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Analysis of the Number of Athletes' Licenses Registered by the Sports General Directorate until 2018 According to the Registered Population Information
(İrfan YILDIRIM, 2020) Ersöz, Gözde; Arun, Korhan
This study aims to determine the ratio of athlete licenses registered by the General Directorate of Sports of Turkey (SGM) by 2018 to the total population of provinces, geographical regions, gender and age groups, and the population of children, youth, and adult age groups (10-44 years). The research is a descriptive research model. According to the total number of licensed athletes registered in 2018, which constitutes the universe of the research, the proportions of licensed athletes according to both total population and 10-44 years old population are analyzed on a provincial and city basis. According to the findings when we compare the number of licensed athletes according to the total population, it is seen that 8% of the male population and 4% of the female population have licensed compared to 6% of the total licensed population. Considering that the child-youth and adult are mostly licensed, it is seen that 14% of the male population, 8% of the female population and 11% of the total population have sportsmen license when we rate the sportsmen's licenses to the population of the 10-44 age group. Regionally, it is seen that the highest number of licensed athletes is in the Black Sea region, and the lowest number of athletes is in the Southeastern Anatolia region. When analyzed according to age groups, it has been observed that mostly in the 35-39 age group and at least 40-44 age group has an athlete license. Considering the data obtained from this study, the number of licensed athletes is not satisfactory depending on the intensity of our country's young population.
ARTIFICIAL INTELLIGENCE AND INTERNAL AUDIT STAFFING PRACTICES: NECESSITATING A DIFFERENT SKILL SET FROM AUDITORS
(2024) Arun, Korhan
The integration of artificial intelligence (AI) into internal auditing practices has necessitated a significant transformation in the skill sets required of auditors. This paper explores the evolving competencies essential for internal auditors to remain effective in a rapidly changing technological landscape. As AI capabilities advance, auditors must not only possess traditional technical skills, such as risk management and knowledge of internal controls, but also a robust array of soft skills, including effective communication, critical thinking, and ethical conduct. The literature emphasizes the importance of continuous learning and professional development, highlighting that auditors should proactively seek opportunities to enhance their expertise through targeted workshops and certifications. Furthermore, the cultural context in which auditors operate influences the specific skills needed, with hierarchical cultures placing a premium on decision-making and adherence to protocols, while clan cultures prioritize teamwork and interpersonal relationships. Ultimately, the successful adaptation to AI and the changing demands of the auditing profession hinges on a comprehensive understanding of both cognitive and emotional skill sets, underscoring the necessity for auditors to evolve continuously to add value within their organizations.
ARTIFICIAL INTELLIGENCE INVESTMENT, REALISTIC REPORTS, AND FINANCIAL LOSS
(2024) Arun, Korhan
During audit planning, auditors examine the business of their firms. Still, the target is to minimize the discrepancy in the real planned financial statement of inspection and summary reports of internal audits. On the other hand, expenditures on artificial intelligence have been increasing in Turkish firms; according to the National Artificial Strategy document, AI will be part of every organizational process, including internal audits. Moreover, the literature supports a positive relationship between internal audits and firms’ decreasing capital loss. So, this research aims to analyze the relationship between AI expenditures, internal audit reports, and the firms’ historical loss. To reach this aim, suitable data was analyzed from 732 incorporated companies that are members of the Chamber of Trade and Industry/Tekirdag/Turkey. Structural equation modeling results show that AI investments decrease the discrepancy between financial statements and internal audit reports (β=-0.045). On the other hand, discrepancies found in the internal audit reports compared to real financial statements are increasing firms’ financial losses by almost 10% (β=.118). In other words, investing in AI contributes to more realistic financial reports, resulting in fewer financial losses. From this perspective, this study is one of the leading studies that connects AI investment to internal audits and the financial performance of Turkish firms.
Bilişsel Yapı, Bilişsel Stil ve Öğrenilmiş Güçlülük Arasındaki İlişki
(2020) Yılmaz, Ali Can; Arun, Korhan
Bu araştırmanın temel amacı, iş hayatlarında stresle başa çıkabilmek amacıyla bilişsel dağarcıklarına dayanan öğrenilmişgüçlülük oluşturan öğretmenlerin, bu süreci mühim şekilde etkileme olasılığı olan bilgilerin algılanmasında ve bilgileriişlemede bireysel tercihlere dayanan bilişsel yapı ile bilişsel stil arasındaki ilişkinin araştırılmasıdır. Bilimsel yazında konuyaalakalı olarak, öğretmenlerin stresle başa çıkma gayretlerine dair pek çok çalışma olmasına rağmen, öğrenilmiş güçlülük eldeedebilme sürecinin anlaşılmasında temel olabilecek bilişsel yapı ile bilişsel stil arasındaki ilişkiye yönelik araştırma yapılmadığıgörülmüştür. Bu bağlamda Tekirdağ Büyükşehir ili sınırlarında yer alan olan özel eğitim kurumlarında çalışan öğretmenleraraştırmanın evrenini oluşturmuştur. Araştırma, ankete dayalı nicel araştırma yöntemiyle veri toplanması ve istatistiki analizyöntemiyle elde edilen sonuçların yorumlanmasıyla yapılmıştır. Yapılan analizler sonucunda öğretmenlerin bilişsel yapılarıylaöğrenilmiş güçlülük elde edilmesi arasında pozitif ve orta düzey bir ilişki olduğu, bunun yanında bilişsel stilin boyutlarıylaöğrenilmiş güçlülük arasında ise kısmi bir ilişki olduğu sonucuna ulaşılmıştır.
COVID-19 Pandemic and Xenophobia: Case Studies Based on Social Theories
(Shaheed Benazir Bhutto Women Univ, 2021) Kalkin, Gokdeniz; Arun, Korhan; Erdurmazli, Eser
With the COVID-19 Pandemia, there have been many challenges and negative impacts on social, and economic life, including xenophobia. So, this paper strives to describe the contents of the presented xenophobia concepts through the identified subconcepts and open codes- gathered from media by content analysis method. The paper also provides authentic citations that connect the results and raw data from the media. The performed analysis demonstrated that xenophobia is relative to a country or group of countries' context of a threat to their physical, social, and cultural beliefs. Xenophobia included various aspects, e.g., filtered information, economic threat, and emotional reactions. These can be exemplified through media news and incidents occurring in each country or region.
Decent Work, Employee Satisfaction, and the Mediating Role of Social Courage in Reducing Turnover
(Sage Publications Inc, 2024) Namal, Mete Kaan; Tufan, Cenk; Mert, Ibrahim Sani; Arun, Korhan
This study investigates the relationships between decent work, job satisfaction, workplace social courage, and intent to quit among job and career counselors in Turkiye's IT sector employment agency. The research data was obtained from 408 job and career counselors at an IT sector employment agency in Turkiye. Partial least squares-based structural equation modeling was used to test the hypothesized relationships. The study findings reveal a significant positive influence of decent work on job satisfaction. In contrast, job satisfaction is associated with a notable decrease in the likelihood of employees intending to quit their positions. Additionally, workplace social courage is crucial in reducing intent to quit. Furthermore, our research underscores the mediating roles of job satisfaction and workplace social courage in explaining the relationship between decent work and intent to quit. Intriguingly, it is noteworthy that higher levels of workplace social courage are unexpectedly linked to an increased intention to quit. Conversely, heightened job satisfaction is associated with an augmentation in workplace social courage. These findings carry substantial theoretical and practical implications, offering valuable insights into the intricate dynamics of decent work, job satisfaction, and social courage within the workplace context. These insights can contribute to avoiding intent to quit and minimizing turnover rates. Job satisfaction and social courage are two edge swords that organizations must cautiously follow up. This study emphasizes the significance of establishing a secure and nurturing work environment that fosters decent work, job satisfaction, and social courage.
Effects of foreign direct investment on intellectual property, patents and R&D
(Edward Elgar Publishing Ltd, 2017) Arun, Korhan; Yıldırım, Durmuş Çağrı
As innovative firms have considerable competitive advantage, more foreign direct investment (FDI) research has been related to innovation. The primary aim of this study is to explore how intra-regional economies interact with host countries' innovative performance, and how they are affected by FDI. Azerbaijan, Georgia and Turkey, located in the South Caucasus region, are selected as examples. Numbers of patent applications, R&D expenditure (% of GDP), and intellectual property payments are chosen as factors indicative of innovation. While this research tries to explore whether these three countries, connected by large trades, can act as a clustered group, panel cointegration and panel OLS models are used for analysis. The results show that FDI is an important variable affecting the level of innovation in the panel analysis. Nevertheless, individual relationships with FDI vary, and cointegration analysis shows heterogeneity. That is, foreign direct investment could play a central role in increasing the level of innovation for Azerbaijan and Georgia, but it is not an important determinant of Turkey's economic innovation level. Countries should realize that when their economies are becoming stronger FDI is not a useful tool for escalating innovation, rather they should cluster together in order to leverage innovation.
Effects of gender diversity in strategic orientation and strategy execution
(Emerald Group Publishing Ltd, 2023) Arun, Korhan; Yildirim Ozmutlu, Saniye
PurposeThis paper aims to analyze the impact of gender in leadership on strategic orientation and the relative impact of these strategic orientations on organizational performance with the leadership of each gender.Design/methodology/approachCross-sectional survey-based data were collected from 1,260 logistics companies, and 503 responses were found suitable for further data evaluation. Structural equation modeling (SEM) and regression analysis were used to analyze the data and test the hypotheses.FindingsResults show that managers' gender affects only the aggressiveness subdimension (p = 0.018 and ss = 0.114) in strategic orientation decisions and that male managers tend to be more aggressive-oriented than female managers. Strategic orientation is more effective on organizational performance. More clearly, when female executives use the same strategic orientation as their male counterparts, organizational performance is higher than that of male executives.Research limitations/implicationsManagers' power is related to social norms about their valuable contribution to the organization and roles are associated with experiences. Thus, at different levels of management, different results will be obtained.Practical implicationsOrganizations should only define leadership roles in masculine terms with information or research that explains how women leaders can contribute to the organization's outcomes.Social implicationsThe lack of fit model should not be expected when determining executive-level female leaders' performance.Originality/valueThere is a significant potential in studying strategic decision-making and whether the ability to provide effective organizational outcomes is related to a person's gender. Even if previous literature suggests that gender stereotypes affect perceptions of men's and women's fit for executive positions, the strategic conception of organizational decisions is immune to gender, but strategy execution is not.
EVALUATION OF TURKEY'S LOGISTICS PERFORMANCE INDEX WITH A STRATEGIC PERSPECTIVE
(2023) Arun, Korhan; Özmutlu, Saniye Yıldırım
Logistics plays a vital role in ensuring the competitiveness of countries in the international arena. The Logistics Performance Index, which reflects countries' international competitiveness, shows a country's efficiency in trade. However, the Logistics Performance Index determines the countries' on-the-ground efficiency of trade supply chains or logistics services from the view of worldwide logistics firms' managers. As a result, the robustness of the underlying data is related to individual logistics firms' factors; moreover, in the common literature, the effects of the Logistics Performance Index on countries' individual logistics firms' logistics performance have yet to be researched. This paper aims to analyze the effects of Logistics Performance Index and its subdimensions on the logistics firms' logistics performance. The data is gathered from the World Bank database between 2007-2018 and the International Association of Forwarding and Logistics Service Providers sectoral databank. Variance-based structural equation modeling with regression analyses is used for measurements. Contrary to the joint logistics and supply chain literature, the results show that infrastructure and tracking sub-dimensions of Logistics Performance Index negatively relate to firms' logistics performance in Turkey.
How Do Paternalistic Leader Behaviors Shape Xenophobia in Business Life?
(Canadian Inst Knowledge Development, 2020) Okun, Olcay; Şen, Cem; Arun, Korhan
Migration movements transform business life because they have more social aspects than geographic or numerical interactions. This paper reviews empirical research better to understand the effect of leadership in the process of xenophobia in the work environment from social identity theory perspective. Leadership as a social contextual factor is critical for understanding in determining individuals' internalization of particular cultural identities regarding to social identity theory. From that point of view, paternalistic leadership can be an ideological motive to affect the social order by internalization of inferiority among members by family-like relations and involving personal lives and expecting interpersonal favors. The sample of the study was chosen from Gaziantep, with a total number of 634 employees and 78 firms, where the immigrant population is dense. Results revealed that paternalistic leadership and xenophobia dimensions were relatively different in that specific sector. In a nutshell, paternalistic leadership does not significantly affect the personal and political hostility factor of xenophobia as social group theory predicted. However, it affects the cultural and identity dimensions of xenophobia self-idealization. Implications for theory and practice alongside limitations are discussed. (C) CIKD Publishing
How does leadership effectiveness related to the context? Paternalistic leadership on non-financial performance within a cultural tightness-looseness model?
(Nomos Verlagsgesellschaft mbH und Co, 2020) Arun, Korhan; Şen, Cem; Okun, Olcay
Current emphasis in culture research focuses on how leaders might change the culture to improve organizational performance. However, how culture affects organizational performance under active leadership relations research has resulted in conceptual ambiguities, as well as contradictory empirical findings. We argue that organizational culture moderates the effectiveness of leadership on organizational performance. We used an ethical approach to gener-alize paternalistic leadership in moderating Turkish organizational culture. The results indi-cate that paternalistic leadership functions are divided into two dimensions: family relationships and non-work life involvement, and the overall effects of paternalistic leadership on non-financial performance are unconnected to organizational culture, namely cultural tight-ness-looseness (CTL). © 2020, Nomos Verlagsgesellschaft mbH und Co. All rights reserved.
Impact of Asian cultural values upon leadership roles and styles
(Sage Publications Ltd, 2020) Arun, Korhan; Kahraman Gedik, Nesli
In light of an increasingly integrated society, in-depth research is needed to explore how particular perceived values may guide leadership behaviour by measuring the everyday actions of employees. As Asian individual values become collective, there is an increased likelihood that they will be perceived as cultural values that translate into expectations of leadership roles. This article considers the impact of changes in leadership roles from a role theory perspective, based on Asian values leading to changes in leadership styles. The sample is taken from an organised industrial zone which consists of a high immigrant workforce that continues to grow. The research was conducted in western Turkey but has appeared in leading survey results on Asian cultural values. This study found significant symbolic interactionism between values and leadership roles. There were also correlations between roles and leadership styles, since leaders also influence the interpersonal roles of their employees. Among managers involved in decision-making and information processing, an autocratic participative leadership style has emerged. Points for practitioners In every organisation, leaders should be aware of values in their organisations by measuring the everyday actions of employees. To become proficient leaders, they should learn to act in a manner suitable to the roles expected by their subordinates. Furthermore, to be efficient, leaders should adopt what is considered a 'proper' style through comparison to the indicated roles. In a nutshell, leadership, values and leadership styles are interference acts that affect all processes, from recruitment to strategic management.
Impact of cultural values on leadership roles and paternalistic style from the role theory perspective
(Emerald Group Publishing Ltd, 2021) Arun, Korhan; Gedik, Nesli Kahraman; Okun, Olcay; Sen, Cem
Purpose This paper researches the effects of the cultural context from values' ground on leadership roles and the effects of roles on styles. The idea behind this study is to show that cultural communities have different cultural models regarding the kinds of roles leaders should or should not play. Design/methodology/approach The sample was chosen from the part of the town where the immigrant workforce is growing, as well as it is the closest growing economic area to Europe in Turkey. Findings The analysis shows that cultural values significantly affect leadership roles. Additionally, there is a correlation between roles and paternalistic leadership style. Asian cultural values do affect leadership roles more than Western values. Additionally, each culture is diminishing the other. As leadership roles increase, they are acting as paternalistic leadership substitutes. Originality/value Interestingly we have introduced paternalistic leadership substitutes to literature and showed that paternalistic leadership is not only culturally but also contextually bounded.
Intrapreneurial behaviors of organizational members. A conceptual view: how contextual expectations can explain the entrepreneurship roles in organizations?
(Emerald Group Publishing Ltd, 2021) Arun, Korhan; Begec, Suat; Okun, Olcay
Purpose This study aims to develop theoretical arguments about the factors promoting nascent intrapreneurship relative to role theory. These arguments principally draw on contributions from interactional and structural sociology. Fixed theoretical tools for intrapreneurship are not quite enough. So, structural and interactionist perspective of sociology is necessary to understand the intrapreneurship concept because intrapreneurs live in a society and shape their course per the expectations of others. Previous approaches depend on individual, organizations or environment to push potential employees to be intrapreneurs. Expectations may be a keystone for intrapreneurship because intrapreneurs have been trying to explain or make progress about what is seen as crucial; more importantly, they learn their roles. Design/methodology/approach This is a conceptual paper about explaining intrapreneurship. Foregoing literature has been trying to explain the phenomenon by individual, organizational or environment endeavors to transform employees to be intrapreneurs. Role theory stems from interactional and structural sociology. Promoting the internal entrepreneur process by overcoming resistance to switching to a more structured management approach and adopting management systems and processes in a timely way is still a vague approach. So, the structural and interactionist perspective of sociology is necessary to understand the concept because intrapreneurship is a contextual factor rather than activity. Findings Expectations can convey what others consider particularly important or necessary. Intrapreneurship is a type of personal entrepreneur role influenced by expectations. Practical implications Intrapreneurship is not solely entrepreneurship in organizations but is also governed by the specific combinations of circumstances generally outside of the organizational environment, such as families, coworkers and friends. Originality/value The present paper seeks to answer three primary research questions: how differentiation among subunits changes intrapreneurship role expectations, how the intrapreneurs' role has been affected from unlike expectations and are group or team-level expectations on intrapreneurs' roles distinctive than organization and individual levels.
Intrapreneurship and Expectations Restrictions
(Univ Autonoma Caribe-Uac, 2020) Okun, Olcay; Arun, Korhan; Begeç, Suat
This article develops arguments about the factors that promote intrapreneurship in relation to role theory. These are based on contributions from interactional and structural sociology. Fixed theoretical tools for intrapreneurship are not enough. So, the structural and interactionist perspective of sociology is necessary to understand the concept of intrapreneurship. The above approaches depend on individuals, organizations or environments to encourage potential employees to be intrapreneurs. Thus, expectations can be a cornerstone for intrapreneurship because intrapreneurs learn from their roles.
İşyerinde "Yalnızlık Salgını" ile Savaşmak; İş Yeri Düzeninin Etkisi: Van İlinde Çalışan Hekimlerde Ampirik Bir Araştırma
(2021) Okun, Olcay; Arun, Korhan
İşyeri yalnızlığının olumsuz etkilerine rağmen düzen ve mahremiyet bazı işlerde vazgeçilmez ikilidir. Bu çelişkilerin en vahim sonuçlarının olduğu sektörlerin başında sağlık gelmektedir. Doktorların iş yeri düzenlemelerinin hasta-doktor mahremiyeti ile doktorun yalnızlık duygusuna sürüklenmemesi arasında dengelenmesi gerekmektedir. Bu çalışmanın amacı fiziki ve somut bir değişken olarak iş yeri düzenin, iş yaşamında yalnızlık üzerine etkisinin incelenmesidir. Çalışmada kavramsal olarak ortaya konulan iş yeri düzeni, işletimsel bir ölçek olarak geliştirilmiş, geçerlilik ve güvenirlik analizleri yapılmıştır. Araştırma evreni olarak zamanlarının çok büyük bir bölümünü muayenehane ortamında ve yoğun bir hasta trafiği içerisinde geçiren, ayrıca günümüzde pandemiye dönüşen Corona virüsü nedeni ile neredeyse 7/24 çalışan Van İlinde görev yapan doktorlar seçilmiştir. Araştırma sonucunda geliştirilen İş Yeri Düzeni ölçeğinin örgütsel davranış araştırmalarında kullanılabilecek geçerli ve güvenilir bir ölçek olduğu, iş yeri düzeni mahremiyet (çalışma alanı tahsisi) boyutunun iş yaşamında yalnızlık üzerinde etkili olduğu tespit edilmiştir.
Knowledge sharing in business organizations: Leadership role in knowledge sharing at turkish enterprises
(IGI Global, 2016) Arun, Korhan
This chapter aims to explain leadship in knowledge sharing in the business environment. Knowledge sharing is not primarily an information technology issue, because knowledge exists not only in the minds of members but also in the business processes and structures of organizations. That is why Knowledge Sharing Culture (KSC) and leadership play a significant role on knowledge sharing. This chapter presents the findings of a study which was carried-out to investigate the effects of different leadership styles on knowledge sharing in business organizations. As leadership dimensions; transformational, transactional, autocratic, self-leadership and laissez-faire leadership styles were analyzed. A quantitative empirical research using the survey method was adopted to see the leadership effects on KSC in the 130 enterprises from the Aegean Free Zone/Turkey. The findings of the study revealed that trust, sharing data freely, friendship and teamwork were important in knowledge sharing. © 2017 by IGI Global. All rights reserved.
Knowledge Sharing in Business Organizations: Leadership Role in Knowledge Sharing at Turkish Enterprises
(Igi Global, 2017) Arun, Korhan
This chapter aims to explain leadship in knowledge sharing in the business environment. Knowledge sharing is not primarily an information technology issue, because knowledge exists not only in the minds of members but also in the business processes and structures of organizations. That is why Knowledge Sharing Culture (KSC) and leadership play a significant role on knowledge sharing. This chapter presents the findings of a study which was carried-out to investigate the effects of different leadership styles on knowledge sharing in business organizations. As leadership dimensions; transformational, transactional, autocratic, self-leadership and laissez-faire leadership styles were analyzed. A quantitative empirical research using the survey method was adopted to see the leadership effects on KSC in the 130 enterprises from the Aegean Free Zone/Turkey. The findings of the study revealed that trust, sharing data freely, friendship and teamwork were important in knowledge sharing.
Kosovo force (kfor) organızatıon ımage: empırıcal research on kosovo securıty forces (KSF)
(2014) Arun, Korhan
Birçok ülkenin katkılarıyla oluşan ve imajı da bu ülkelerin tamamlayıcı ilişkileri sonucu ortaya çıkan NATOnun uluslararası topluma yansıyan yüzü olarak Kosova Gücü (KFOR) için toplumun güvenliğini yeniden tesis etmek ve barışı zorlama faaliyetleri gittikçe daha geniş kapsamlı bir çaba haline gelmektedir. KFORun imajınınçıkmasının nedeni görevin başarılmasında ve Kosovadaki varlığıyla ilgili kararların alınmasında önemli rol oynamasıdır. İmajın, işlevsel ve duyuşsal iki bileşeni vardır. Bunlar NATOyu (KFOR) temsil eden askeri işaretler ve üniformaların oluşturduğu işlevsel bileşen ve katılımcı ülkelerin Kosova Gücü (KFOR) personeli ile ilişkilerinin oluşturduğu duygusal bileşen. Bu araştırmanın temel amacı KFORun imajını belirleyen temel etkenlerin araştırılmasıdır. Alt amaçlar ise KFORun imajını belirlemede KFORa dâhil ülkelerKosovanın ve KSF (Kosova Güvenlik Kuvvetleri) personelinin ilişkisi ile algılanan görev başarısının etkisinin belirlenmesidir. Bu etkileri belirleme amacıyla 3 hipotez oluşturulmuş ve ülke imajını belirlemede etkili KSF personelinin duygusal ilişkilerini anlamak amacıyla ampirik çalışma yapılmıştır. Anketlerin doğrusal regresyon, korelasyon ve faktör analizleri ile değerlendirilmesinden sonra görülmüştür ki etnik merkeziyetçilik ve vatan severlik etkileri göz ardı edildiğinde; askeri personelin güce destek veren ülkeler ile olan askeri ilişkileri ve faaliyetleri KFORun imajında önemli tahminleyicidirler. Doğal olarak bu imaj hakkındaki duyguların bu temelleri organizasyonel imajın gelecek alan yazınınatutacaktır.
Liderin Karanlık Yüzü: Toksik Liderlik Davranışlarının Çalışanların İş Tatminine Etkisi
(2020) Eriş, Yeşim; Arun, Korhan
Amaç – Literatürde liderlerin iş tatminine yönelik pozitif yaklaşımlar araştırılmakla beraber, liderliğinolumsuz taraflarıyla alakalı çalışmalar yeterliği ve tatmin edici değildir. Bu bakımdan, araştırmadayöneticilerin toksik liderlik özelliklerinin çalışanların iş tatminine etkisini belirlemek amaçlanmıştır. Buamaç kapsamında yöneticilerin toksik liderlik düzeylerini belirlemek ve belirlenen yöneticidavranışlarının çalışanlarının iş tatmini düzeyleri ile ne kadar ilişkili olduğunu ve bu davranışları nekadar etkilediğini araştırılmıştır.Yöntem – Araştırmanın evrenini, Marmara Bölgesi’nde bulunan kamu bankalarında çalışan personeloluştururken örneklemini evrenden kolayda örnekleme yolu ile belirlenmiş olan 302 banka çalışanıoluşturmaktadır 302 banka çalışanından gelen veriler, betimsel istatistiki yöntemler ve çıkarımsalistatistiki yöntemlerden t-testi, tek yönlü varyans analizi, korelasyon, basit doğrusal regresyon analizikullanılarak analiz edilmiştir.Bulgular – Genel olarak banka çalışanlarının algıladıkları toksik liderlik düzeyi, iş tatmini düzeyleriniazaltmaktadır. Araştırmada Toksik Liderlik ve İş Tatmini arasında negatif yönlü anlamlı bir ilişkibulunmuştur. Çalışanların iş tatmini düzeylerinin belirleyicisi olarak toksik liderlik ile ilişkilerinin zayıfolduğu görülmüştür.Tartışma – Banka çalışanları toksik liderliğe ilişkin algıları arasında “kurumda görev alınan pozisyon”değişkenine göre istatistikî açıdan anlamlı farklılık olduğu tespit edilmiştir. Banka çalışanlarının iştatminine ilişkin algıları arasında “eğitim durumu”, “mesleki tecrübe”, “kurumda çalışma süresi” ve“kurumdaki pozisyon” değişkenlerine göre tüm boyutlarda istatistikî açıdan anlamlı farklılık olduğutespit edilmiştir.

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