Browsing by Author "Uygungil-Erdogan, S."

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Identification of Heavy Work Investment Antecedents: a Research on Digital Leadership
(Frontiers Media SA, 2025) Turan-Torun, B.; Oktaysoy, O.; Kobanoglu, M.S.; Topcuoglu, E.; Yenikaya, M.A.; Topcuoglu, V.; Uygungil-Erdogan, S.
Introduction: In today’s world, which is referred to as the era of digital transformation, the expectations from the leader role are changing significantly and digital leadership understanding draws attention as a reflection of these expectations. This study examines the impact of digital leadership on employees’ job performance, job satisfaction and career satisfaction and examines the mediating role of Heavy Work Investment (HWI) in this relationship. Within the framework of the sub-dimensions of HWI such as Time Commitment (TC) and Work Intensity (WI), the study investigates how employees’ investment in their work is shaped and the guiding role of digital leaders in this process. Methods: This study, which aims to determine the mediating role of HWI in the effect of digital leadership on job performance, job satisfaction and career satisfaction of employees, was conducted with 393 employees working in SMEs operating in the IT sector. The data obtained by convenience sampling methods were analyzed with Smart-PLS program. The study was shaped on the axis of structural equation modeling. Results: The findings of the analysis reveal that digital leadership has a significant effect on employees’ job performance, job satisfaction and career satisfaction. In addition, it has been determined that HWI creates different mediation mechanisms in terms of its sub-dimensions TC and WI in the relationship between digital leadership and employees’ job performance, job satisfaction and career satisfaction. Discussion: The research findings reveal that digital leadership has positive effects on employees’ job performance, job satisfaction and career satisfaction and that HWI plays a partial mediating role in this process. It is noteworthy that while WI is found to be a strengthening factor in this relationship, the effect of TC on job satisfaction and career satisfaction is not significant. This suggests that TC may lead to negative consequences such as burnout and stress instead of increasing employees’ motivation and performance. Moreover, practices that increase employee engagement in the digital transformation process appear to play a critical role in maintaining organizational efficiency and employee well-being in the long run. While the findings are in line with the existing literature, they suggest that a deeper understanding of the interaction dynamics between digital leadership and HWI is needed. Copyright © 2025 Turan-Torun, Oktaysoy, Kobanoglu, Topcuoglu, Yenikaya, Topcuoglu and Uygungil-Erdogan.
The Mediating Role of Job Satisfaction in the Effect of Green Transformational Leadership on Intention To Leave the Job
(Frontiers Media SA, 2025) Oktaysoy, O.; Topcuoglu, E.; Ozgen-Cigdemli, A.O.; Kaygin, E.; Kosa, G.; Turan-Torun, B.; Uygungil-Erdogan, S.
Introduction: The literature on leadership has evolved in accordance with changing global expectations over time and the significance of new leadership approaches which are based on environmental sustainability has increased day by day. Green transformational leaders, one of the results of this evolution, are different from other leadership approaches in terms of their role in motivating employees and increasing their environmental awareness by integrating their environmental sensitivities into the organizational culture. Methods: This study, which aims to determine the mediating role of job satisfaction in the effect of green transformational leadership on intention to leave, was conducted with 391 people working in 4 and 5 star hotels in Antalya region. Data obtained by convenience sampling method was examined with Smart-PLS program. The study was shaped on the axis of structural equation modeling. Results: The findings showed that green transformational leadership has a negative effect on intention to leave and job satisfaction plays a mediating role in this relationship. In addition, green transformational leaders were found to increase employees’ job satisfaction, strengthen their commitment to the organization and reduce intention to leave. Discussion: The study shows that green transformational leadership has an effective structure not only in terms of green and environmental concepts but also in terms of organizational behavior. According to the Social Exchange Theory, green transformational leadership is thought to shape the job satisfaction of employees by interacting with them in accordance with moral and organizational norms. Copyright © 2025 Oktaysoy, Topcuoglu, Ozgen-Cigdemli, Kaygin, Kosa, Turan-Torun, Kobanoglu and Uygungil-Erdogan.