Hakan Ozcelik

California State University, Sacramento | CSUS · College of Business Administration

The impacts of COVID-19 on workers and workplaces across the globe have been dramatic. This broad review of prior research rooted in work and organizational psychology, and related fields, is intended to make sense of the implications for employees, teams, and work organizations. This review and preview of relevant literatures focuses on (a) emerge...

COVID-19’s impacts on workers and workplaces across the globe have been dramatic. We present a broad review of prior research rooted in work and organizational psychology, and related fields, for making sense of the implications for employees, teams, and work organizations. Our review and preview of relevant literatures focuses on: (i) emerging cha...

In this study we explored how the salience of work and family roles relate to work-family conflict and whether and how these relationships differ for men and women. Conducting latent class cluster analysis in a sample of 251 working professionals across three organizations, we identified four profiles of employees who differed on relative salience...

This research investigates the link between workplace loneliness and job performance. Integrating the regulatory loop model of loneliness and the affect theory of social exchange, we develop a model of workplace loneliness. We focus on the central role of affiliation in explaining the loneliness–performance relationship, predicting that despite lon...

This study explores the activation dimension of affect in organizations by focusing on both individual employees and their work climate. Drawing on affect research and demands-abilities fit perspective, I have developed a model predicting that climate-level activation would deplete employees' emotional resources and trait-level action would functio...

Purpose – The purpose of this paper is to analyze the moderating roles of future job expectations and efficacy beliefs in employees’ responses to unmet job expectations, i.e. emotional exhaustion, job satisfaction, and turnover intention. It also investigates whether and how work experience influences the interactive effects of unmet job expectatio...

This study aims to analyze the moderating role of problem-focused coping style in the relationship between trait anger and employees’ withdrawal and taking-charge behaviors. Our sample included 254 employees from two middle-sized organizations, i.e. a medical facility and a financial company, in Northern California. To reduce the common-source and...

This panel symposium aims to bring filmmaking into our attention as a possible domain to explore alternative approaches to integrate emotions and leadership theories, from the lenses of both pedagogy and research. The symposium will take place in a “film festival” format, utilizing a sample of film-projects created by students, who wrote and produc...

This study analyzed the moderating role of future career expectations and efficacy beliefs in employees’ responses to unmet career expectations by drawing on the premises of agentic approach in social cognitive theory. We have conducted a field study to test our hypotheses in a sample of 227 employees coming from a wide range of sectors, including...

Prior research analyzing surface acting—employees' regulation of emotional expressions—has mostly focused on the interactions between front-line employees and their customers in service industries and paid very little attention to intra-organizational relationships. With an aim to shed light on this important yet relatively unexplored area, I devel...

We studied employee loneliness, a prevalent workplace emotion that has received very little theoretical or empirical attention within the organizational behavior field. Drawing on emotion, ego depletion and social exchange theories we developed a model of workplace loneliness in which we predicted that the withdrawal responses that result from bein...

Cross-cultural interactions are inherently emotional processes because they involve a considerable amount of uncertainty and a potential for misunderstanding. This study aims to fill a gap in the literature by designing an easy-to-implement teaching module that brings emotions and emotional awareness more centrally into analysis of cross-cultural b...

Prior studies have considered surface acting by mostly focusing on employee-customer interactions. In this study, I have analyzed the antecedents and outcomes of surface acting in intra-organizational relationships. The results indicated that employees were more likely to engage in surface acting when their affective traits and personal goals were...

In this study, we explore what incites anger in business executives when making organizational decisions. In an inductive analysis of interviews with business executives about decisions where they experienced anger, six different triggers of anger – all related to behavioral-ethics issues – emerged. Two distinct attitudes toward anger – “negative”...

Purpose The purpose of this study is to investigate whether and how leadership practices that facilitate a positive emotional climate (the “PEC practices”) are related to organizational outcomes in terms of performance (increase in revenue), strategic growth, and outcome growth. Design/methodology/approach A panel study was conducted to test the h...

Emotions At Work: Theory, Research and Applications for Management, edited by Roy L. Payne and Cary L. Cooper. Chichester, John Wiley and Sons Ltd, 2006. ISBN: 0470023007

Prior research has studied emotions in organizational life mostly at the individual level, providing us with little information about their role as a contextual factor in organizations. In this study, I sought to fill this gap by developing the concept of emotional fit and investigating its psychological and behavioral outcomes. I defined emotional...

T his paper addresses the role of emotion in organizational decision making. Grounding our research in the decision process literature, we introduce the concept of "toxic decision processes": organizational decision processes that gen-erate widespread negative emotion in an organization through the recursive interplay of members' actions and negati...

Trust is critical to organizational effectiveness. Trust enhances cooperation, improves communication, facilitates citizenship behaviors, in addition to improving group and organizational performance (Davis et al. 2000; Dirks 1999; O'Reilly and Roberts 1976; Podsakoff et al. 1990). Despite the importance of trust, however, current organizational en...

This paper investigates a taken-for-granted assumption in the emotions literature that taking care of emotional needs of employees contributes to company performance. Although previous studies demonstrated the impact of emotions on individual performance, the linkages between emotions and company performance still remain to be empirically examined....

The e-commerce company has been analyzed as a distinct organizational form in terms of its higher dependence to the external environment. By taking a prospective stand, alternative ways of viewing this high dependency have been examined from the resource dependence and the population ecology perspectives. The two theories exhibit an interesting con...