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THE EFFECT OF POWER DISTANCE AND WORKPLACE HAPPINESS ON JOB PERFORMANCE: A STUDY ON BANK EMPLOYEES

Year 2025, Volume: 6 Issue: 1, 115 - 128, 30.06.2025

Hüseyin Çiçeklioğlu , Ayşe Meriç Yazıcı , Mesut Öztırak , Gökçe Akdemir Ömür

Abstract

This study aims to examine the effects of power distance perception and happiness at work on job performance in the universe of bank employees on the European Side of Istanbul. The study was conducted with a questionnaire method for 256 bank employees in the European Side of Istanbul. Power distance perception, happiness at work and job performance variables were analysed by correlation, stepwise regression and multiple regression analyses using SPSS 21.0 software. As a result of correlation analyses, it was revealed that power distance perception has negative and significant relationships with happiness at work and job performance. In environments where power distance is high, employees' happiness at work and job performance are low. In addition, a positive relationship was found between happiness at work and job performance, and it was observed that when happiness at work increases, job performance also increases, and it was determined that happiness at work eliminates the negative effects of power distance. According to the stepwise regression analysis, the effect of power distance perception on job performance was found significant. When the happiness at work variable was added, the explanatory power of the model increased to 46% and 17% of the variance in job performance was explained. As happiness at work increased, the negative effect of power distance disappeared and both power distance and happiness at work showed positive effects on job performance. It is recommended that managers should encourage low power distance perception and develop strategies to increase employee happiness. This will contribute to employees to work more efficiently and increase overall job performance.

Keywords

Power Distance Happiness at Work Job Performance Bank Employees

References

  • Abualoush, S., Bataineh, K., & Alrowwad, A. (2018). The Rle of Knowledge Management Process and Intellectual Capital as Intermediary Variables between Knowledge Management Infrastructure and Organization Performance. Interdisciplinary Journal of Information, Knowledge, and Management, 13, pp. 279-309. https://doi.org/10.28945/4088
  • Abraham, S. (2017). Work-Life Balance and Job Satisfaction: A Study of Healthcare Workers. Journal of Health Management, 19(4), pp. 540-550. https://doi.org/10.1177/0972063417721781
  • Alparslan, A. (2016). The Impact of Organizational Citizenship Behavior on Job Satisfaction and Organizational Commitment. Business and Economics Research Journal, 7(2), pp. 125-138. https://doi.org/10.20409/berj.2016.472
  • Anitha, J.(2014). Determinants of Employee Engagement and Their Impact on Employee Performance. International Journal of Productivity and Performance Management, 63(3), pp. 308-323. https://doi.org/10.1108/IJPPM-01-2013-0008
  • Bataineh, K. (2019). Impact of Work-Life Balance, Happiness at Work, on Employee Performance. International Business Research, 12(2), pp. 99-112. DOI:10.5539/IBR.V12N2P99
  • Bilginoğlu, E., & Yozgat, U. (2020). İşyerinde mutluluk ölçeği türkçe formunun geçerlilik ve güvenilirlik çalışması. Yaşar Üniversitesi E-Dergisi, 15, 201-206.
  • Brinck, K., Otten, S., & Hauff, S. (2019). High‐Performance Work Practices and Job Satisfaction: Gender’s Moderating Role. European Management Review, 16(2), pp. 333-345. https://doi.org/10.1111/emre.12348
  • Butt, A. S., Mubeen, R., & Niazi, G. (2019). The Impact of Positive Work Environment on Job Satisfaction and Organizational Commitment: An Empirical Study. Pakistan Journal of Commerce and Social Sciences, 13(1), pp. 255-273.
  • Büyüköztürk, Ş. (2011). Sosyal Bilimler İçin Veri Analizi El Kitabı. (14. Baskı), Ankara: PEGEM Akademi.
  • Campbell, J. P., McCloy, R. A., Oppler, S. H., & Sager, C. E. (1993). A Theory of Performance. In N. Schmitt, W. C.
  • Borman, & Associates (Eds.), Personnel Selection in Organizations. Jossey-Bass.
  • Cardon, M. S., & Stevens, C. E. (2004). Managing human resources in small organizations: What do we know?. Human resource management review, 14(3), 295-323. https://doi.org/10.1016/j.hrmr.2004.06.001
  • Cheong, M., Spain, Seth M., Yammarino, F. J., & Yun, S. (2016). Two Face of Empowering Leadarship: Enabling and Burdening. The leadershıp Quarterly, 27, pp. 602-616. https://doi.org/10.1016/j.leaqua.2016.01.006
  • Çalışkan, A., & Köroğlu, E. Ö. (2022). Job performance, task performance, contextual performance: development and validation of a new scale. Uluslararası İktisadi ve İdari Bilimler Dergisi, 8(2), 180-201. https://doi.org/10.29131/uiibd.1201880
  • Çiçeklioğlu, H. & Taşlıyan, H. (2020). Eğitim Kurumu Çalışanlarının Presenteeism (İşte Var Olamama) Algılarının Performanslarına Olan Etkisi ve Sosyo-Demografik Özellikler Açısından İncelenmesi, OPUS Uluslararası Toplum Araştırmaları Dergisi, 9(14), pp: 22-53
  • Çiçeklioğlu, H. (2023). Çalışanların Kontrol Odağı ve İşyerinde Erteleme (Prokrastinasyon) Davranışları Arasındaki İlişki: Bir Alan Araştırması, Sosyal, Beşeri ve İdari Bilimler Dergisi, 6(10), pp. 1348-1366.
  • Daniels, M. A., & Greguras, G. J. (2014). Exploring the Nature of Power Distance: Implications for Micro- and Macro- Level Theories, Processes, and Outcomes. Journal of Management, 40(5), pp. 1202-1229. https://doi.org/10.1177/0149206314527131
  • Demo, A. G., & Paschoal, T. (2016). Negative Affectivity and Presenteeism: The Role of Emotional Intelligence in Workplace Outcomes. Journal of Organizational Behavior, 37(3), pp. 402-419. https://doi.org/10.1002/job.2055
  • Earley, P. C., & Erez, M. (1997). The Transplanted Executive: Why You Need to Understand How Workers in Other Countries See the World Differently. New York: Oxford University Press.
  • Elkoutour, M., & El Abboub, M. (2024). A Systematic Review of Happiness at Work and Cultural Dimensions. International Journal of Accounting, Finance, Auditing, Management and Economics, 5(9), pp. 92-120. https://doi.org/10.5281/zenodo.13622993
  • Eylon, D., & Au, K. (1999) . Exploring Empowerment Cross-cultural Differences along the Power Distance Dimension. International Journal of Intercultural Relations, 23(3), pp. 373- 385. https://doi.org/10.1016/S0147-1767(99)00002-4
  • Farh, J. L., Hackett, R. D., & Liang, J. (2007). Individual-Level Cultural Values as Moderators of Perceived Organizational Support–Employee Outcome Relationships in China: Comparing the Effects of Power Distance and Traditionality. Academy of Management Journal, 50(3), pp. 715-729. https://doi.org/10.5465/amj.2007.25530866.
  • Field, A. L., & Buitendach, J. H. (2011). The Relationship between Employee Engagement and Job Satisfaction: A South African Perspective. South African Journal of Business Management, 42(4), pp. 19-27. https://doi.org/10.4102/sajbm.v42i4.69
  • Fisher, C. D. (2010). Happiness at Work. International Journal of Management Reviews, 12(4), pp. 384-412.
  • Fulford, M. D., & Enz, C. A. (1995). The Impact of Empowerment on Service Employees. Journal of Managerial Issues, 7(2), pp. 161-175. https://www.jstor.org/stable/40604059
  • Hoang, H. (2008). Culture and Management: A study of Vietnamese Cultural Influences on Managment Style. Capella University April.
  • Hofstede, G. (1980). Culture's Consequences: International Differences in Work-related Values, Beverly Hills, CA : Sage .
  • Hofstede, G. (1984). Culture's Consequences: International Differences in Work-Related Values. Beverly Hills, CA: Sage Publications.
  • Hofstede, G. (2001). Culture Consequences, Comparing Values, Behaviors, Institutions, and Organizations Across Nations. Thousand Oaks, CA: Sage Publications.
  • House, R. J., Hanges, P. J., Javidan, M., Dorfman, P. W., & Gupta, V. (2004). Culture, Leadership, and Organizations: The GLOBE Study of 62 Societies. Sage.
  • Hsieh, H. (2010). The Relationship between Employee Happiness and Job Performance in the Workplace: A Research Overview. Journal of Organizational Psychology, 13(2), pp. 45-56. https://doi.org/10.1037/0033-2909.112.3.429
  • Hui, M. K., Au, K., & Fock, H. (2004). Empowerment Effects Across Cultures. Journal of International Business Studies, 35(1), pp. 46-60. DOI:10.1057/palgrave.jibs.8400067
  • Inderyas, S., Khattak, K., Raza, A. A., Hassan, Z., & Mohammad, A. N. (2015). The Moderating Role of Power Distance on the Relationship between Leadership Styles and Employees Job Performance on Public Health Care Sector of Pakistan. International Journal of Scientific and Research Publications, 5(1), pp. 1-8.
  • Jain, S. S., & Jain, S. P. (2018). Power distance belief and preference for transparency. Journal of Business Research, 89, 135-142. https://doi.org/10.1016/j.jbusres.2018.04.016
  • Javidan, M., Dorfman, P. W., De Luque, M. S., & House, R. J. (2006). In the Eye of the Beholder: Cross-Cultural Lessons in Leadership from Project GLOBE. Academy of Management Perspectives, 20(1), pp. 67-90. https://doi.org/10.5465/amp.2006.19873410
  • Jha, I. N., Pal, D., & Sarkar, S. (2024). Unlocking the Secret to Happiness at Work: The Power of Inclusive Leadership, Organizational Justice and Workplace Inclusion. Journal of Management Development, 43(2), pp. 200-221. https://doi.org/10.1108/JMD-04-2023-0136
  • Joo, B. K. B., & Lee, I. (2017). Organizational Commitment and Job Satisfaction As Predictors of Employee Outcomes in the Service Industry: A Study of Hotel Employees. Journal of Hospitality & Tourism Research, 41(5), pp. 582–606. https://doi.org/10.1177/1096348014534291
  • Joo, B. K., & Lee, I. (2017). Job Satisfaction and Organizational Commitment: A Meta-Analysis. Journal of Applied Psychology, 102(5), pp. 872-880. https://doi.org/10.1037/apl0000146
  • Karaşin, Y., & Öztırak, M. (2023). Çalışanların Kariyer Adanmışlığının Öznel İyi Oluşları Üzerindeki Etkisinin İncelenmesi: Sağlık Sektöründe Bir Uygulama. Journal of Healthcare Management and Leadership, 1, pp. 46-56. https://doi.org/10.35345/johmal.1252034
  • Lifang, Z., & Ali, D. A. ( 2024). Research on High Performance Management System and Employee Happiness Based on The Mediating Role of Self-Efficacy. Journal of Human Resource Development, 6(2), pp. 1-7. DOI: 10.23977/jhrd.2024.060201
  • Oswald, A. J., Proto, E., & Sgroi, D. (2015) Happiness and Productivity. Journal of Labor Economics, 33(4), pp. 789-822. DOI: 10.1086/681096
  • Palihakkara, S., & Weerakkody, V. (2019). The Relationship between Organizational Citizenship Behavior and Employee Job Satisfaction in a Service-Oriented Organization. International Journal of Public Administration, 42(10), pp. 857-870. https://doi.org/10.1080/01900692.2018.1474827
  • Robert, C., Probst, T. M., Martocchio, J. J., Drasgow, F., & Lawler, J. J. (2000). Empowerment and Continuous Improvement in the United States, Mexico, Poland, and India: Predicting Fit on the Basis of the Dimensions of Power Distance and Individualism. Journal of Applied Psychology, 85(5), pp. 643-658. https://doi.org/10.1037/0021-9010.85.5.643
  • Salas-Vallina, A., Alegre, J., & Fernandez, R. (2017). Organizational Citizenship Behavior, Work Engagement and Job Satisfaction: A Study of Their İnterrelationship in A Service Context. Service Industries Journal, 37(11), pp. 703-724. https://doi.org/10.1080/02642069.2017.1322084
  • Sandrick, K. (2003). Putting the emphasis on employees. Trustee. The Journal for Hospital Governing Boards, 56(1), pp. 6-10.
  • Sarwar,N., Bung, P., Shaikh, M., Jaiswal, R., Malla, M. & Malla, R. (2023). A Study on Factors Influencing Workplace Happiness and Its Relationship with Job Satisfaction, Employee Retention and Work Performance. Journal of Informatics Education and Research, 3(2), pp. 3005-3021. https://doi.org/10.52783/jier.v3i2.556.
  • Shakibaei, Z., Khalkhali, A., & Nezgad, S. S. (2012). Relationship between Organizational Culture Type and Empowering Staff in Manufacturing Companies of Iran. Social and Behavioral Sciences, 46, pp. 2886-2889.
  • Sigler, T. H., & Pearson, C. M. (2000). Creating an Empowering Culture: Examining The Relationship Between Organizational Culture and Perceptions of Empowerment. Journal of quality management, 5(1), pp. 27-52.
  • Singh, A., & Banerji, R. (2022). Happiness at Work, Organization Citizenship Behaviour and Workplace Diversity: A Study on Indian Private Sector Bank Employees. Industrial and Commercial Training, 54(3), pp. 460-475, doi: 10.1108/ICT-05-2021-0037.
  • Vidyarthi, P. R., Anand, S., & Liden, R. C. (2014). Do Emotionally Perceptive Leaders Motivate Higher Employee Performance? The Moderating Role of Task Interdependence and Power Distance. The Leadership Quarterly, 25(2), pp. 232-244. https://doi.org/10.1016/j.leaqua.2013.08.003
  • Wu, P-C., & Chaturvedi, S. (2009). The Role of Procedural Justice and Power Distance in the Relationship Between High Performance Work Systems and Employee Attitudes: A Multilevel Perspective. Journal of Management, 35(5), pp. 1228-1247. https://doi.org/10.1177/0149206308331097
  • Yoon, J. (2001). The Role of Structure and Motivation for Workplace Empowerment: The Case of Korean Employees. Social Psychology Quarterly, 64(2), pp. 195-206. https://doi.org/10.2307/3090133
  • Zhang, Y., & Begley, T. M. (2011). Power Distance and Its Moderating Impact on Empowerment and Team Participation. The International Journal of Human Resource Management, 22(11), pp. 3601-3617. https://doi.org/10.1080/09585192.2011.560877
  • Zhang, W., Zeng, X., Liang, H., Xue, Y., & Cao, X. (2023). Understanding how organizational culture affects innovation performance: A management context perspective. Sustainability, 15(8), 6644. https://doi.org/10.3390/su15086644

THE EFFECT OF POWER DISTANCE AND WORKPLACE HAPPINESS ON JOB PERFORMANCE: A STUDY ON BANK EMPLOYEES

Year 2025, Volume: 6 Issue: 1, 115 - 128, 30.06.2025

Hüseyin Çiçeklioğlu , Ayşe Meriç Yazıcı , Mesut Öztırak , Gökçe Akdemir Ömür

Abstract

This study aims to examine the effects of power distance perception and happiness at work on job performance in the universe of bank employees on the European Side of Istanbul. The study was conducted with a questionnaire method for 256 bank employees in the European Side of Istanbul. Power distance perception, happiness at work and job performance variables were analysed by correlation, stepwise regression and multiple regression analyses using SPSS 21.0 software. As a result of correlation analyses, it was revealed that power distance perception has negative and significant relationships with happiness at work and job performance. In environments where power distance is high, employees' happiness at work and job performance are low. In addition, a positive relationship was found between happiness at work and job performance, and it was observed that when happiness at work increases, job performance also increases, and it was determined that happiness at work eliminates the negative effects of power distance. According to the stepwise regression analysis, the effect of power distance perception on job performance was found significant. When the happiness at work variable was added, the explanatory power of the model increased to 46% and 17% of the variance in job performance was explained. As happiness at work increased, the negative effect of power distance disappeared and both power distance and happiness at work showed positive effects on job performance. It is recommended that managers should encourage low power distance perception and develop strategies to increase employee happiness. This will contribute to employees to work more efficiently and increase overall job performance.

Keywords

power distance workplace hapiness job performance bank employees

References

  • Abualoush, S., Bataineh, K., & Alrowwad, A. (2018). The Rle of Knowledge Management Process and Intellectual Capital as Intermediary Variables between Knowledge Management Infrastructure and Organization Performance. Interdisciplinary Journal of Information, Knowledge, and Management, 13, pp. 279-309. https://doi.org/10.28945/4088
  • Abraham, S. (2017). Work-Life Balance and Job Satisfaction: A Study of Healthcare Workers. Journal of Health Management, 19(4), pp. 540-550. https://doi.org/10.1177/0972063417721781
  • Alparslan, A. (2016). The Impact of Organizational Citizenship Behavior on Job Satisfaction and Organizational Commitment. Business and Economics Research Journal, 7(2), pp. 125-138. https://doi.org/10.20409/berj.2016.472
  • Anitha, J.(2014). Determinants of Employee Engagement and Their Impact on Employee Performance. International Journal of Productivity and Performance Management, 63(3), pp. 308-323. https://doi.org/10.1108/IJPPM-01-2013-0008
  • Bataineh, K. (2019). Impact of Work-Life Balance, Happiness at Work, on Employee Performance. International Business Research, 12(2), pp. 99-112. DOI:10.5539/IBR.V12N2P99
  • Bilginoğlu, E., & Yozgat, U. (2020). İşyerinde mutluluk ölçeği türkçe formunun geçerlilik ve güvenilirlik çalışması. Yaşar Üniversitesi E-Dergisi, 15, 201-206.
  • Brinck, K., Otten, S., & Hauff, S. (2019). High‐Performance Work Practices and Job Satisfaction: Gender’s Moderating Role. European Management Review, 16(2), pp. 333-345. https://doi.org/10.1111/emre.12348
  • Butt, A. S., Mubeen, R., & Niazi, G. (2019). The Impact of Positive Work Environment on Job Satisfaction and Organizational Commitment: An Empirical Study. Pakistan Journal of Commerce and Social Sciences, 13(1), pp. 255-273.
  • Büyüköztürk, Ş. (2011). Sosyal Bilimler İçin Veri Analizi El Kitabı. (14. Baskı), Ankara: PEGEM Akademi.
  • Campbell, J. P., McCloy, R. A., Oppler, S. H., & Sager, C. E. (1993). A Theory of Performance. In N. Schmitt, W. C.
  • Borman, & Associates (Eds.), Personnel Selection in Organizations. Jossey-Bass.
  • Cardon, M. S., & Stevens, C. E. (2004). Managing human resources in small organizations: What do we know?. Human resource management review, 14(3), 295-323. https://doi.org/10.1016/j.hrmr.2004.06.001
  • Cheong, M., Spain, Seth M., Yammarino, F. J., & Yun, S. (2016). Two Face of Empowering Leadarship: Enabling and Burdening. The leadershıp Quarterly, 27, pp. 602-616. https://doi.org/10.1016/j.leaqua.2016.01.006
  • Çalışkan, A., & Köroğlu, E. Ö. (2022). Job performance, task performance, contextual performance: development and validation of a new scale. Uluslararası İktisadi ve İdari Bilimler Dergisi, 8(2), 180-201. https://doi.org/10.29131/uiibd.1201880
  • Çiçeklioğlu, H. & Taşlıyan, H. (2020). Eğitim Kurumu Çalışanlarının Presenteeism (İşte Var Olamama) Algılarının Performanslarına Olan Etkisi ve Sosyo-Demografik Özellikler Açısından İncelenmesi, OPUS Uluslararası Toplum Araştırmaları Dergisi, 9(14), pp: 22-53
  • Çiçeklioğlu, H. (2023). Çalışanların Kontrol Odağı ve İşyerinde Erteleme (Prokrastinasyon) Davranışları Arasındaki İlişki: Bir Alan Araştırması, Sosyal, Beşeri ve İdari Bilimler Dergisi, 6(10), pp. 1348-1366.
  • Daniels, M. A., & Greguras, G. J. (2014). Exploring the Nature of Power Distance: Implications for Micro- and Macro- Level Theories, Processes, and Outcomes. Journal of Management, 40(5), pp. 1202-1229. https://doi.org/10.1177/0149206314527131
  • Demo, A. G., & Paschoal, T. (2016). Negative Affectivity and Presenteeism: The Role of Emotional Intelligence in Workplace Outcomes. Journal of Organizational Behavior, 37(3), pp. 402-419. https://doi.org/10.1002/job.2055
  • Earley, P. C., & Erez, M. (1997). The Transplanted Executive: Why You Need to Understand How Workers in Other Countries See the World Differently. New York: Oxford University Press.
  • Elkoutour, M., & El Abboub, M. (2024). A Systematic Review of Happiness at Work and Cultural Dimensions. International Journal of Accounting, Finance, Auditing, Management and Economics, 5(9), pp. 92-120. https://doi.org/10.5281/zenodo.13622993
  • Eylon, D., & Au, K. (1999) . Exploring Empowerment Cross-cultural Differences along the Power Distance Dimension. International Journal of Intercultural Relations, 23(3), pp. 373- 385. https://doi.org/10.1016/S0147-1767(99)00002-4
  • Farh, J. L., Hackett, R. D., & Liang, J. (2007). Individual-Level Cultural Values as Moderators of Perceived Organizational Support–Employee Outcome Relationships in China: Comparing the Effects of Power Distance and Traditionality. Academy of Management Journal, 50(3), pp. 715-729. https://doi.org/10.5465/amj.2007.25530866.
  • Field, A. L., & Buitendach, J. H. (2011). The Relationship between Employee Engagement and Job Satisfaction: A South African Perspective. South African Journal of Business Management, 42(4), pp. 19-27. https://doi.org/10.4102/sajbm.v42i4.69
  • Fisher, C. D. (2010). Happiness at Work. International Journal of Management Reviews, 12(4), pp. 384-412.
  • Fulford, M. D., & Enz, C. A. (1995). The Impact of Empowerment on Service Employees. Journal of Managerial Issues, 7(2), pp. 161-175. https://www.jstor.org/stable/40604059
  • Hoang, H. (2008). Culture and Management: A study of Vietnamese Cultural Influences on Managment Style. Capella University April.
  • Hofstede, G. (1980). Culture's Consequences: International Differences in Work-related Values, Beverly Hills, CA : Sage .
  • Hofstede, G. (1984). Culture's Consequences: International Differences in Work-Related Values. Beverly Hills, CA: Sage Publications.
  • Hofstede, G. (2001). Culture Consequences, Comparing Values, Behaviors, Institutions, and Organizations Across Nations. Thousand Oaks, CA: Sage Publications.
  • House, R. J., Hanges, P. J., Javidan, M., Dorfman, P. W., & Gupta, V. (2004). Culture, Leadership, and Organizations: The GLOBE Study of 62 Societies. Sage.
  • Hsieh, H. (2010). The Relationship between Employee Happiness and Job Performance in the Workplace: A Research Overview. Journal of Organizational Psychology, 13(2), pp. 45-56. https://doi.org/10.1037/0033-2909.112.3.429
  • Hui, M. K., Au, K., & Fock, H. (2004). Empowerment Effects Across Cultures. Journal of International Business Studies, 35(1), pp. 46-60. DOI:10.1057/palgrave.jibs.8400067
  • Inderyas, S., Khattak, K., Raza, A. A., Hassan, Z., & Mohammad, A. N. (2015). The Moderating Role of Power Distance on the Relationship between Leadership Styles and Employees Job Performance on Public Health Care Sector of Pakistan. International Journal of Scientific and Research Publications, 5(1), pp. 1-8.
  • Jain, S. S., & Jain, S. P. (2018). Power distance belief and preference for transparency. Journal of Business Research, 89, 135-142. https://doi.org/10.1016/j.jbusres.2018.04.016
  • Javidan, M., Dorfman, P. W., De Luque, M. S., & House, R. J. (2006). In the Eye of the Beholder: Cross-Cultural Lessons in Leadership from Project GLOBE. Academy of Management Perspectives, 20(1), pp. 67-90. https://doi.org/10.5465/amp.2006.19873410
  • Jha, I. N., Pal, D., & Sarkar, S. (2024). Unlocking the Secret to Happiness at Work: The Power of Inclusive Leadership, Organizational Justice and Workplace Inclusion. Journal of Management Development, 43(2), pp. 200-221. https://doi.org/10.1108/JMD-04-2023-0136
  • Joo, B. K. B., & Lee, I. (2017). Organizational Commitment and Job Satisfaction As Predictors of Employee Outcomes in the Service Industry: A Study of Hotel Employees. Journal of Hospitality & Tourism Research, 41(5), pp. 582–606. https://doi.org/10.1177/1096348014534291
  • Joo, B. K., & Lee, I. (2017). Job Satisfaction and Organizational Commitment: A Meta-Analysis. Journal of Applied Psychology, 102(5), pp. 872-880. https://doi.org/10.1037/apl0000146
  • Karaşin, Y., & Öztırak, M. (2023). Çalışanların Kariyer Adanmışlığının Öznel İyi Oluşları Üzerindeki Etkisinin İncelenmesi: Sağlık Sektöründe Bir Uygulama. Journal of Healthcare Management and Leadership, 1, pp. 46-56. https://doi.org/10.35345/johmal.1252034
  • Lifang, Z., & Ali, D. A. ( 2024). Research on High Performance Management System and Employee Happiness Based on The Mediating Role of Self-Efficacy. Journal of Human Resource Development, 6(2), pp. 1-7. DOI: 10.23977/jhrd.2024.060201
  • Oswald, A. J., Proto, E., & Sgroi, D. (2015) Happiness and Productivity. Journal of Labor Economics, 33(4), pp. 789-822. DOI: 10.1086/681096
  • Palihakkara, S., & Weerakkody, V. (2019). The Relationship between Organizational Citizenship Behavior and Employee Job Satisfaction in a Service-Oriented Organization. International Journal of Public Administration, 42(10), pp. 857-870. https://doi.org/10.1080/01900692.2018.1474827
  • Robert, C., Probst, T. M., Martocchio, J. J., Drasgow, F., & Lawler, J. J. (2000). Empowerment and Continuous Improvement in the United States, Mexico, Poland, and India: Predicting Fit on the Basis of the Dimensions of Power Distance and Individualism. Journal of Applied Psychology, 85(5), pp. 643-658. https://doi.org/10.1037/0021-9010.85.5.643
  • Salas-Vallina, A., Alegre, J., & Fernandez, R. (2017). Organizational Citizenship Behavior, Work Engagement and Job Satisfaction: A Study of Their İnterrelationship in A Service Context. Service Industries Journal, 37(11), pp. 703-724. https://doi.org/10.1080/02642069.2017.1322084
  • Sandrick, K. (2003). Putting the emphasis on employees. Trustee. The Journal for Hospital Governing Boards, 56(1), pp. 6-10.
  • Sarwar,N., Bung, P., Shaikh, M., Jaiswal, R., Malla, M. & Malla, R. (2023). A Study on Factors Influencing Workplace Happiness and Its Relationship with Job Satisfaction, Employee Retention and Work Performance. Journal of Informatics Education and Research, 3(2), pp. 3005-3021. https://doi.org/10.52783/jier.v3i2.556.
  • Shakibaei, Z., Khalkhali, A., & Nezgad, S. S. (2012). Relationship between Organizational Culture Type and Empowering Staff in Manufacturing Companies of Iran. Social and Behavioral Sciences, 46, pp. 2886-2889.
  • Sigler, T. H., & Pearson, C. M. (2000). Creating an Empowering Culture: Examining The Relationship Between Organizational Culture and Perceptions of Empowerment. Journal of quality management, 5(1), pp. 27-52.
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There are 54 citations in total.

Details

Primary Language Turkish
Subjects Strategy
Journal Section Research Articles
Authors

Hüseyin Çiçeklioğlu 0000-0003-3922-6755

Ayşe Meriç Yazıcı 0000-0001-6769-2599

Mesut Öztırak 0000-0003-4828-7293

Gökçe Akdemir Ömür 0000-0002-5327-8474

Publication Date June 30, 2025
Submission Date May 16, 2025
Acceptance Date June 27, 2025
Published in Issue Year 2025 Volume: 6 Issue: 1

Cite

APA Çiçeklioğlu, H., Yazıcı, A. M., Öztırak, M., Akdemir Ömür, G. (2025). THE EFFECT OF POWER DISTANCE AND WORKPLACE HAPPINESS ON JOB PERFORMANCE: A STUDY ON BANK EMPLOYEES. Journal of Management Theory and Practices Research, 6(1), 115-128.
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