTIGATEDTHROUGHMULTIPLEANALYSISMETHODS,INNOVATIONBASEDHUMANRESOURCESANALYSISWILLBEHANDLEDESPECIALLYINDEVELOPINGCOUNTRIESTRAININGOFHUMANRESOURCESINTHISCONTEXTWILLBEANIMPORTANTOPPORTUNITYFORFUTUREASINTHEEXAMPLEOFJAPANANDSOUTHKOREATHISRESEARCHREPRESENTSASIGNIFICANTANALYSISOFDATACAREFULLYSTUDIEDTHROUGHOECDANDOTHERINTERNATIONALRESOURCES?2015THEAUTHORSPUBLISHEDBYELSEVIERLTDPEERREVIEWUNDERRESPONSIBILITYOFISTANBULUNIVERSITYKEYWORDSSUSTAINABLEDEVELOPMENT,EDUCATION,EDUCATIONALINVESTMENT,HUMANRESOURCES,INNOVATIONCORRESPONDINGAUTHORTEL903125868227EMAILADDRESSISMAILBIRCANATILIMEDUTR?2015THEAUTHORSPUBLISHEDBYELSEVIERLTDTHISISANOPENACCESSARTICLEUNDERTHECCBYNCNDLICENSEHTTP//CREATIVECOMMONSORG/LICENSES/BYNCND/40/PEERREVIEWUNDERRESPONSIBILITYOFISTANBULUNIVERISTY1350?SMAILBIRCANANDFUNDAGEN?LER/PROCEDIASOCIALANDBEHAVIORALSCIENCES19520151348–13542HUMANRESOURCESANDSUSTAINABLEDEVELOPMENTRELATIONUPONACCELERATIONOFTECHNOLOGICALDEVELOPMENT,SUSTAINABLEDEVELOPMENTANDSUSTAINABILITY,BECOMESMORESIGNIFICANTINDEVELOPEDANDDEVELOPINGCOUNTRIESTODAYFORMOREEFFICIENTUSEOFNATURALSOURCESSOASTOENABLEUSEBYNEXTGENERATIONSSUSTAINABLEDEVELOPMENTISTHEPROCESSOFESTABLISHINGBALANCEBETWEENHUMANRESOURCESANDNATUREINAWAYANDSETTINGABETTERLIFESTYLEFORNEXTGENERATIONSWITHOUTDAMAGINGNATURALRESOURCESITISTHEPLANNINGOFLIFEINFUTUREANDSUSTAINABLEDEVELOPMENTITISTHEHUMANRESOURCES,THEFUNDAMENTALFACTOROFPRODUCTIONTHATWILLPROVIDESUCHSUSTAINABILITYBECAUSESUSTAINABLEDEVELOPMENTISPOSSIBLEWITHTHEUSEANDMANAGEMENTOFHUMANRESOURCESNOTONLYINASPECTOFSOCIOECONOMICBUTALSOINECOLOGICAL,LOCALANDCULTURALDIMENSIONSQUALITYOFLIFEISASSOCIATEDWITHTHEQUALITYOFTHOSEVARIABLESREVEALINGOFISSUESOFFASTCAPITALISTGROWTHCAUSINGECOLOGICUNBALANCINGPOSTWORLDWARIIHASALSOSTARTEDQUESTIONINGOFRELATIONSBETWEENDEVELOPMENTANDENVIRONMENT?????????????????????????SUSTAINABLEDEVELOPMENTDEFINEDAS“IMPROVEMENTOFTHEQUALITYOFHUMANLIFEWHILELIVINGWITHINTHECARRYINGCAPACITYOFSUPPORTINGECOSYSTEMS“”UNDERTHEREPORTISSUEDBYUNEPANDWWFWILLBECONDUCTEDBYHUMANRESOURCESMINISTRYOFDEVELOPMENT2012P6ASTHEMOSTIMPORTANTCOMPONENTOFDEVELOPMENTANDFUNDAMENTALPRODUCTIONFACTORISHUMANRESOURCES3INNOVATIONBASEDHUMANRESOURCESTHEEUROPEANUNIONHASPUTINTOPRACTICE“INNOVATIONUNION”IN2010WITHINTHEFRAMEWORKOFINFORMATIONBASEDCOMPETITIVEECONOMYPOLICYIN2020SWITHTHISUNION,THEEUHASENVISAGEDTHATTHEEUPUBLICRESOURCESWILLACTIVATEINNOVATIONPOTENTIALOFPRIVATESECTOR?ZGEN?,2011AREPORTISSUEDBYTHEEUIN2010EMPHASIZESTHATRCOMPETITIVEINDUSTRIESANDINNOVATIONFORBETTERSOCIETY“AFUNDOF80MILLIONEUROSWASESTIMATEDFORTHEPROGRAMTHE15THINNOVATIONCONVENTIONWILLBEHELDINUNIVERSITYOFGENEVAITALYINSEPTEMBER2015“AMERICANINNOVATIONSTRATEGY”WASPUTINTOACTIONBYBARACKOBAMAIN2009THESTRATEGYEMPHASIZESTHATTHEREQUIREDINNOVATIONINFRASTRUCTUREOFTHECOUNTRYSHOULDBEREINFORCEDBUTEXTREMEINTERFERENCEINTOINNOVATIONSHOULDBEAVOIDEDAREPORTADOZENECONOMICFACTSABOUTINNOVATIONISSUEDBYBROOKINGSINSTITUTESTATESTHATINNOVATIONDRIVESECONOMICGROWTH,RAISESWAGES,IMPROVESLIFEEXPECTANCYANDMAKESTECHNOLOGYAFFORDABLE?ZGEN?,2011CAPITALTHESTUDYONSTRATEGICVISIONSOFCEOSINSPAINANDEFFECTOFTHOSEMAKINGTEAMWORKINCOMPANYONINNOVATIONPLANNINGHAVEREVEALEDTHEFOLLOWINGRESULTS97SPANISHCOMPANIESPARTICIPATEDINTHESTUDYANDTHEVISIONSOFTHEIRCEOSDONOTHAVEEFFECTONINNOVATIONPERFORMANCEOFTHECOMPANIESHOWEVER,INNOVATIONISAFFIRMATIVELYAFFECTEDINCASEOFPROJECTTEAMSANDMOTIVATIONBYTOPMANAGEMENTORDAG,FERNANDEZETALASTUDYCONDUCTEDINCHINASUGGESTSTHATSUCCESS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      下載積分: 10 賞幣
      上傳時(shí)間:2024-03-13
      頁數(shù): 7
      14人已閱讀
      ( 4 星級(jí))
    • 簡介:字?jǐn)?shù)英文字?jǐn)?shù)英文21372137單詞,單詞,1198611986字符;中文字符;中文36593659漢字漢字出處出處TABUBAKAR,AAABUBAKAR,AANURAPROBINGNURAPROBINGTHETHEEFFECTSEFFECTSOFOFCAREERCAREERPLANNINGPLANNINGANDANDREWARDREWARDONONEMPLOYEEEMPLOYEEPERFORMANCEPERFORMANCEANDANDRETENTIONRETENTIONANANEMPIRICALEMPIRICALEXAMINATIONJASIANEXAMINATIONJASIANJOURNALJOURNALOFOFMULTIDISCIPLINARYMULTIDISCIPLINARYSTUDIES2017,5318STUDIES2017,5318外文文獻(xiàn)外文文獻(xiàn)PROBINGTHEEFFECTSOFCAREERPLANNINGANDREWARDONEMPLOYEEPERFORMANCEANDRETENTIONANEMPIRICALEXAMINATIONABSTRACTTHEGOALOFTHISPAPERISTODETERMINEWHETHERCAREERPLANNINGANDREWARDAREINANYWAYRELATEDTOEMPLOYEEPERFORMANCEITALSOEXAMINESWHETHERCAREERPLANNINGANDREWARDRELATETOEMPLOYEERETENTIONASAMPLEOF300WORKERSOFTHEMINISTRYOFEDUCATIONSOKOTOINNIGERIAWASPURPOSIVELYSELECTEDITISASSUMEDTHATSUPPORTINGTHECAREERPLANSOFWORKERSINTHESAIDMINISTRYDESERVESANIMMEDIATEATTENTIONBECAUSETHEIRINITIATIVECOULDUSHERINTHENEEDEDCHANGEINSALVAGINGTHEEDUCATIONSYSTEMFROMBECOMINGTHESHADOWOFITSFORMERSELFINTHEEND,THERESULTSINDICATETHATTWOOUTOFTHETHREESPECULATEDRELATIONSHIPSAREESTABLISHEDASBEENSIGNIFICANTLYCORRELATEDANDONEAPPEAREDINSIGNIFICANTTHUS,MANAGERSANDADMINISTRATORSINPUBLICORGANIZATIONSAREENCOURAGETOENSUREGOODCAREERPLANNINGANDADEQUATEREWARDINORDERTOPROMOTEHIGHEMPLOYEEPERFORMANCEANDRETENTIONKEYWORDSCAREERPLANNING,REWARD,EMPLOYEEPERFORMANCE,EMPLOYEERETENTION1BACKGROUNDEVENTHOUGHTHECONCEPTOFCAREERPLANNINGHASBECOMEASCORCHINGTOPICOFREMAININGSTAKEHOLDERSIEHEADOFDEPARTMENTTHUS,VIGILANTANDMINDFULPREPARATIONRESTSWHOLLYWITHTHEINDIVIDUALEMPLOYEENURAKAYE,2005NOWONDER,PURCELL2006ALSOPOINTEDOUTTHATPREVIOUSRESEARCHESHAVECONTINUOUSLYESTABLISHEDLINKSBETWEENCAREERPLANNINGANDEMPLOYEEPERFORMANCEWHENEMPLOYEESAREINTHEHEARTOFACAREERSHIFT,THEYREPEATEDLYMIRRORONTHEINNOVATIONANDBECOMEMORESKILLEDANDCOMMITTEDDUETOTHEFACTTHATTHEYHAVETHENEEDEDSUPPORTTOUSHERINPOSITIVECHANGESTOTHEIRRESPECTIVEDUTIESNURAANDOSMAN2013POINTEDOUTTHATWITHASOUNDCAREERPLANEMPLOYEESBECOMEVERY
      下載積分: 10 賞幣
      上傳時(shí)間:2024-03-15
      頁數(shù): 13
      13人已閱讀
      ( 4 星級(jí))
    • 簡介:字?jǐn)?shù)英文字?jǐn)?shù)英文32653265單詞,單詞,1923119231字符;中文字符;中文54505450漢字漢字出處出處IKIKSUHERSUHER,CSCSBIRBIR,EENGINENGIN,BEBEAKGOZEMPLOYEEAKGOZEMPLOYEESATISFACTIONSATISFACTIONCOMMUNICATIONCOMMUNICATIONCOMPETENCECOMPETENCEANDANDLEADERSHIPLEADERSHIPORIENTEDORIENTEDAPPROACHJAPPROACHJINTERNATIONALINTERNATIONALJOURNALJOURNALOFOFINNOVATIVEINNOVATIVERESEARCHRESEARCHANDANDDEVELOPMENTDEVELOPMENT2016,551942022016,55194202外文文獻(xiàn)外文文獻(xiàn)EMPLOYEESATISFACTIONCOMMUNICATIONCOMPETENCEANDLEADERSHIPORIENTEDAPPROACHABSTRACTTHISRESEARCHEXPLORESWHETHERORNOTRELATIONSHIPSBETWEENSUPERVISORCOMMUNICATORCOMPETENCES,LEADERSHIPSTYLETASKORIENTEDVSRELATIONORIENTEDANDEMPLOYEEJOBANDCOMMUNICATIONSATISFACTIONEXISTPARTICIPANTSARE126GRADUATESTUDENTSWHOWORKSFOR52MALESAND74FEMALEAVARIETYOFORGANIZATIONSINTURKEYTHEFINDINGSSIGNIFYTHATTHEREISINCONTROVERTIBLYPOSITIVEANDSTRONGRELATIONSHIPBETWEENSUPERVISORCOMMUNICATIONCOMPETENCEANDEMPLOYEECOMMUNICATIONSATISFACTIONINASIMILARWAY,RELATIONALLEADERSHIPSTYLEHASSTRONGEFFECTONEMPLOYEECOMMUNICATIONSATISFACTIONONTHEOTHERHAND,THERESULTSINDICATETHATWEAKRELATIONSHIPBETWEENTASKORIENTEDLEADERSHIPSTYLEANDJOBANDCOMMUNICATIONSATISFACTIONACCORDINGTHERESULTSCOMMUNICATORCOMPETENCEISTHESTRONGESTSIGNIFICANTSTANDARDIZEDREGRESSIONCOEFFICIENTWITHTHEJOBANDCOMMUNICATIONSATISFACTIONKEYWORDSEMPLOYEECOMMUNICATION,COMMUNICATIONCOMPETENCE,LEADERSHIPSTYLE1INTRODUCTIONINBEINGACOMPETENTCOMMUNICATORLIGHT1989CONSIDEREDFUNDAMENTALCONSTRUCTSOFCOMMUNICATIONCOMPETENCEASFUNCTIONALITYOFCOMMUNICATIONSUFFICIENCYOFCOMMUNICATION,KNOWLEDGE,JUDGMENTANDSKILLSPITZBERG1983BELIEVEDTHATCOMMUNICATIONCOMPETENCEINVOLVEDKNOWLEDGE,MOTIVATIONANDSKILLASASYSTEMTHATRELATESANDCONNECTSTOONEANOTHERINORDERTOBEMUTUALLYBENEFICENTTOONEANOTHERINARELATIONSHIP,COMMUNICATIONCOMPETENCEISANECESSARYTOOLWHICHCONSISTSOFCOGNITIVE,ATTITUDINAL,EMOTIONALANDBEHAVIORALKNOWLEDGEBIKEGUCHI,2014INORDERTOREACHPERSONAL,EDUCATIONAL,VOCATIONALANDSOCIALGOALS,COMMUNICATIONCOMPETENCEISAKEYQUALITYTHATANINDIVIDUALNEEDINORDERTOATTAINSUCCESSINLIFELIGHTANDMCNUGHTON,2014122LEADERSHIPYUKLDEFINEDLEADERSHIPAS“THEPROCESSOFINFLUENCINGOTHERSTOUNDERSTANDANDAGREEABOUTWHATNEEDSTOBEDONEANDHOWTODOIT,ANDTHEPROCESSOFFACILITATINGINDIVIDUALANDCOLLECTIVEEFFORTSTOACCOMPLISHSHAREDOBJECTIVES”20168LEADERSHIPISNOTJUSTATRAIT,ITISRECOGNIZEDASAPROCESSWHICHINDIVIDUALSINFLUENCEPEOPLEINORDERTOREACHCERTAINGOALSANDOBJECTIVESASAUNITSHARMAI,JAIN,2013BRYMAN1992CONSIDEREDLEADERSHIPASTHEABILITYTODIRECTPEOPLETOWARDSCERTAINGOALSFORANORGANIZATIONINLITERATURE,LEADERSHIPISCONSIDEREDTOBEDIVIDEDINTOTWOSEPARATEFUNCTIONSTASKORIENTEDLEADERSHIPANDRELATIONORIENTEDLEADERSHIPTABERNER,CHAMBEL,ARANA,2009TASKORIENTEDLEADERSHIPFOCUSESONORGANIZING,PLANNINGANDCOORDINATINGTHENECESSARYJOBSNEEDEDOFTHETEAMORINDIVIDUALEMPLOYEESWHEREASRELATIONORIENTEDLEADERSHIPFOCUSESONTHEMOTIVATIONANDBEHAVIORSOFTHEPEOPLETHEMSELVESINRELATIONORIENTEDLEADERSHIP,THELEADERWORKSTOINSPIRETHOSEAROUNDHIMINORDERTOACHIEVETHEORGANIZATION’SSUCCESSTHEEFFECTIVENESSOFLEADERSUBORDINATERELATIONSHIPAFFECTSMANYORGANIZATIONOUTCOMESDUETOGROUPSATISFACTIONANDERSON,MADLOCKHOFFMAN,2006LEADERSHIPPLAYSAGREATROLLINEFFECTINGEMPLOYEESATISFACTIONCASTANEDANAHAVAND,1991
      下載積分: 10 賞幣
      上傳時(shí)間:2024-03-12
      頁數(shù): 24
      11人已閱讀
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    • 簡介:字?jǐn)?shù)英文字?jǐn)?shù)英文28722872單詞,單詞,1466814668字符;中文字符;中文46444644漢字漢字出處出處DEACONUDEACONUA,A,RASCARASCAL,L,CELARELCELARELCGGTHETHETURNOVERTURNOVERRATERATEOFOFYOUNGYOUNGEMPLOYEESEMPLOYEES–ACHALLENGECHALLENGEFORFORHRMCHRMCPROCEEDINGSPROCEEDINGSOFOFTHETHEINTERNATIONALINTERNATIONALMANAGEMENTMANAGEMENTCONFERENCECONFERENCE2016,1013163232016,101316323外文文獻(xiàn)外文文獻(xiàn)THETURNOVERRATEOFYOUNGEMPLOYEES–ACHALLENGEFORHRMABSTRACTTHEOBJECTIVEOFTHISRESEARCHISTOANALYZEEMPLOYEES’DECISIONSANDMOTIVATIONSWHENTHEYDECIDETOJOIN/STAYORLEAVEANORGANIZATIONTHERESULTSOFTHISPAPERWEREOBTAINEDTHROUGHAQUANTITATIVERESEARCHBASEDONAQUESTIONNAIREAPPLIEDTOROMANIANYOUNGEMPLOYEESTHEYCOMETOHELPMANAGERSTORECONSIDERANDUNDERSTANDTHENEWHUMANRESOURCESSTRATEGIESINORDERTOBEABLETOFIGHTAGAINSTTHENEGATIVEEFFECTSOFTHETURNOVERRATEOFYOUNGEMPLOYEESANDTOGUIDETHESPECIALISTSWHOAREWORKINGINTHECAREERMANAGEMENTFIELDKEYWORDSCAREER,HUMANRESOURCESMANAGEMENT,WORKLIFEBALANCE,TURNOVERRATE1INTRODUCTIONTHETHEORYANDTHEPRACTICESOFTHEMANAGEMENTINTHEHUMANRESOURCESFIELDHADTRADITIONALLYSUSTAINEDTHECONSTRUCTIONOFADURABLERELATIONSHIPBETWEENEMPLOYEEANDEMPLOYERCOMPANIES’REASONFORTHISSUPPORTISNOTDIFFICULTTOUNDERSTANDTHEEFFORTTOFINDANDATTRACTTALENTSISHUGE,THEINVESTMENTINTRAININGSANDDEVELOPMENTOFTHEEMPLOYEESISTHESAMEANDTHEINSERTIONOFANEMPLOYEEREQUESTSTIMEANDEFFORTFROMTHEEMPLOYERSNOTSOLONGAGO,MANAGERIALEXPECTATIONSHARMONIZEDWITHEMPLOYEES’MOTIVATIONSTHEYWERENOTLIMITEDTOACONTRACTUALOBLIGATIONBUTTHEYWEREPOWERFULLYINVOLVEDINTHEACTIVITYOFTHEORGANIZATIONANDDIDCAREERPLANSAIMINGSUCCESSIVEPOSITIONSINTHESAMECOMPANYNOWADAYS,IFWELOOKCAREFULLYTOWHATISHAPPENINGONTHEROMANIANLABORMARKETWEWILLSEETHATALOTOFEMPLOYEESREACTPROCESS,INFLUENCINGHISENTIREDEVELOPMENTANDTHECAREEREXPLORATIONISCONSIDEREDTOBEANESSENTIALCOMPONENTOFTHEDEVELOPMENTPROCESSOFTHEVOCATIONALIDENTITYCUDDAPAH,JENNIFER,2015WHENWEARETALKINGABOUTCAREERITISNECESSARYTOTAKEINTOACCOUNTTHEINDIVIDUALINTERESTFORITSOWNDEVELOPMENT,THEORGANIZATIONINWHICHHEOPERATES,THECONTEXTSOFINTERFERENCEBETWEENTHETWOAREAS,THEQUALITYOFSPECIFICLEGISLATIONANDTHEMANNEROFITSAPPLICATIONACTUALLY,THECAREERISDEFINEDASASEQUENCEOFACTIVITIESANDPROFESSIONALPOSITIONSTHATCANBEACCESSEDBYSOMEONE,TOGETHERWITHATTITUDES,KNOWLEDGEANDASSOCIATEDCOMPONENTSDEVELOPEDWITHTIMEJAENSCH,VANESSA,2015IDEALLY,CAREER,PROFESSIONALLIFEINGENERALREQUIRESATISFACTION,LACKOFCONFLICTSANDOPTIMALFUNCTIONINGOFAPERSONATWORKTHISISWHYTHISCONCEPTISAPOINTOFINTERESTFORMANYRESEARCHESANDSTUDIESOSSENKOP,CAROLIN,2015THECAREERBEGINSEARLY,ITTAKESMANYYEARSANDEACHSTAGEHASITSSPECIFICITYINTHISCONTEXT,WENEEDTONOTETHATTHECAREERCONCERNSTARTSINADOLESCENCEITISPERHAPSONEOFTHEMOSTIMPORTANTPERIODSOFTHECAREERBECAUSEITISTHENTHATBEGINSTHEVOCATIONALEDUCATION,ESSENTIALFORTHEENTIREPROFESSIONALPATHLEE,BORA,2015ITISALSOINTHEADOLESCENCETHATKEYSKILLSTHATDESERVETOBEDEVELOPEDAREEXPLOREDANDDISCOVEREDPONS,DIRK,2015DURINGOURRESEARCH,SOMERECENTSCIENTIFICARTICLESHAVEDRAWNOURATTENTIONTHEYCLAIMTHATCAREERCANBEDONE“INWIDTH”AND“INDEPTH”,EACHONEPRODUCINGDIFFERENTEFFECTSONTHEPROFESSIONALDEVELOPMENTLEE,BORA,2015REGARDINGTHEEXPLORATION“INWIDTH”,ITINVOLVESRESEARCHINGAWIDERANGEOFEXPERIENCESWITHOUTSPECIFICOBJECTIVES,WHILETHESECONDWAYOFEXPLORATION,“INDEPTH”,ISGOALORIENTED“INWIDTH”EXPLORATIONOFFERSAGREATFLEXIBILITYINCAREERCHOICESBUTALSOFOSTERSALACKOFPLANNINGONTHEOTHERHAND,“INDEPTH”EXPLORATIONISASSOCIATEDWITHAGOODKNOWLEDGEOFCAREERBASEDOBJECTIVESBUTITFACESBARRIERSWHENCHANGESOCCURINTHECAREERINOTHERWORDS,WECANSEETHATTHETWOTYPESOFEXPLORATIONHAVEBOTHADVANTAGESANDDISADVANTAGESWEALSOUNDERLINETHEDISCUSSIONABOUTWORKLIFEBALANCEMANYRESEARCHERSSUPPORTTHEEFFORTSOFTHEEMPLOYEESTOSPLITTHETIMEAND
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    • 簡介:WWWIJIRDCOMAPRIL,2016VOL5ISSUE5INTERNATIONALJOURNALOFINNOVATIVERESEARCHSUFFICIENCYOFCOMMUNICATION,KNOWLEDGE,JUDGMENTISSN2278–0211ONLINEDRIDILKSUHERASSOCIATEPROFESSORPROGRAMCOORDINATOR,FACULTYOFCOMMUNICATION,HOD,DEPARTMENTOFPUBLICRELATIONS,BAHCESEHIRUNIVERSITY,TURKEYDRCISILSOHODOLBIRASSOCIATEPROFESSOR,DEPARTMENTOFPUBLICRELATIONS,BAHCESEHIRUNIVERSITY,TURKEYDRELIFENGINASSISTANTPROFESSOR,DEPARTMENTOFPUBLICRELATIONS,BAHCESEHIRUNIVERSITY,TURKEYDRBURCUEKERAKGOZINSTRUCTOR,DEPARTMENTOFPUBLICRELATIONS,BAHCESEHIRUNIVERSITY,TURKEYABSTRACTTHISRESEARCHEXPLORESWHETHERORNOTRELATIONSHIPSBETWEENSUPERVISORCOMMUNICATORCOMPETENCES,LEADERSHIPSTYLETASKORIENTEDVSRELATIONORIENTEDANDEMPLOYEEJOBANDCOMMUNICATIONSATISFACTIONEXISTPARTICIPANTSARE126GRADUATESTUDENTSWHOWORKSFOR52MALESAND74FEMALEAVARIETYOFORGANIZATIONSINTURKEYTHEFINDINGSSIGNIFYTHATTHEREISINCONTROVERTIBLYPOSITIVEANDSTRONGRELATIONSHIPBETWEENSUPERVISORCOMMUNICATIONCOMPETENCEANDEMPLOYEECOMMUNICATIONSATISFACTIONINASIMILARWAY,RELATIONALLEADERSHIPSTYLEHASSTRONGEFFECTONEMPLOYEECOMMUNICATIONSATISFACTIONONTHEOTHERHAND,THERESULTSINDICATETHATWEAKRELATIONSHIPBETWEENTASKORIENTEDLEADERSHIPSTYLEANDJOBANDCOMMUNICATIONSATISFACTIONACCORDINGTHERESULTSCOMMUNICATORCOMPETENCEISTHESTRONGESTSIGNIFICANTSTANDARDIZEDREGRESSIONCOEFFICIENTWITHTHEJOBANDCOMMUNICATIONSATISFACTIONKEYWORDSEMPLOYEECOMMUNICATION,COMMUNICATIONCOMPETENCE,LEADERSHIPSTYLEWWWIJIRDCOMAPRIL,2016VOL5ISSUE5INTERNATIONALJOURNALOFINNOVATIVERESEARCHDEVELOPMENTPAGE196COMMUNICATORCOMPETENCESCALEDWASDEVELOPEDBYMONGEETAL19829WHICHIS12ITEMCOMMUNICATORCOMPETENCEQUESTIONNAIREJOBSATISFACTIONWASMEASUREDBYTHE8ITEMABRIDGEDJOBINGENERALAJIGSCALERUSSELLETAL,2004COMMUNICATIONSATISFACTIONWASMEASUREDBYTHE19ITEMINTERPERSONALCOMMUNICATIONSATISFACTIONINVENTORYICSIDEVELOPEDBYHECHT1978LEADERSHIPSTYLEWASMEASUREDBYTHE20ITEMLEADERSHIPSTYLEQUESTIONNAIREDEVELOPEDBYNORTHOUSE2001THEINSTRUMENTMEASURESTHETASKANDRELATIONALLEADERSHIPSTYLESMUDLOCK2008USEDPEARSONCORRELATIONSANDMULTIPLEREGRESSIONANALYSESTOSHOWRELATIONSHIPBETWEENPREDICTORANDCRITERIONVARIABLESINTHECURRENTRESEARCHWEFOLLOWEDHISWAYTOTESTHYPOTHESESANDTOANSWERTWODIFFERENTRESEARCHQUESTIONS31HYPOTHESESANDRESEARCHQUESTIONSHYPOTHESISTHECURRENTRESEARCHHASTHESAMEHYPOTHESESANDRESEARCHQUESTIONINMUDLOCK’S2008ARTICLETHESEARE?H1THEREISASIGNIFICANTANDPOSITIVERELATIONSHIPBETWEENSUPERVISORCOMMUNICATIONCOMPETENCEANDEMPLOYEEJOBANDCOMMUNICATIONSATISFACTION?H2THEREISASIGNIFICANTANDPOSITIVERELATIONSHIPBETWEENSUPERVISORRELATIONALLEADERSHIPSTYLEANDEMPLOYEEJOBANDCOMMUNICATIONSATISFACTIONHYPOTHESIS?H3THEREISASIGNIFICANTANDPOSITIVERELATIONSHIPBETWEENASUPERVISOR’STASKLEADERSHIPSTYLEANDEMPLOYEEJOBANDCOMMUNICATIONSATISFACTIONHYPOTHESIS?H4THEREISASIGNIFICANTANDPOSITIVERELATIONSHIPBETWEENASUPERVISOR’STASKANDRELATIONALLEADERSHIPSTYLEANDCOMMUNICATIONCOMPETENCE→RQ1WHICHBEHAVIORDISPLAYEDBYASUPERVISORTASKLEADERSHIP,RELATIONALLEADERSHIP,ORCOMMUNICATORCOMPETENCEWILLSERVEASAGREATERPREDICTOROFEMPLOYEECOMMUNICATIONSATISFACTION→RQ2WHICHBEHAVIORDISPLAYEDBYASUPERVISORTASKLEADERSHIP,RELATIONALLEADERSHIP,ORCOMMUNICATORCOMPETENCEWILLSERVEASAGREATERPREDICTOROFEMPLOYEEJOBSATISFACTION4FINDINGSPARTICIPANTSWERE126WORKINGADULTSANDMORETHANHALFWEREFEMALESEETABLE1TABLE3SHOWSORGANIZATIONSWHICHTHEYWORKFOR43PARTICIPANTSWEREWORKINGFORAFEMALESUPERVISORAND79WEREWORKINGFORAMALESUPERVISORSEETABLE2PARTICIPANTSRANGEDINAGEFROM25TO41M3044,SD16,WHEREASSUPERVISORS’AGESRANGEDFROM30TO71M48,70SD127TABLE3CONTAINSINFORMATIONABOUTPARTICIPANT’SORGANIZATIONSTYPESFFEMALE7458,73MALE5241,27TOTAL126100TABLE1SEXOFPARTICIPANTSTABLE2THESEXOFSUPERVISORFHIGHTECH129,52MANUFACTURING32,38SERVICE5342,06EDUCATION1915,08CIVILSERVICE1310,32GOVERNMENT21,59OTHER1814,29NOANSWER64,76TOTAL126100TABLE3ORGANIZATIONSOFPARTICIPANTSTABLE4SHOWSQUESTIONNAIREITEMSANDTHEMEANSCORESOFCOMMUNICATORCOMPETENCECRONBACH’SALPHAFORTHECURRENTSTUDYIS0809ANDTHEDIMENSIONMEANIS313FFEMALE4334,13MALE7962,70NOANSWER43,17TOTAL126100
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    • 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