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    Cultural intelligence (CQ) in action: The effects of personality and international assignment on the development of CQ
    (PERGAMON-ELSEVIER SCIENCE LTD, 2014) Sahin, Faruk; Gurbuz, Sait; Koksal, Onur
    We examined (1) the effect of international assignments on the development of cultural intelligence - CQ over time (2) whether crucial personality traits (i.e., extraversion and openness to experience) had a moderating role in the relationship between international assignments and CQ in a longitudinal design. A total sample of 145 military personnel participated in the study at the beginning of the deployment (Time 1) and 121 persons participated at the end of the deployment (Time 2) in a multinational and multicultural military organization. Repeated measures multivariate analysis of covariance showed that the 6-month international assignment did have a statistically significant effect on the development of all four facets of CQ over time. Moreover, moderated multiple regression analyses demonstrated that individuals who are high on extraversion improved their metacognitive CQand behavioral CQ more than did individuals who are low on extraversion. Similarly, individuals who are high on openness to experience improved their motivational CQ more than did individuals who are low on openness to experience. Implications for future research and practice are discussed. (C) 2013 Elsevier Ltd. All rights reserved.
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    Cultural intelligence as a predictor of individuals' adaptive performance: A study in a multicultural environment
    (Sage Publications Ltd, 2014) Sahin, Faruk; Gurbuz, Sait
    As the work environment is changing rapidly, organizations need more adaptable employees who can work creatively, learn new skills and adapt to diverse social contexts and novel environments. Individual differences such as prior experience and self-efficacy have been extensively examined as predictors of adaptive performance. In contrast, the role of cultural intelligence in promoting adaptive performance has been overlooked. The primary goal of this study was to examine cultural intelligence that may account for adaptive performance beyond prior experience and self-efficacy. Moreover, we examined the moderating role of self-efficacy in terms of the relationship between cultural intelligence and adaptive performance. We tested our hypothesis with multisource data in a sample of 132 military personnel assigned in a multinational military organization. Hierarchical regression analysis demonstrated that cultural intelligence, together with self-efficacy and prior experience, was important predictors of adaptive performance. Specifically, cultural intelligence explained additional variance in adaptive performance over and above that of prior experience and self-efficacy. These findings suggested the importance of cultural intelligence as a critical predictor of adaptive performance in multicultural contexts.
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    Happiness and domain satisfaction in Turkey
    (Inderscience Enterprises Ltd, 2017) Koksal, Onur; Ucak, Harun; Sahin, Faruk
    Literature on the economics of happiness usually indicates that happiness depends on actual life circumstances (income, health, marital status and cetera). In contrast, a psychological view of happiness suggests that subjective satisfaction with actual life domains comes together to predict happiness. Little is known about the relation of happiness to the different life domains in developing countries. The present study explores the factors that shape individual happiness at a micro-level in Turkey, in terms of satisfaction with several life domains. Using the 2008-2012 Turkish life satisfaction survey (n = 36.362) this study adds to existing literature on happiness in developing countries in its focus on Turkey. The data reveal that among the satisfaction-related predictor variables, satisfaction with income, marriage, and health were the top three predictors of happiness in all years. Implications and suggestions for future studies are discussed.
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    Managerial Resourcefulness: Validation of a New Questionnaire Measure in the Turkish Context
    (Sage Publications India Pvt Ltd, 2011) Dogan, Selen; Sahin, Faruk
    Research has suggested the importance of managerial competencies in predicting managerial success. Managerial resourcefulness implies the use of cognitive self-regulatory competencies to cope well with environmental challenges in an organisational setting. However, measures of managerial resourcefulness are scarce. This study reports on the validation of a new Managerial Resourcefulness Questionnaire (MRQ) in the Turkish context. The MRQ was validated using three samples of Turkish managers and yielded sound psychometric properties for an eight-factorial structure consisting of 50 items. The results provided empirical evidence for reliability, measurement invariance and discriminant validity of the MRQ. Significant correlations between the MRQ and several measures were also found, which together provided evidence for its construct validity. Implications for future research and practice are discussed.
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    Measurement invariance of the Cultural Intelligence Scale across three countries
    (Pergamon-Elsevier Science Ltd, 2022) Brancu, Laura; Sahin, Faruk; Gudmundsdottir, Svala; Cetin, Fatih
    The present study assessed the factor structure and measurement invariance of the Cultural In-telligence Scale (CQS) in university students from Romania, Turkey, and Iceland. A total of 730 undergraduates completed the 20 item-CQS. Confirmatory factor analyses indicated that the four-factor model, which consisted of metacognitive, cognitive, motivational, and behavioral di-mensions, fit the data better than alternative models (three-factor and single-factor models). Discriminant and convergent validity of the CQS was also confirmed. Furthermore, the invariance of test for the CQS showed that the four-factor model of the CQS is suitable across three countries and the pattern of factor loading is invariant across these countries. However, the results did not support scalar invariance for three countries, which showed that partial measurement invariance was only established. In conclusion, the students in three countries reacted to the items for evaluating CQ in different ways, according to the findings of this study.
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    Measuring Cultural Intelligence in the Turkish Context
    (WILEY-BLACKWELL, 2013) Sahin, Faruk; Gurbuz, Sait; Koksal, Onur; Ercan, Umit
    The present article reports the results of two studies designed to evaluate the psychometric properties of the cultural intelligence (CI) scale in the Turkish context. The proposed four-factor (cognitive, metacognitive, motivational, and behavioral) structure of CI was confirmed by confirmatory factor analysis. The results supported the discriminant validity of the four-factor model of the CI scale in relation to the Big Five personality factors and the emotional intelligence factors. Furthermore, CI explained additional variance in intercultural task performance over and above that explained by demographic characteristics and emotional intelligence. With regard to internal consistency and testretest reliability, the CI scale showed acceptable results and was in concordance with the prior studies. Taken together, these findings suggest that the Turkish version of CI scale is a reliable and valid measure that can be used to measure individual's intercultural capabilities.
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    Measuring the Relationship between Managerial Resourcefulness and Job Performance
    (ELSEVIER SCIENCE BV, 2015) Sahin, Faruk; Koksal, Onur; Ucak, Harun; Iacob, AI
    Managerial resourcefulness includes generic competencies that enable adaptive responses to the demands of complex and volatile aspects of the work environment. However, there is no evidence that managerial resourcefulness increase job performance. In this study, we examined the relationship between managerial resourcefulness and job performance in a sample 119 first-line and middle managers. Data was collected through structured surveys administered to the managers and their superiors. The results indicated that managerial resourcefulness is positively associated with the superior ratings of job performance. The findings also showed that managerial resourcefulness explains additional variance in job performance over and above that of demographic variables and the Big Five traits of personality. These findings suggest the importance of managerial resourcefulness as a critical predictor of job performance. Implications for future research and practice are discussed. (C) The Authors. Published by Elsevier B.V.
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    Proactive personality and job performance during cross-cultural service encounters: a moderated mediation model
    (Emerald Group Publishing Ltd, 2023) Koksal, Onur; Guler, Murat; Cetin, Fatih; Sahin, Faruk
    PurposeDrawing on the person-environment fit theory, in this paper the authors aim to propose and test a moderated mediation model that examines the relationships among proactive personality and job performance, cultural intelligence and emotional intelligence.Design/methodology/approachThe authors collected the multisource data from a total of 120 hotel service employees and the employees' immediate supervisors. The authors used the PROCESS, an SPSS macro, to conduct multiple regression analyses to test this moderated mediation model.FindingsThe results suggest that cultural intelligence mediates the relationship between proactive personality and job performance during cross-cultural service encounters. Furthermore, the indirect effect of proactive personality on job performance during cross-cultural service encounters via cultural intelligence is stronger for service employees who are high in emotional intelligence.Practical implicationsThis study has several implications for hospitality management in terms of developing effective strategies to foster cultural and emotional intelligence of service employees and improve the employees' performance.Originality/valueConsidering the limited number of studies showing why, how and in which situations personality can enhance performance, this study contributes to the literature by revealing the effect of proactive personality on the performance of service employees through important constructs such as cultural intelligence and emotional intelligence.
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    Revisiting of Theory X and Y A multilevel analysis of the effects of leaders' managerial assumptions on followers' attitudes
    (EMERALD GROUP PUBLISHING LIMITED, 2014) Gurbuz, Sait; Sahin, Faruk; Koksal, Onur
    Purpose - The purpose of this paper is to investigate the influence of leaders' Theory X and Y managerial assumptions on subordinates' attitudes and behaviors. Design/methodology/approach - Military leaders (n = 50) completed a questionnaire with Theory X and Y scale and their subordinates (n = 150) completed a questionnaire with the scales of satisfaction with leader, affective commitment, and organizational citizenship behavior. The paper used hierarchical linear modeling to test the hypotheses. Findings - The results indicated that the Theory Y management style is significantly and positively associated with subordinates' satisfaction with the leader, affective commitment, and organizational citizenship behaviors. The Theory X management style had a significantly negative impact on subordinates' satisfaction with the leader, but no significant impact on affective commitment and organizational citizenship behavior. The findings of the present study suggest that the Theory X and Y managerial assumptions are a worthwhile basis from which to examine several important organizational and individual outcomes. Research limitations/implications - The sample consisted of military personnel and were predominantly male. This may limit the generalizability of the findings. Practical implications - The findings of the present study suggest that the Theory X and Y managerial assumptions are a worthwhile basis from which to examine several important organizational and individual outcomes. Originality/value - Although McGregor's (1960) Theory X and Y have contributed to management and leadership thinking and practice for many years; empirical studies examining the Theory X and Y managerial assumptions in a work environment are very scarce. By examining the effect of leader's Theory X and Y managerial assumptions on follower's attitudes and behaviors, the study provides important insights for leadership literature.
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    The Mediating Role of General Self-Efficacy in the Relationship Between the Big Five Personality Traits and Perceived Stress: A Weekly Assessment Study
    (Springer India, 2017) Sahin, Faruk; Cetin, Fatih
    A cross-sectional study design may not be a reliable procedure for indicating the effects of stable individual structures on transient conditions in stress situations. In order to address this gap, we aimed to explore the role of the direct and indirect effects of the big five personality traits with the mediating effect of self-efficacy on perceived stress using a weekly diary method. The sample comprised 79 full-time workers who filled in a questionnaire that included the Big Five Inventory and General Self-Efficacy Scale at the initial administration and the Perceived Stress Scale over 12 weeks. Data were analysed using hierarchical linear modelling to examine the relationship between the big five personality traits and weekly perceived stress and the mediating role of general self-efficacy in this relationship. The results indicated that neuroticism and extraversion were significantly associated with general self-efficacy and perceived stress. The results further indicated that general self-efficacy fully mediated the relationship between extraversion and perceived stress. General self-efficacy partially mediated the relationship between neuroticism and perceived stress. Our findings highlight the importance of personality and self-efficacy for predicting perceived stress. Implications for future research and practice are discussed.