Zeynep Aycan

Koc University · Department of Psychology & Management

Norm enforcement may be important for resolving conflicts and promoting cooperation. However, little is known about how preferred responses to norm violations vary across cultures and across domains. In a preregistered study of 57 countries (using convenience samples of 22,863 students and non-students), we measured perceptions of the appropriatene...

Norm enforcement may be important for resolving conflicts and promoting cooperation. However, little is known about how preferred responses to norm violations vary across cultures and across domains. In a preregistered study of 57 countries (using convenience samples of 22,863 students and non-students), we measured perceptions of the appropriatene...

Pervasive forms of worldwide communication now connect us instantly and constantly, and yet we all too often fail to understand each other. Rather than benefiting from our globally interconnected reality, the world continues to fall back on divisiveness, a widening schism exacerbated by some of the most pronounced divisions in history along lines o...

Presents an obituary for Cigdem Kagitcibasi. Kagitcibasi is considered one of the founders of cross-cultural psychology. Her theoretical and applied research focused on human development in socio-cultural context, leading her to question the applicability of mainstream psychology to the majority (non-Western) world. Her emphasis on culture, social...

In celebration of the anniversary of the Journal of Applied Psychology (JAP), we take a hundred-year journey to examine how the science of cross-cultural industrial/organizational psychology and organizational behavior (CCIO/OB) has evolved, both in JAP and in the larger field. We review broad trends and provide illustrative examples in the theoret...

Purpose – Graduates of cross-cultural management (CCM) courses should be capable of both tackling international and cross-cultural situations and creating positive value from the diversity inherent in these situations. Such value creation is challenging because these situations are typically complex due to differences in cultural values, traditions...

Significance Stereotypes reflect a society’s inequality and conflict, providing a diagnostic map of intergroup relations. This stereotype map’s fundamental dimensions depict each group’s warmth (friendly, sincere) and competence (capable, skilled). Some societies cluster groups as high on both (positive “us”) vs. low on both (negative “them”). Othe...

Using data from 243 executives in Turkey, we investigate the relationship(s) between perceived values similarity, in-group/out-group categorisation, interpersonal effect and Host Country National (HCN) willingness to offer role information and social support to expatriates. Results of this study confirm that HCNs are more likely to offer support to...

Using data from 243 executives in Turkey, we investigate the relationship(s) between perceived values similarity, in-group/out-group categorisation, interpersonal effect and Host Country National (HCN) willingness to offer role information and social support to expatriates. Results of this study confirm that HCNs are more likely to offer support to...

This article reports the development and validation of a theory-based, short form measure of cultural intelligence (SFCQ). The SFCQ captures the original theoretical intent of a multifaceted culture general form of intelligence that is related to effective intercultural interactions. The validity of the scale is established with 3526 participants i...

Paternalistic leadership (PL), commonly practiced in collectivistic and high power distant cultures, refers to the hierarchical superior–subordinate relationship where the leader provides care, nurturance, and guidance to employees in their professional and personal lives in a parental manner, and, in exchange, expects loyalty and deference from th...

The current chapter examines the effects of gender and culture on work family conflict (WFC) and work–family enrichment (WFE). We first review the literature on WFC and WFE. We then look at the impact of different aspects of gender (including physical gender, gender-role ideology, gender egalitarianism, and gender inequality) on the work family (...

In order to contribute to the understanding of SSH research and research careers teams of researchers from 13 countries1 came together between 2011 and 2014 to collaborate on the project ‘Mapping the Population, Careers, Mobilities and Impacts of Advanced Research Degree Graduates in the Social Sciences and Humanities’ (POCARIM). Across the 13 coun...

We investigated the motivations through which paternalistic (PL), and transformational (TL) leadership styles of managers were associated with employees’ organizational citizenship behaviors (OCB). PL is common in Eastern cultures, and may be as effective as TL, which is more common in Western cultures, to elicit positive employee outcomes such as...

Paternalistic leaders provide care, nurturance, and guidance to employees in their professional and personal lives in a parental manner, and, in exchange, expect loyalty and deference from employees. This study aims at investigating how the paternalistic leadership (PL) prototype converges and diverges with prototypes of transformational, authorita...

A measure assessing host country nationals' (HCNs) perceptions of attitudes and behaviors of the expatriates (ATEX) was developed and validated in two studies. For the first study, interviews were conducted to generate items. A questionnaire involving these items was filled out by 198 HCNs and 26 items were eliminated. For the second study, 228 HCN...

The present study investigates (1) the relationship of different leadership styles (transactional, transformational, authoritarian, paternalistic) with mobbing behaviors of superiors (i.e., downward mobbing) and (2) organizational attitudes (job satisfaction, organizational commitment, turnover intention) of mobbing victims. Data were collected fro...

This study reports the development of a new instrument measuring attitudes towards women managers (ATWoM). To test its reliability and validity data were collected from 456 Turkish employees from 23 organizations. Reliability and validitiy of ATWoM's final version were also tested with a separate sample comprised 312 students enrolled in junior–sen...

The construct of cultural intelligence has recently been introduced to the management literature as an individual difference that may predict effectiveness and a variety of interpersonal behavior in the global business environment. This construct has enormous potential in helping to explain effectiveness in cross-cultural interactions. However, pro...

Anecdotal evidence abounds that conflicts between two individuals can spread across networks to involve a multitude of others. We advance a cultural transmission model of intergroup conflict where conflict contagion is seen as a consequence of universal human traits (ingroup preference, outgroup hostility; i.e. parochial altruism) which give their...

The chapter presents an overview of the cross-cultural organizational psychology literature with three specific aims: to provide future research direction based on a historical projection of the development of the field; to summarize the state-of-the-art literature in substansive areas, including recruitment and selection, nature of jobs, criteria...

The present study examined the relationship of managerial values and assumptions with performance management (PM) practices with the aim of understanding the within culture variability in the managerial implementation of PM in the context of a developing country – Turkey. The model of culture fit served as the theoretical basis of this study. Data...

With data from 33 nations, we illustrate the differences between cultures that are tight (have many strong norms and a low tolerance of deviant behavior) versus loose (have weak social norms and a high tolerance of deviant behavior). Tightness-looseness is part of a complex, loosely integrated multilevel system that comprises distal ecological and...

We conceptualize new ways to qualify what themes should dominate the future international business and management (IB/IM) research agenda by examining three questions: Whom should we ask? What should we ask, and which selection criteria should we apply? What are the contextual forces? Our main findings are the following: (1) wider perspectives from...

Co-authors (in alphabetic order) AYCAN, Z. Member of ION (International Organizations Network). ION was formed with a mission to increase the quality and impact of research on people and their effectiveness in international organizations. The network's vision is to be a catalyst for the creation and application of knowledge and understanding that p...

Professor Çiğdem Kağıtçıbaşı was a mentor and a role model to me. She has influenced my life in more than one way by being instrumental or supportive in many of my key life decisions. She was influential in my choice of cross-cultural and industrial/organizational psychology as my areas of specialization, and my recruitment to Koç University, one o...

This study aimed at testing the reliability and validity of the Turkish adaptation of the long and the short versions of the Revised Social Problem Solving Inventory (SPSI-R). Data were gathered from 648 university students. Participants fi lled in the SPSI-R, Problem Solving Inventory, Scale for Interpersonal Behavior, Beck Depression Inventory, B...

This chapter provides a review of the cross-cultural literature on the work-family interface. Work-family conflict (WFC) is a common phenomenon of modern life in many countries and cultural contexts. It provides a "cross-cultural," rather than an "international" perspective to explain variations in WFC. The cross-cultural perspective is a subdivisi...

The construct of cultural intelligence, recently introduced to the management literature, has enormous potential in helping to explain effectiveness in cross cultural interactions. However, at present, no generally accepted definition or operationalization of this nascent construct exists. In this article, we develop a conceptualization of cultural...

Background: Work-family conflict is a type of interrole conflict that occurs as a result of incompatible role pressures from the work and family domains. Work role characteristics that are associated with work demands refer to pressures arising from excessive workload and time pressures. Literature suggests that work demands such as number of hour...

This article reviews research on cross-cultural organizational behavior (OB). After a brief review of the history of cross-cultural OB, we review research on work motivation, or the factors that energize, direct, and sustain effort across cultures. We next consider the relationship between the individual and the organization, and review research on...

This study empirically examines the influence of cultural orientations on employee preferences of human resource management (HRM) policies and practices in Oman. Data were collected from 712 employees working in six large Omani organizations. The findings indicate that there is a number of differences among Omani employees regarding value orientati...

The study examines the impact of membership in business associations on managerial subcultures in Turkey. Perceptions of societal values and assumptions of top level managers regarding how to manage human resources were compared between the two groups: members of Independent Industrialists and Businessmen's Association (IIBA) and members of other b...

In this era of increased global cooperation, a growing number of negotiators conduct business in multiple countries and, therefore, need access to a systematic comparison of negotiating tendencies across a wide range of countries. Empirical work systematically comparing variations across a range of cultures is scarce. A comparative analysis of nego...

This study examined the influence of type of social contract (i.e., transactional vs. relational) on how organizations responded to financial crisis in Turkey. Moreover, it examined the role of social contracts in moderating the relationship between type of response strategies organizations used and justice perceptions of employees. Participants we...

Irritation as defined in this paper is the subjectively perceived emotional and cognitive strain in occupational contexts. The structural equivalence of the Arabic, Dutch, English, French, Italian, Russian, Spanish, Turkish, and Polish adaptations of the German Irritation Scale is examined. The Irritation Scale is recommended for application partic...

The overarching purpose of the study was to investigate the role of three types of social support (i.e., spousal, childcare, and organizational support) in relation to work–family conflict (WFC) in dual-earner families with children ages 0–6 years. The relationship of WFC to psychological well-being and well-being in the domain of family was explor...

In the face of globalization, organizations are concerned with how to design and implement HRM practices to fit the global as well as the local context. Based on a thorough literature review, the paper presents a systematic review of literature on cultural as well as institutional/structural contingencies influencing HRM practices in six key areas:...

This study explores the factors that influence women's career advancement in Turkey. Despite the fact that women are well represented in scientific and professional jobs, they occupy only 4 per cent of top management positions in Turkey. This paper reports the results of two studies. The first study aimed at investigating the socio-cultural context...

This study explored the factors that influenced Turkish university students' career choices, job selection criteria, and leadership preferences. Participated in this study were 1,213 senior and junior management students from 17 universities across 6 regions of Turkey. Data collection was accomplished through a self-administered four-part questionn...

Despite considerable awareness about various forms and meanings of participative decision-making (PDM) in different parts of the world, there is less agreement on the causes of variation in PDM. This article argues that among other exogenous (e.g. sociopolitical, legal, historical) forces, the sociocultural context plays an important role in the ob...

Leadership and teamwork are the key factors contributing to organizational effectiveness if their attributes fit to the socio-cultural context. In this reading, the leadership and teamwork process are described in Developing countries (DCs). Developing countries, which comprise of 80 % of the world's population, are diverse in many ways. However, t...

This study aims at investigating the effectiveness criteria as well as individual- and organizational-level factors that influence training effectiveness. Retrospective data were collected from 171 private sector business organization participants via surveys in a cross-sectional study. Participants were asked to indicate the level of effectiveness...

In Turkey’s dynamic economy, HRM is recognized as one of the most important tools in maintaining organizational effectiveness and competitiveness. However, there are a number of barriers to the design and implementation of effective systems. The first part discusses the ways in which environmental forces influence HRM practices. In the second part,...

Le Mode`le de Culture Fit explique la manie`re dont l’environnement socio-culturel influence la culture interne au travail et les pratiques de la direction des ressources humaines. Ce mode`le a e´te´ teste´ sur 2003 salarie´s d’entreprises prive´es dans 10 pays. Les participants ont rempli un questionnaire de 57 items, destine´ a` mesurer les perce...

This article aims at critically evaluating the theory and scope of cross-cultural industrial and organizational (I/O) research, emphasizing its past and its future. In the theory section, the author discusses the ways sociocultural context influences organizational phenomena. Also discussed are issues such as the level of theory, assumption of line...

The Model of Culture Fit postulates that the sociocultural environment affects the internal work culture, which in turn influences human resource management practices. This model was tested by two independent cross-cultural studies comparing Indian and Canadian managers and employees. In assessing sociocultural environment and internal work culture...

This paper emphasizes the need to understand the precise way in which culture influences the effectiveness of the organisation's human resource management (HRM) practices. For this purpose, it first describes the findings of a series of conceptual and empirical studies that explain why a set of HRM practices might be effective in one societal cultu...

In this study, unemployment and economic integration, which are among the most important topics of industrial and organizational psychology, were examined in relation to acculturation. Participants were 110 Turkish immigrants to Canada. Despite high educational attainments, two-thirds of the sample were either unemployed or underemployed. There wer...

Explored the process of acculturation in the Indo-Canadian family. 330 30–65 yr olds parents' acculturation attitudes were examined in relation to their 228 11–21 yr old children's attitudes and behavior problems. This study had 3 objectives. First, it aimed to develop reliable and valid measures of acculturation attitudes and beliefs for the sampl...

The paper presents a model of culture-fit to understand human resource management (HRM) practices in both the developed and the developing countries. The model postulates that (a) socio-cultural values and enterprise environment affect the internal work culture of organizations which in turn influence managerial practices, and (b) organizations in...

A process model of expatriate acculturation in proposed in this chapter. Acculturation process is examined in 4 distinct phases: pre-departure preparation, post-arrival initial contact, appraisal and coping, and psychological and adjustment outcomes. Adjustment is conceptualized as the degree of fit between the expatriate manager and the environmen...

A conceptual model is proposed that identifies critical antecedents of expatriate adjustment. Adjustment is conceptualized as the degree of fit between the expatriate manager and the environment, both work and socio-cultural. Adjustment is marked by both reduced conflict and increased effectiveness. As a multidimensional phenomenon, expatriate adju...

This study examines the differences between the internal work culture of public and private sector organisations in India. 7be model of culture fit was utilised to explain the ways in which the external sociocultural environment and enterprise variables influence the internal work culture which, in turn, has an impact on human resource management p...

Examined the process of acculturation with a specific emphasis on the impact of economic integration on psychological well-being and adaptation. 110 Turkish immigrants (aged 20–70 yrs) living in Montreal were surveyed through questionnaires. Despite high educational attainments, two-thirds of the sample were either unemployed or underemployed. Inab...

This chapter aims at critically evaluating the theory, methodology and scope of cross-cultural industrial and organizational psychology (I/O) research in the past twenty years with a specific emphasis on future directions for the field. In the theory section, we discuss the extent to which and the ways in which the sociocultural context influences...