Konuk, Hızır

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Profile URL
https://hdl.handle.net/20.500.11779/2793
Name Variants
"Konuk, H.
Job Title
Email Address
konukhi@mef.edu.tr
konuk.hizir@gmail.com
Main Affiliation
04.03. Department of Business Administration
Status
Current Staff
Website
ORCID ID
0000-0002-9274-6912
Scopus Author ID
57462833500
Turkish CoHE Profile ID
Google Scholar ID
WoS Researcher ID
IQW-0407-2023
Files
1728304222-academic-2403024798.avif (22.33 KB)

Sustainable Development Goals

NO POVERTY1
NO POVERTY
0
Research Products
ZERO HUNGER2
ZERO HUNGER
0
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GOOD HEALTH AND WELL-BEING3
GOOD HEALTH AND WELL-BEING
0
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QUALITY EDUCATION4
QUALITY EDUCATION
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GENDER EQUALITY5
GENDER EQUALITY
0
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CLEAN WATER AND SANITATION6
CLEAN WATER AND SANITATION
0
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AFFORDABLE AND CLEAN ENERGY7
AFFORDABLE AND CLEAN ENERGY
0
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DECENT WORK AND ECONOMIC GROWTH8
DECENT WORK AND ECONOMIC GROWTH
1
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INDUSTRY, INNOVATION AND INFRASTRUCTURE9
INDUSTRY, INNOVATION AND INFRASTRUCTURE
0
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REDUCED INEQUALITIES10
REDUCED INEQUALITIES
0
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SUSTAINABLE CITIES AND COMMUNITIES11
SUSTAINABLE CITIES AND COMMUNITIES
0
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RESPONSIBLE CONSUMPTION AND PRODUCTION12
RESPONSIBLE CONSUMPTION AND PRODUCTION
0
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CLIMATE ACTION13
CLIMATE ACTION
0
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LIFE BELOW WATER14
LIFE BELOW WATER
0
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LIFE ON LAND15
LIFE ON LAND
0
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PEACE, JUSTICE AND STRONG INSTITUTIONS16
PEACE, JUSTICE AND STRONG INSTITUTIONS
0
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PARTNERSHIPS FOR THE GOALS17
PARTNERSHIPS FOR THE GOALS
2
Research Products
Documents

6

Citations

41

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Documents

4

Citations

9

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Scholarly Output

5

Articles

4

Views / Downloads

550/1206

Supervised MSc Theses

1

Supervised PhD Theses

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WoS Citation Count

0

Scopus Citation Count

2

Patents

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Projects

0

WoS Citations per Publication

0.00

Scopus Citations per Publication

0.40

Open Access Source

0

Supervised Theses

1

JournalCount
Journal of General Management1
Journal of Management & Organization1
Negotiation and Conflict Management Research1
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Now showing 1 - 5 of 5
  • Thumbnail Image
    Article
    The Moderation Role of Supervisor Support in the Interaction of Illegitimate Task, Emotional Exhaustion, and Self-Undermining: a Job-Demand Resources Approach
    (Sage Publications Ltd, 2025) Konuk, Hızır; Küçük, Burcu Aydın; Aydın Küçük, Burcu
    The study aims to reveal both the direct and indirect association between Illegitimate Tasks and Self-Undermining behavior through Emotional Exhaustion, with a focus on the moderating role of Supervisor support. It also seeks to highlight the conditions under which Supervisor support provides positive organizational outcomes. A survey was applied to 978 white-collar participants working in SMEs in Turkey. The Job-Demand Resources framework served as the theoretical basis for the research. Results indicated that Illegitimate Tasks are associated with self-undermining, with emotional exhaustion partially mediating this relationship. Supervisor support was found to have a negative relationship with emotional exhaustion and self-undermining; however, its moderating role was positive rather than negative. Supervisor support increased the effect of illegitimate tasks on emotional exhaustion and self-undermining, contradicting the expected buffering effect. The study contributes to the literature by offering evidence on when supervisor support becomes dysfunctional for organizations.
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    Master Thesis
    Çalışanlarin İşyerinde Yapay Zeka Kullanımına İlişkin Algısının, Örgütsel Bağlılıkları Aracılığıyla Bireysel Performansları Üzerine Etkisi: Gıda Sektörü Üzerine Bir Çalışma
    (2025) Hancı, Elif Yağmur; Konuk, Hızır
    Bu tez, çalışanların iş yerinde yapay zekâ (YZ) kullanımına yönelik algılarının bireysel performansları üzerindeki etkisini, örgütsel bağlılık aracılığıyla incelemektedir. Gıda sektörünü odağına alan çalışmada, YZ ile ilgili öğrenme kaygısı ve işin yerine geçilme kaygısı olmak üzere iki boyut ele alınmıştır. Nicel araştırma yöntemi ile İstanbul'da faaliyet gösteren bir gıda firmasında çalışan beyaz yakalı personelden anket yoluyla veri toplanmıştır. Bulgular, öğrenme kaynaklı YZ kaygısının süreklilik bağlılığını artırdığını; ancak duygusal ve normatif bağlılık üzerinde anlamlı bir etkisinin olmadığını göstermiştir. Öte yandan, işin yerine geçilme kaygısının hiçbir bağlılık türüyle anlamlı ilişkisi bulunmamıştır. Çalışan performansı üzerinde ise yalnızca duygusal bağlılığın anlamlı ve pozitif bir etkisi olduğu tespit edilmiştir. Ayrıca, öğrenme kaygısı ile performans arasındaki ilişkide sadece duygusal bağlılık zayıf da olsa aracılık rolü göstermiştir. Diğer bağlılık türleri aracılık rolü göstermemiştir. Bu sonuçlar, YZ kaygılarının iş yerindeki davranışları şekillendirdiği psikolojik mekanizmaları ortaya koymakta ve insan merkezli dijital dönüşüm stratejilerinin gerekliliğine işaret etmektedir. Anahtar Kelimeler: Yapay zeka, örgütsel bağlılık, çalışan performansı Bilim Dalı Sayısal Kodu: 119102
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    Article
    Citation - Scopus: 2
    The Association of Subordinates' Perception of the Manager's Ambiguous Behaviors With the Likelihood of Conflict Occurrence: a Cross-Cultural Study
    (International Association for Conflict Management, 2024) Honuk, H.; Küçük, B.A.; Çağlar, C.T.
    The research aims to provide evidence to explain the contradictive findings in the literature on the organizational conflict phenomenon and the relationship between conflict and culture, by focusing on the relationship between ambiguous behaviors and conflict. To achieve this goal, in the context of low-status compensation theory, the relationship between incivility, humor as ambiguous behaviors, and the likelihood of managersubordinate conflict occurrence was investigated. To test the culture’s effect on this relationship, survey data were collected from 478 white-collar subordinates working in SMEs in Turkey and the UK. According to the results, the subordinate’s perception of the manager’s ambiguous behaviors affects the likelihood of relationship conflict and task conflict occurrence. In addition, the study reveals that culture is associated with the likelihood of relationship conflict occurrence but not task conflict. The study contributes to the literature by providing evidence for the relationship between humor, incivility, conflict, and culture. © 2024 International Association for Conflict Management.
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    Article
    The Impact of Organizational Gossip on Affective Organizational Commitment, Feelings of Loneliness, and Turnover Intention: a Mixed Methods Study
    (Cambridge Univ Press, 2025) Kucuk, Burcu Aydin; Ucok, Dilek Isilay; Konuk, Hizir
    This study examines the impact of organizational gossip on workplace outcomes, including affective organizational commitment, loneliness, and turnover intention, with a focus on differences between the public and private sectors. Using a mixed-methods approach, the research combines qualitative and quantitative data from surveys conducted with Turkish citizen partners and in-depth interviews with employees in both sectors. The findings reveal that positive gossip enhances social bonds and commitment, while negative gossip leads to loneliness and increased turnover intention, especially in the private sector where job insecurity is higher. The study introduces an integrated framework linking gossip dynamics to organizational processes. Practical implications suggest that managers should address negative gossip while promoting positive gossip to strengthen workplace relationships. This study highlights the dual role of gossip in shaping employee experiences and retention strategies.
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    Article
    The association of employees' perception of the manager's ambiguous behaviors with likelihood of conflict occurrence: A Cross-Cultural study
    (Negotiation and Conflict Management Research, 2024) Konuk, Hızır; Aydın Küçük, Burcu; Tınaztepe Çağlar, Cihan
    The research aims to provide evidence to explain the contradictive findings in the literature on the organizational conflict phenomenon and the relationship between conflict and culture, by focusing on the relationship between ambiguous behaviors and conflict. To achieve this goal, in the context of low-status compensation theory, the relationship between incivility, humor as ambiguous behaviors, and the likelihood of manager-subordinate conflict occurrence was investigated. To test the culture’s effect on this relationship, survey data were collected from 478 white-collar subordinates working in SMEs in Turkey and the UK. According to the results, the subordinate’s perception of the manager’s ambiguous behaviors affects the likelihood of relationship conflict and task conflict occurrence. In addition, the study reveals that culture is associated with the likelihood of relationship conflict occurrence but not task conflict. The study contributes to the literature by providing evidence for the relationship between humor, incivility, conflict, and culture.