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Can Biçer

Karabuk University, Safranbolu Vocational School, Faculty Member

Karabuk University, Business Administration, Faculty Member

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I work as a full-time Associate Professor at Safranbolu Vocational School at Karabuk University in Safranbolu-KARABUK. I am also head of Department of Travel - Tourism and Recreation Services. I have got a PhD degree in Business Administration. I study on identifying and resolving workplace issues at both the individual and organizational level, plus focusing on individual, group and organizational dynamics and using that research to identify solutions to problems that improve the well-being and performance of an organization and its employees. I am also interested in leadership and human behaviour in the workplace, workplace friendships, and optimizing the quality of work life.
Address: Karabük University, Safranbolu Vocational School, Safranbolu, KARABUK; TURKIYE

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Papers by Can Biçer

Avoiding Halo Effect in Employee Selection: Implementing Effective Techniques in Hiring

Fiscaoeconomia, May 28, 2022

The aim of this conceptual paper is to explore the issues affecting the importance of employee se... more The aim of this conceptual paper is to explore the issues affecting the importance of employee selection processes within the “Halo Effect” context. It’s so obvious that employee selection process will determine the quality of new hires and organizational success, or failure and it is also dependent on the talent pool of the candidates. First, if a total and exact image of a job isn’t developed beforehand, it will be so complex to choose and hire excellent employees. Therefore, if the modern and scientific principles in employee selection applied and the employee selection procedures are properly designed, it can save organizations a lot of money. However, differentiating between applicants to identify and hire those with a greater likelihood of success in a job by avoiding halo effect is very important for organizations for both in daily operations and organizational long-term success. In sum, in this paper, the process of employee selection will be outlined, effective interviewing and recruiting techniques and choosing the right candidate for the vacant job will be discussed.

The Icarus Paradox in Management: How to Be a Well-Balanced Leader?

Nevşehir Hacı Bektaş Veli Üniversitesi SBE Dergisi

Endüstri 4.0, Üretim ve Örgütlerin Yönetim Süreçlerinde Yenilikler

Iksad Publications, 2019

Dünyada, özellikle 2010’lu yıllardan itibaren, bilgi ve iletişim teknolojilerde çok hızlı gelişme... more Dünyada, özellikle 2010’lu yıllardan itibaren, bilgi ve iletişim teknolojilerde çok hızlı gelişmeler meydana gelmiştir. 2020’li yıllara geldiğimiz şu günlerde, robotlar hizmet sektöründe kullanılmaya başlanmış, insansız hava ve yer araçları yalnızca askeri amaçlarla değil, aynı zamanda organ nakillerinde, ihtiyaç sahiplerine, istenilen yere hızlı ve güvenli bir şekilde ulaştırmak için, hatta kargo dağıtımı ve yemek siparişlerinde bile kullanılmaya başlanmıştır.Bunlara ek olarak, daha çevre dostu ve sürdürülebilir enerji kaynakları arayışları artmış, petrol tabanlı yakıt tüketen araçların üretimine son verilmeye başlanmış, elektrikli veya hidrojen yakıt tüketen, sürücüsüz araçlar fikri uygulamaya geçmiştir. Kısaca, Endüstri 4.0, yüksek teknolojik cihazların üretim Süreçleriyle etkin bir şekilde bir araya getirilip imalat sisteminin Baştan başa yenilenmesi anlamına gelmektedir ve akıllı cihazların kullanımı ile birlikte çok daha hızlı kablosuz veri transferi ve hızlı veri erişimi Endüstri 4.0’ın vazgeçilmez unsurları olacaktır.

Is Overlooking Workplace Incivility Just Like Experiencing “Boiling Frog Syndrome”? Uncivil Behaviors at Workplace and Their Major Negative Consequences and How to Reduce Their Negative Outcomes

Ömer Halisdemir Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 2020

Is overlooking workplace incivility just like experiencing "boiling frog syndrome"? Uncivil behav... more

Broken Windows Effect in Organizations: A Focus on Counterproductive Work Behaviors That Lead to Employee Burnout and Employee Turnover and Solutions

Istanbul University - DergiPark, Jun 14, 2022

This study mainly focuses on the employee behaviors which are dealt with the counterproductive wo... more This study mainly focuses on the employee behaviors which are dealt with the counterproductive work behavior (CWB) that jeopardizes the legitimate interests of an organization by leading to two major negative outcomes in the end, such as higher levels of employee turnover and employee burnout. CWBs not only harm the individuals in organizations or customers but also lead to huge hidden costs for the organization such as affecting the organizational and individual performance in a negative way, hampering to reach organizational goals and the loss of organizational reputation. Hence, since CWBs cover harmful behaviors that violate the norms for appropriate behavior in organizations, if they are overlooked or the necessary precautions aren't taken at the beginning, just like within the perspective of the broken windows theory, they become bigger and bigger problems that are hard to solve in organizations. To sum up, in this study, the CWBs that are the antecedents of employee burnout and employee turnover will be outlined and in the conclusion section, the solutions and the recommendations will be made in order to reduce the negative effects of CWBs in organizations.

Applying lean six sigma principles in organizations: The opportunities and barriers

Business Economics and Management Research Journal, 2022

This conceptual study initially provides a framework for lean Six Sigma principles in organizatio... more This conceptual study initially provides a framework for lean Six Sigma principles in organizations. The research objective of this study is to present the mainlines of lean Six Sigma and to comprehend the perspective of organizational theories and applications of lean Six Sigma (LSS). The pursuit of excellence, LSS, aims to eliminate waste while improving the quality of organizational processes. However, the margin between good times and bad times can usually be thin for the organizations. While the coronavirus pandemic enters its third year and thanks to record-high inflation rates throughout the world, organizations are feeling the sharp price hikes of necessities including transport, energy, and utilities that reducing profits. So, as LSS focuses mainly on removing waste and decreasing the defects and variations in an organization's processes and aims at increasing customer satisfaction productivity, and quality, organizations that employ LSS principles in their operations will be more ready to react to unforeseen events or conditions which may jeopardize organizational structure and outcomes. In sum, this study aims to draw a framework on LSS and its key effects on organizations and to uncover a detailed review of LSS thinking and the opportunities and barriers to implementation of LSS in organizations.

Avoiding Halo Effect in Employee Selection: Implementing Effective Techniques in Hiring

Fiscaoeconomia, 2022

The aim of this conceptual paper is to explore the issues affecting the importance of employee se... more The aim of this conceptual paper is to explore the issues affecting the importance of employee selection processes within the “Halo Effect” context. It’s so obvious that employee selection process will determine the quality of new hires and organizational success, or failure and it is also dependent on the talent pool of the candidates. First, if a total and exact image of a job isn’t developed beforehand, it will be so complex to choose and hire excellent employees. Therefore, if the modern and scientific principles in employee selection applied and the employee selection procedures are properly designed, it can save organizations a lot of money. However, differentiating between applicants to identify and hire those with a greater likelihood of success in a job by avoiding halo effect is very important for organizations for both in daily operations and organizational long-term success. In sum, in this paper, the process of employee selection will be outlined, effective interviewing and recruiting techniques and choosing the right candidate for the vacant job will be discussed.

The Connection between the Bystander Effect and Workplace Bullying in Organizations and the Ways to Overcome its Major Negative Outcomes

Journal of humanities and tourism research (Online), 2022

This study focuses on to outline the bystander behavior and its effects including bystander deci... more This study focuses on to outline the bystander behavior and its effects including
bystander decisions, actions and outcomes within the concept of workplace bullying
and to describe the correlation between them and its main outcomes in
organizations. There is a phenomenon called the bystander effect in social
psychology and it is mainly deal with the individuals who are less likely to offer
help to a victim when another individual is present and watching the scene. The
question is to explain the behavior of employees who watch workplace bullying but
fail to intervene, often don’t ignore, or even sometimes join the perpetrator. It can
be assumed that bystanders witnessing bullying will restore justice; it has been
underlined in previous studies that they might also behave in ways that continue
or worsen its progression. So, it can be argued that there is a threesome influence
between bystanders, victims, and the perpetrator of the bullying in the
organizations. In sum, the goal of this conceptual study is to focus on the
connection with the workplace bullying and the bystander effect in organizations
and to outline the reasons of the employees who choose to be remaining silent and
pretend not to see or hear and prefer not to do anything instead of acting against
bullying. Then, in conclusion section, the recommendations will be made to
decrease the negative consequences of the workplace bullying and bystander effects
in organizations.

Wolves in Sheep’s Clothing: Spotting the Dark Triad of Personality in Organizations and Overcoming the Troubles They Cause

Bingöl Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 2020

The purpose of this paper is to examine the Dark Triad personality traits and to show the ways o... more The purpose of this paper is to examine the Dark Triad personality traits
and to show the ways of spotting them easily and exactly at workplaces in order
to reduce their destructive effects in organizations. The dark personality
characteristics mainly refer to socially aversive behaviors and associated with
various kinds of interpersonal difficulties, problems and cover potentially
destructive behaviors such as aggression, deception, manipulation and
exploitation. The Dark Triad of personality is the group of personality traits
which includes narcissism, Machiavellianism and psychopathy. The maladaptive
features of the Dark Triad often deteriorate the work flow and relationships
among employees at work. The Dark Triad traits are related with behaviors and
features that lead to impaired social relationship functioning including
aggressive tendencies, limited empathic abilities, hostility, and deception at
workplaces. The Dark Triad traits: are the prominent socially destructive
personality traits that simply poison the organizations because these traits might
cause serious counterproductive behaviors that may lead to huge hidden costs
(e.g., employee burnout, higher employee turnover) for the organizations. In this
conceptual study, the Dark Triad of Personality, will be outlined and the
behaviors of the employees that show the Dark Triad traits will be focused on
thoroughly. In the conclusion section, the recommendations will be made and
solutions will be offered in order to reduce and overcome their devastating effects
at workplaces.

THE ICARUS PARADOX IN MANAGEMENT: HOW TO BE A WELL-BALANCED LEADER?

Nevşehir Hacı Bektaş Veli Üniversitesi SBE Dergisi, 2021

This conceptual article provides a key frame on leadership and focuses on the qualities, attribut... more This conceptual article provides a key frame on leadership and focuses on the qualities, attributes and the characteristics of the ideal, well-balanced leaders within the concept of the Icarus syndrome depending on the Greek
mythology which is dealt with the leaders who are narcissist, over-ambitious and have planned everything grandly but failed miserably. It’s so certain that the ideal leadership may vary from culture to culture and nation since it is rather affected by traditional and cultural values. However, the ideal leadership can easily be identified at first step by how much or how little their followers looked up to them in organizations.
In sum, it’s widely known that most of the organizations are simply as powerful and competent as their leader so it’s very important that to find out and recognize the qualities of a well-balanced, outstanding
leader. Therefore, in this study, the attributes and qualities of the ideal leaders and bad leaders will be outlined within the context of
the Icarus syndrome which is usually mentioned with excessive pride, selfish ambition and hubris and the recommendations will be made for the ideal, well-balanced leaders in organizations.

The Connection between the Bystander Effect and Workplace Bullying in Organizations and the Ways to Overcome its Major Negative Outcomes

Journal of Humanities and Tourism Research, 2022

This study focuses on to outline the bystander behavior and its effects including bystander decis... more This study focuses on to outline the bystander behavior and its effects including bystander decisions, actions and outcomes within the concept of workplace bullying and to describe the correlation between them and its main outcomes in organizations. There is a phenomenon called the bystander effect in social psychology and it is mainly deal with the individuals who are less likely to offer help to a victim when another individual is present and watching the scene. The question is to explain the behavior of employees who watch workplace bullying but fail to intervene, often don't ignore, or even sometimes join the perpetrator. It can be assumed that bystanders witnessing bullying will restore justice; it has been underlined in previous studies that they might also behave in ways that continue or worsen its progression. So, it can be argued that there is a threesome influence between bystanders, victims, and the perpetrator of the bullying in the organizations. In sum, the goal of this conceptual study is to focus on the connection with the workplace bullying and the bystander effect in organizations and to outline the reasons of the employees who choose to be remaining silent and pretend not to see or hear and prefer not to do anything instead of acting against bullying. Then, in conclusion section, the recommendations will be made to decrease the negative consequences of the workplace bullying and bystander effects in organizations.

Destructive Leadership: “Boss From Hell”, How Not To Be One?

Ahi Evran Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 2020

Leaders should motivate and inspire employees at the same time mitigating their discrepancies and... more Leaders should motivate and inspire employees at the same time mitigating their discrepancies and creating synergy for the organizational goals. On the other hand, bosses and employees come and go but the negative effects of the destructive- toxic leadership will still remain in the organization. Destructive leadership might
be regarded as positive if the organization is observed and evaluated as peaceful when all the works done in the nick of time, associated with the rules and the regulations of the organization. However, if the individuals reach a consensus that they are mistreated at workplace, they begin to sit on pins and needles and feel themselves unsecure and stressed. When the employees realize that they experience unacceptable, unfair and uncivil behaviors from the leaders or coworkers, then they feel worthless and disrespected, and begin to think about leaving and it leads to employee turnover. So, such negative outcomes may cause huge hidden costs
like the organization will lose its reputation and its business contacts because of the leaving, offended employees. In this conceptual study, toxic, destructive leadership will be identified in detail through a literature overview and its consequences and countermeasures will be explained and major solutions will be offered.

İşyeri̇ Arkadaşliğinin İşten Ayrilma Ni̇yeti̇ Üzeri̇ndeki̇ Etki̇si̇nde İşe Bağliliğin Aracilik Rolü

E-Journal of New World Sciences Academy

This study focuses on the relationship between workplace friendship, job involvement and intentio... more This study focuses on the relationship between workplace friendship, job involvement and intention to leave. The purpose of the study is to determine the effect of workplace friendship perceived by health personnel on the intention to leave and to determine whether the degree of job involvement mediates this relationship. For this purpose, data for the sample was collected from 281 health personnel working in Karabuk University Training and Research Hospital. Hypotheses were tested by hierarchical regression analysis. As a result of the study, it was determined that the job involvement has partial mediating effect on the relationship between friendship prevalence dimension of the workplace friendship and intention to leave. On the other hand, no intermediary role has been identified of job involvement on the relationship between friendship opportunity dimension of the workplace friendship and intention to leave.

Fight Fire with Fire? Workplace Aggression and How to Reduce Its Negative Effects

Workplace aggression, either openly or passive-aggressive, involves a variety of behaviors rangin... more Workplace aggression, either openly or passive-aggressive, involves a variety of behaviors ranging from verbal actions (i.e., shouting at, reprimanding or insulting someone) to physical attacks (i.e., slapping, punching or pounding). Whether it is perpetrated by organizational outsiders (individuals of the public) or organizational insiders (organizational employees, bosses), it affects employees in a negative way and it can lead to a heavy hidden toll for the organization. It destructs the morale of the employees and decreases organizational commitment and effectiveness, it also damages the reputation of the organization itself and increases employee turnover. Workplace aggression often originates from passive-aggressive coworkers to aggressive bosses or customers and it might cause bullying, pounding and even death at workplace. In this conceptual study, workplace aggression will be enlightened and the solutions to reduce its negative effects will be offered.

Shedding Crocodile Tears: How to Deal with Passive-Aggressive Employees at Workplaces?

Pasif-Agresif kavrami esas olarak isyerlerinde verimliligi dusuren eylemlere yol acan gizli dusma... more Pasif-Agresif kavrami esas olarak isyerlerinde verimliligi dusuren eylemlere yol acan gizli dusmanligi iceren pasif-agresif davranislari kapsamaktadir. Sinsice veya kasitli olmasa da, pasif-agresif davranislar iliskilere zarar vermekte, is akisini bozmakta, huzursuzluga yol acarak orgutte olumsuz duygularin yayilmasina neden olmaktadir. Bunlara ek olarak, pasif-agresif bir calisanin davranislari butunsel olarak bir orgutun verimliligini olumsuz yonde etkilemekte ve ayrica pasif-agresif bir calisanla veya yoneticiyle calismak oldukca zor ve moral bozucudur. Calisanlar yuz yuze catismaktan kacinmak icin bir taktik olarak da pasif-agresif davranislar gostermektedirler cunku ustlerine veya is arkadaslarina olan ofkelerini gizli olarak ifade etmek daha konforlu bir yontemdir. Ornegin, alayli sozler soyleme, oyalama, isleri erteleme, sessiz kalma, bilgi saklama, isleri agirdan alma isyerlerindeki yaygin ve belirgin olarak gorulen pasif-agresif calisan davranislaridir. Kisaca, bu calismada...

Wolves in Sheep’s Clothing: Spotting the Dark Triad of Personality in Organizations and Overcoming the Troubles They Cause

Bu calismanin amaci karanlik uclu kisilik ozelliklerini incelemek ve orgutlerde neden olacaklari ... more Bu calismanin amaci karanlik uclu kisilik ozelliklerini incelemek ve orgutlerde neden olacaklari olumsuz etkilerini azaltmak icin onlari kolayca tespit etmenin yollari ele alinacaktir. Karanlik kisilik ozellikleri agirlikli olarak kisiler arasi cesitli turde gucluklerle ilgili sosyal yonden itici davranislari, sorunlari ve ofke, aldatma, hileyle yonlendirme ve suiistimal gibi potansiyel acidan yikici davranislari isaret etmektedir. Kisiligin karanlik uclusu narsizim, makyavelizm ve psikopatiyi iceren bir kisilik ozelligi grubudur. Karanlik uclunun uyumu bozan ozelligi siklikla islerin isleyisini ve isteki calisanlarin arasindaki iliskiyi bozar. Karanlik uclu kisilik ozellikleri isyerlerinde sosyal iliskiyi bozan saldirganlik egilimine, sinirli empati yeteneklerine, dusmanliga ve aldatmacalara neden olan davranislar ve ozelliklerle ilgilidir. Karanlik uclu kisilik ozellikleri olan narsizim, makyavelizm ve psikopati orgutler icin buyuk gizli maliyetlere yol acabilecek (orn. calisan tu...

Mirror, Mirror, on the Wall, Who's the Fairest of Them All? Narcissistic Leaders in Organizations and Their Major Effects on Employee Work Behaviors

Nevşehir Hacı Bektaş Veli Üniversitesi SBE Dergisi

The destructive aspects of leadership and how dysfunctional leaders can jeopardize an organizatio... more The destructive aspects of leadership and how dysfunctional leaders can jeopardize an organization's culture and values have been a trend topic in business management recently. The personality traits that are associated with leader failure mainly come with the Dark Triad traits: narcissism, psychopathy, and Machiavellianism. Narcissism covers some attitudes and behaviors such as an admiration for oneself, self-love, extreme selfishness, arrogance, grandiosity and superiority upon others. As narcissism is described as one of the undesired personality traits, unhealthy conditions and destructive consequences can easily be occurred when the narcissistic leaders get authorization and come into action in organizations. It's clear that narcissistic leaders are only interested in him/herself and they usually think that the world is revolving on the axis of "self" and without their leadership, the organization cannot reach its full potential and disappear in the end. In this conceptual paper, narcissism and narcissistic leaders will be identified and their tactics will be revealed in detail. Then, the common attitudes and behaviors they engage in and reflect others will be outlined and in the conclusion section, the precautions that can be taken to prevent form narcissistic leaders and the ways to reduce their negative effects on employee work behaviors in organizations will be listed and recommendations will be made thoroughly.

The Effect of Perceptions of Organizational Politics on Workplace Friendship: A Study on Healthcare Employees

International Journal of Management Economics and Business

This study focuses on how employees' perceptions of organizational politics affect the percep... more This study focuses on how employees' perceptions of organizational politics affect the perception of workplace friendship. So, an applied research was carried out on 524 employees working at Karabuk University, Teaching and Research Hospital. Hypotheses generated were tested by path analysis under structural equation modeling. In sum, it has been determined that “general political behaviors” have a positive effect on workplace friendship and on the other hand “pay and promotion policies” have a negative effect on workplace friendship. Nevertheless, it has been found that there is no significant effect of the “go along to get ahead behavior” on workplace friendship. http://dx.doi.org/10.17130/ijmeb.2019252108

The Hedgehog’s Dilemma in Organizations: The Pros and Cons of Workplace Friendship

Hitit Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 2020

There are numerous studies about the benefits of workplace friendship in organizations. Therefore... more There are numerous studies about the benefits of workplace friendship in organizations. Therefore, it may be assumed that well-established friendships in organizations promote effective information sharing, communication skills, increase teamwork and workplace morale among employees at work. Additionally, workplace friendships have positive effects for the organizations such as lower turnover rates, employee burnout and lower levels of intention to leave. On the other hand, just like experiencing the hedgehog’s dilemma, higher levels of workplace friendship or intimacy among group of individuals in organizations may lead to negative consequences such as the supervisor/subordinate friendship may raise the anger or feelings of unfair treatment by other individuals or may lead to untrue performance assessments. Besides, workplace friendships may cause failures to report misfits and counterproductive work behaviors accurately in the organizations. So, workflow might deteriorate and it may lead to conflicts in teamwork in organizations. In sum, in this conceptual paper, workplace friendship will be focused on and the advantages and the disadvantages of it will be outlined. Then, in the conclusion section, the recommendations will be made about how to reduce the negative effects of workplace friendships in organizations.

Conference Presentations by Can Biçer

THE ROLE OF THE LEADERS IN STRESS MANAGEMENT IN ORGANIZATIONS: A CONCEPTUAL FRAMEWORK AND SOLUTIONS

This study provides a framework on the stress management in workplaces within the scope of the ef... more This study provides a framework on the stress management in workplaces within the scope of the effects of the leaders. Initially, stress, which is a state of worry or mental tension often caused by a threat, is also a natural human response which stimulates us to cope with difficulties and challenges in our lives. Besides, it's certain that everyone experiences stress to some degree and as coping styles and methods vary, everyone reacts differently to stressful situations. However, since too much stress at work affects negatively both the mental health and the body which then leads to burnout , leaders must consider that it also decreases the level of overall well-being and the performance of their subordinates. Therefore, leaders must play a vital role in assisting employees to overcome the effects of the stress and to erase the reasons of the stress in workplaces. To sum up, this study focuses on stress, stress management at work and emphasizes the suggestions on what leaders can do about tackling the stress and its negative outcomes in organizations.