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    Deviant employee behavior in the eyes of colleagues: the role of organizational support and self-efficacy
    (Springer Heidelberg, 2017) Tuzun, Ipek Kalemci; Cetin, Fatih; Basim, H. Nejat
    The present study investigates the influences of multifocal organizational support in the context of deviant employee behavior by examining the potential associations with employees' self-efficacy characteristics. The study proposes that perceived multifocal support and self-efficacy have a direct relationship with deviant behavior, and that these two variables interact in their relationship with deviant workplace behavior. Using self- and peer-reported data from 225 academics, hypothesized relationships were investigated using structural equation modeling. The results indicate that two different forms of support (organizational and supervisory) strongly influenced two different forms of deviant behavior (organizational and interpersonal). Whereas perceived organizational support decreases organizationally relevant deviant behavior, supervisory support decreases deviant behavior toward colleagues. The results also showed that high self-efficacy moderates both the negative relationship between organizational support and deviant behavior toward the organization and that between supervisory support and deviant behavior toward colleagues. The study also discusses the implications of these findings for managers, along with recommendations for future research.
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    Improving job performance through identification and psychological capital
    (Emerald Group Publishing Ltd, 2018) Tuzun, Ipek Kalemci; Cetin, Fatih; Basim, H. Nejat
    Purpose - The purpose of this paper is to increase understanding of the link between various identification foci and performance, and to test whether one's psychological capital (PsyCap) can explain the influence of collective or relational identification on job performance. Design/methodology/approach - The study sample comprised 235 academicians working in a foundation university from Turkey. The questionnaires were practiced in two different time intervals with using an identifier coding system for avoiding common method bias issues. The authors used structural equation modeling with using AMOS v23.0. Findings - The results showed that PsyCap has positive effects on the job performance and work group identification flourishes employees PsyCap level; there is no evidence of any mediating effect of PsyCap on the relationships between various organizational identification foci and job performance. Originality/value - This study extends previous research by providing evidence of that rather than the other identification target (organization, work unit, and career) identification with supervisor influenced on job performance.