Nasir, Sobia
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Name Variants
Job Title
Öğrt.Gör.
Email Address
Main Affiliation
01. Yaşar Üniversitesi
Status
Former Staff
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ORCID ID
Scopus Author ID
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WoS Researcher ID
Sustainable Development Goals
1NO POVERTY
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2ZERO HUNGER
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3GOOD HEALTH AND WELL-BEING
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4QUALITY EDUCATION
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5GENDER EQUALITY
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6CLEAN WATER AND SANITATION
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7AFFORDABLE AND CLEAN ENERGY
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8DECENT WORK AND ECONOMIC GROWTH
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9INDUSTRY, INNOVATION AND INFRASTRUCTURE
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10REDUCED INEQUALITIES
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11SUSTAINABLE CITIES AND COMMUNITIES
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12RESPONSIBLE CONSUMPTION AND PRODUCTION
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13CLIMATE ACTION
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14LIFE BELOW WATER
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15LIFE ON LAND
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16PEACE, JUSTICE AND STRONG INSTITUTIONS
2
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17PARTNERSHIPS FOR THE GOALS
1
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This researcher does not have a Scopus ID.
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Scholarly Output
4
Articles
3
Views / Downloads
0/0
Supervised MSc Theses
0
Supervised PhD Theses
0
WoS Citation Count
8
Scopus Citation Count
11
Patents
0
Projects
0
WoS Citations per Publication
2.00
Scopus Citations per Publication
2.75
Open Access Source
0
Supervised Theses
0
| Journal | Count |
|---|---|
| Current Psychology | 1 |
| Employee Responsibilities and Rights Journal | 1 |
| Journal of Organizational Change Management | 1 |
Current Page: 1 / 1
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Competency Cloud
4 results
Scholarly Output Search Results
Now showing 1 - 4 of 4
Article Citation - WoS: 2Citation - Scopus: 5The nexus of aging in family businesses Decision-making models on preferring a suitable successor(EMERALD GROUP PUBLISHING LTD, 2021) Cagri Bulut; Serpil Kahraman; Emir Ozeren; Sobia Nasir; Nasir, Sobia; Ozeren, Emir; Bulut, Cagri; Kahraman, SerpilPurpose The purpose of this paper is to elaborate on the preferences of parent founders within family businesses in selecting a suitable successor with the increase in life expectancy. Design/methodology/approach The study presents alternative decision-making preference models of a suitable succession for parent founders based on the models of microeconomic theory in the context of family businesses. Findings The theories and models of economics in the current study illustrate that the increase in the life expectancy of the parent founders with their decisions toward the preference of a suitable successor under the age constraint may restrict the sustainability of their family businesses. As a result the opportunity cost theory appears as to be at the ahead of the other theories in microeconomics in order to support the decision making of parent founders on selecting the suitable successor for the future of the family business. Research limitations/implications The paper illustrates the models on the preferences of the parent founder for the future of the family businesses with their perception toward the increase in overall life expectancy. The current study is limited to the perspectives of founder entrepreneurs toward an effective succession decision. Future research may consider the perspectives of in-family as well as non-family successors. Originality/value In the light of alternative preference decision-making models for parent founders for choosing a suitable successor under the age constraint this study will make a noteworthy contribution to the sustainable growth of their family businesses. The approach of this study through the microeconomics not only methodologically contributes to the body of knowledge in aging and employment in general but also to the intergenerational relationships of parent founders especially their succession-related plans at their early stages of career.Article Citation - WoS: 1Citation - Scopus: 2Workplace Aggression Profiles and Diverse Emotional Responses: Evidence from Pakistan(SPRINGER, 2022) Sobia Nasir; Ozge Can; Nasir, Sobia; Can, OzgeBecause of the lack of direct measurements our understanding of different forms of aggression in organizations is still very limited. As such there has been increasing calls for going beyond the existing theoretical presumptions and indirect measurements which have been dominating the research. Based on the literature on workplace aggression as well as affective events theory and stressor-emotion model we intend to identify the unique aggression profiles and to reveal what types of emotional responses they produce for the target employees. We collected data on 249 aggression incidents in Pakistan's higher education sector through survey. The results of the cluster analysis suggest five distinct types of workplace aggression which are separated by the particular aggression behaviors involved (e.g. direct-indirect verbal-physical aggression) perceived strength blame attribution third party presence and identity of the offender. Further statistical analysis indicates that target employees give different emotional responses (anger sadness embarrassment disappointment feeling insulted) to these diverse mistreatments. As a key contribution this study makes it clearer that the sources organizational processes and underlying social dynamics might vary a lot across different aggression experiences depending on what the topic is who are involved and how the targets perceive the situation. Second it presents an initial test regarding how instead of a standard emotional reaction diverse negative emotional responses accompany different aggression profiles.Conference Object Workplace aggression profiles and employee role behaviors: Mediation of multiple negative emotions(JOHN WILEY & SONS LTD, 2023) Ozge Can; Sobia Nasir; Nasir, Sobia; Can, OzgeArticle Citation - WoS: 5Citation - Scopus: 4Magnifying work outcomes: Cultural tightness-looseness ameliorates the connection of university autonomy-role ambiguity(SPRINGER, 2023) Server Sevil Akyurek; Sobia Nasir; Nadia Nasir; Shabnam Khan; Nasir, Sobia; Khan, Shabnam; Akyurek, Server Sevil; Nasir, NadiaThis study aims to stimulate extensive research to determine the role ambiguity as a mediating variable between university autonomy and its possible outcomes (Job satisfaction job performance) through conditioning influence of cultural tightness-looseness. A survey was used to gather the data from 348 (with 77% response rate of participants) respondents working at various positions (i.e. managerial and teaching etc.) in both public and private universities and tested the proposed hypotheses and model. The findings show that university autonomy significantly relates to job satisfaction rather than job performance. Results also depict that role ambiguity works as a partial mediator (in case of autonomy and job satisfaction) while as a full mediator (for autonomy and job performance) the direct association of university autonomy and job performance are not found. This study develops theoretical knowledge about university autonomy and job outcomes through the moderated mediation of culture tightness-looseness and role ambiguity in the context of Pakistani universities. As an important dimension of culture CTL is an amount the strength of social standards in a civilization and the degree to which deviations from these norms are tolerated. This study also explores the key mechanism of submissively holding back of the relevant thoughts by which role ambiguity hampers job performance and satisfaction. Thus the ways to control this process through encouraging the staff receptive attention and the awareness of current experiences have also been discussed.
