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    An Investigation of the Effects of Open Leadership to Organizational Innovativeness and Corporate Entrepreneurship
    (Elsevier Science Bv, 2015) Uslu, Tuna; Bulbul, Idil Ayca; Cubuk, Duygu
    Studies on different leadership styles have a long history in the field of industrial psychology and organizational research. Being one of the determinants of how things work in the organization, different leadership styles such as transactional, transformational, authentic or paternalistic leadership have different effects on organizational outcomes. Specifically, in small enterprises, the leadership style of company owner has a direct effect on employee attitudes. On the other hand, with the widespread increase in the use of different communication channels and in the ease of access to information, the information age has brought its own leadership requirements. The present study is designed to assess the effects of leadership on organizational performance through the mediation of knowledge management by comparing open leadership with other approaches to leadership. Adopting a survey methodology, data from a total of 422 participants were gathered through convenience sampling. It is apparent that open leadership is an approach that supports entrepreneurship and innovativeness, yet not so frequently observed in Turkey, compared to other leadership styles. The results are elaborated in the discussion section and several propositions are put forward in order to support open leadership with the aim of disseminating a culture of entrepreneurship in organizations. (C) 2015 Published by Elsevier Ltd.
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    The effects of knowledge management and self-organization on organizational creativity: The mediating roles of corporate innovativeness and organizational communication
    (Ardabil Industrial Management Inst, 2015) Uslu, Tuna; Cubuk, Duygu
    Creativity and innovation are very important to achieve successful performance results in the organizations. Even there is a common view about the effects of the environment to increase creativity; there are limited studies about the institutions how to use corporate tools for this purpose. This study aims to determine the factors behind organizational creativity and evaluate the effects of these factors on organizational creativity within a model demonstrating structural relations. The rapid development of information and communication technologies have been changing the organizational structure, business and work methods, manager and employee profile, and in general work life, and have been bringing out new models particularly in communication in inside and outside the organization. Institutions aim to strengthen their employees with a positive approach by infusing them with concepts such as creativity, and flexibility and supporting them. In this study we examine the effects of these organizational predictors like knowledge management and self-organization on the employee creativity through innovativeness and communication. In our survey we used questionnaire method to the convenient sampled 227 employees in Turkey. Factor analysis towards findings and progressive intermediary variable tests are carried out by verifying different models. It was found that knowledge management and self-organization are effective on organizational creativity, but the most important factor determining organizational creativity is organizational communication followed by corporate innovativeness. We suggest the managers, in order to increase organizational creativity in their institutions; they should use knowledge management and corporate innovativeness effectively, so they can increase the efficiency of organizational communication. (C) AIMI Journals