‘’Experience in executive and a recent graduate manager work in the same place and how does it affect the performance ‘’

1. Okan University
Faculty of Economics and Administrative Science
Department of Business Administration
BUS401.1 - Research Methods in Administrative Sciences
Assistant Professor
Lecturer Işık Çiçek

2. SUBJECT
‘’Experience in executive and a recent graduate manager
work in the same place and how does it affect the
performance? ‘’
SUMMARY
Work experience is the experience that a person has been
working, or worked in a specific field or occupation.
Functional experience and expectations you can get all
from job. Experience is the knowledge acquired in a
matter accumulation over time.

3. INTRODUCTION
The purpose of this project is appreciating the experience in executive and a recent graduate
manager work in the same place and how does it affect the performance. We have included the
following steps :
•literature
•model and hypothesis
•information about the sector
•general information about the visited company
•SPSS analysis
•bibliography and responses for open and closed-ended questions.
We completed our project step by step.
In this study firstly we choosed a company that can share some information about employees with us
and we got general information from the human resources manager of the company. According the
this information we choosed a model for research methods and we created a survey which includes
our model. We implemented that surveys with 30 employees who works in SHR İnteraktif Servisler
San. ve Tic. A.Ş. According to the results we prepared an excel form of results and we used that
results at SPSS program. SPSS program is very useful for our project. Because we can see all the
results and analysis on SPSS that we need.
Also, with this project we started for research literature and we searched for article that contains our
model.

4. LITERATURE

5.  Teamwork…
The ability to develop a sense of teamwork and camaraderie
among workers is one ay that relational demography can
prove to be an important area of study for organizational
psychologists and for other human resources managers.
 Organizational Culture…
The development of a strong organizational culture is also an important by
product of using relational demography.

6.  Limit…
While relational demography appears to have positive implications in the
business world, there are some questions about its ability to accurately assess
individual and group attitudes and behaviors.
 Similarities…
Relational demography indicates that the
more similarities workers in the same social
group have among one another, the more
likely it is that these workers will develop
positive work attitudes and behaviors.

7. Demographic similarity and advancement opportunities…
Individuals who are demographically similar to the rest of their work units will
perceive more opportunity for advancement than individuals who are
demographically different from the rest of their work units.
Using self-categorization theory to understand relational
demography-based variations in people’s responsivenessto
organizational culture…
Officers from a large financial services firm
who were more demographically different
from their coworkers behaved more
cooperatively when their business unit
emphasized collectivistic rather than
individualistic cultural values.

8.  Demographic differences, social categorization, and cooperative
behavior…
People categorize demographically different
people as out-group members and similar
people as in-group members and also vary
their cooperation depending on these
categorizations.
 The impact of relational demography on the quality of leader-
member exchanges and employees’ work attitudes and well-being…
Recent research has suggested that
demographic characteristics (such as gender,
age, tenure) can play an important role in
the quality of leader–member exchanges

9. Relational demography…
Largely independent of studies of person-culture
fit, a separate body of research on organizational Relational
demography has developed examining how demography
variations in an organization’s demographic
composition affects performance.
 The gender similarities hypothesis…
Here, the author advances a very different
view, the gender similarities hypothesis,
which holds that males and females are
similar on most, but not all, psychological
variables.

10.  Gender similarities and differences…
Gender-differences research is an extremely
active area; often 50 or more studies can be
found on a single aspect of gender
differences. Meta-analysis has emerged as an
excellent method for assessing these large
research literatures to determine which
findings are reliable.
 Gender as a stimulus…
In the preponderance of psychological research, gender is considered to
be an individual-difference or person variable. An alternative approach
recognizes that gender is a social-stimulus variable as well.

11. Socioculturel influences on gender differences…
Some of the most exciting research and
theory on sociocultural influences on
psychological gender differences is coming
from cross-national research and research
on gender and ethnicity in the United
States.
Gender and ethnicity in the United States…
Scholars in women's studies have long urged the study of the
intersection of gender and ethnicity. Translated to the
language of psychological science, this is equivalent to a
hypothesis of an interaction of gender by ethnicity.

12.  Top management team demography and corporate strategic
chance…
This study examined the relationship
between the demography of top
management teams and corporate
strategic change, measured as absolute
change in diversification level.
Age and tenure in relation to organizational commitment: A Meta
Analysis…
Age and tenure are considered important
correlates of organizational commitment
(OC). However, the relations between these
variables and OC were found to be
relatively weak. This meta-analysis
examines the relations between age and
tenure and OC across different time frames
of employment stages.

13. MODEL Functional
Expertise :
Expectations from
job
(fresh position)
Relational
Demography:
-Educational Level
-Age ROI
-Organizational
Tenure

14. H0 I : There is no relationship between educational level and Roi
H1 I : There is a positive relationship between educational level and Roi
H0 II : There is no relationship between age and Roi
H1 II : There is a negative relationship between age and Roi
H0 III : There is no relationship between organizational tenure and Roi
H1 III : There is a positive relationship between organizational tenure and Roi
H0 IV : There is no effect of expectations from job on the relationship between
educational level and Roi
H1 IV : There is a positive effect of expectations from job on the relationship
between educational level and Roi
H0 V : There is no effect of expectations from job on the relationship between age
and Roi
H1 V : There is an effect of expectations from job on the relationship between age
and Roi
H0 VI : There is no effect of expectations from job on the relationship between
organizational tenure and Roi
H1 VI : There is a positive effect of expectations from job on the relationship
between organizational tenure and Roi

15. INFORMATION OF THE SECTOR
Teknolojik gelişmeler eğlence sektöründe önemli bir rol oynamaktadır. Teknolojik
gelişmeler, yeni eğlence ürünlerinin ortaya çıkmasını sağlamıştır. Sinema, müzik, video
oyunları gibi ürünler, dijital çağda iyi yönde geliştirilebilen eğlence ürünleri olarak
ortaya çıkmaktadır. Bu durumda da teknoloji, eğlence endüstrisinin ekonomik yapısını
büyük oranda etkilemekte ve değiştirmektedir.
Teknolojideki gelişmeler, kitlelere ürün dağıtımını kolaylaştırıp artırarak, spor ve
eğlence pazarlamasının değişimine neden olmuştur. Teknolojinin eğlencede
yarattığı yeni dönüşüm ve değişimlerin sayısı fazla olmuştur. Sinema, radyo, TV,
video kaydediciler, CD, DVD ve internet; dünya çapında eğlence ürünlerinin
yayılmasını daha da kolaylaştırmıştır.

16. GENERAL INFORMATION ABOUT THE VISITED COMPANY
2009 yılında kuruluşundan bu yana yayıncı ve yapımcı olarak Dijital Eğlence
sektöründe oyun severlere hizmet veren SHR Group; Türkiye, OrtaDoğu ve Kuzey
Afrika Bölgesi’nin lider firmasi olarak hizmet vermektedir. Şirketin amacı, bölgedeki
Dijital Eğlence Sektörü boşluğunu kapatarak, oyun severlerin beklentilerine ve
ihtiyaçlarını karsılayacak bir hizmet anlayışı ile en kaliteli ve zengin içerikli online
oyunları Türkçe ve Arapça lokalizasyon ile sunmaktır.
7/24 müşteri desteği, A'dan Z'ye oyun lokalizasyonu, yerel pazar ve bölgesel
pazarlamaya verilen değer, sosyal ağlardaki eğlence ortamı ve online oyun keyfini
birlestiren yapısı, oyuncular için kolay ödeme seçenekleri, MMOFPS, MMORPG, MMO
Aksiyon, Sosyal Oyunlar, Spor, Dans ve Müzik Oyunları ve Mobil Oyunlar gibi oyun
kategorilerinin farklı kesimleri ile dijital eğlence sektörü kapsamında animasyon
yayıncılığı, radyo ve sosyal iletişim ağları SHR'nin sunduğu baslıca hizmetlerdir.

17. 14 milyon kayıtlı oyuncu, 80.000 üzerinde anlık oyuncuya (PCCU) sahip Joygame;
Joymoby, Joygame TV, Joygame Radyo, Joygame Store ve JoyOtaku Anime Portalları ile
birlikte bölgenin en yüksek ziyaretçiye sahip internet firmalarından biridir.

18. Products…
Joygame, Joygame Arabic, Joymoby,
Joyotaku, Hengame, Jeton, Joygame Store
(Online MMRP Oyunlar)
Partners…
Softynx (Wolfteam-Rakion), Kylin
Games,Wayi Interactive, Skeinglob, CJ,
Nurien, Karnaval(Jeton), Perfect World
(Battle Of Immortals), Frogwares (World Of
Battles), Bigpoint, GameSultan, Turkcell,
Cruncyroll, Spectrum Medya (Karnaval),
Mighty Gamers, Avea, Vodafone, Pay to Go

19. Social responsibility…
TEGEV, Birsilgibirkalem.org, Mavi kapak, OSÜB Projesi…
SHR personelleri arası “Joy Wars” oyun turnuvaları ve ödüllendirmeler.
Awards…
• Level Dergisi-Yılın En İyi Aksiyon Oyunu-2011
• Level Dergisi-Yılın En Çok Oynanan Oyunu-2011
• Google Zeitgeist-En Hızlı Yükselen 10 Google Araması-2011
• Webrazzi- En İyi Oyun- 2011
• Altın Örümcek-Birincilik Ödülü-2012
• IMA (Interactive Media Awards) Outstanding Achievement
Award Gaming Kategorisi Birinciligi-2012
• IMA (Interactive Media Awards) Outstanding Achievement
Award Community Kategorisi Birinciligi-2012

20. SPSS ANALYSIS
Evaluation of computer based tools for research…
What is SPSS?..
 Statistical Package for the Social Sciences
 Data management and analysis
 Presentation functions, including statistical analyses and
graphical presentation of data
 Uncover key facts, patterns and trends
 Help for decisions making

21. Base System of the SPSS…
 Required to run SPSS. Reads data files;
 Data and file manipulation
 Procedures for report writing
 Descriptive statistics
 Cross-tabulation tables and analysis
 T-tests
 Correlation
 Analysis of variance
 Regression
 Cluster analysis
 Factor analysis
 Nonparametric statistics

22. The
Analytical
Process

23. Strength of SPSS…
• Ease of use particularly with the Windows releases
• Support a variety of charts and graphs
(Categorical charts, Quality control charts, Scatterplots, Density charts,
Diagnostic and exploratory plots, Probability plots, Autocorrelation and partial
autocorrelation function plots, Cross-correlation function plots, Multiple use
charts, Custom charts )
• The ability to manage a complex data set
• To create new variables from existing information
• To provide many types of analysis which are not available in other package
programs
• SPSS has a friendly data editor that resembles Excel that
allows you to enter your data and attributes of your data
(missing values, value labels, etc.)
Analysis of variance (SPSS allows you to perform many
kinds of tests of specific effects) and multivariate analysis.
(e.g. manova, factor analysis, discriminant analysis)

24. Weaknesses…
• Problems in positioning graphics precisely on the pages, difficulties in editing
graphs, limited graphical capabilities in early releases.
• Need to have some of the newer graphs - dot plots, mosaic plots, comparative
bar charts with central base line
• The graphic editor is not very versatile.
• Automatic scaling: makes it difficult to present different charts using the same
scale for comparisons.
• Need for fast processor for work with charts
• Lacks many regression analysis techniques.
• Difficult to edit output.
• No indication for significant figures for partial correlation.

25. SPSS Output
Some of the important tables on SPSS…
Model Summaryb
Mode R R Adjusted Std. Error Durbin-
l Square R Square of the Watson
Estimate
1 .613a .376 .328 .46843 1.695
a. Predictors: (Constant), iort, bort
b. Dependent Variable: üort
In this table; we can see R square & Dubin-Watson values. Our R square is 0.376
and Durbin-Watson value is 1.995.
We know Dubin-Watson value is important for time series and it should be
between 1.5 & 2.5 .
So, our Dubin-Watson value is suitable for this research.

26. ANOVAa
Model Sum of df Mean Square F Sig.
Squares
Regression 3.439 2 1.720 7.837 .002b
1 Residual 5.705 26 .219
Total 9.144 28
a. Dependent Variable: üort
b. Predictors: (Constant), iort, bort
In this table; we can see Sig. value. Our Sig. value is 0.376 .
We know Sig. value is important for regression and it should be under the 0.05 .
So, our Sig. value is suitable for this research and our regresssion is valid.

27. Coefficientsa
Model Unstandardized Standardized t Sig.
Coefficients Coefficients
B Std. Error Beta
1.079 1.012 1.066 .296
(Constant)
1 .388 .257 .235 1.507 .144
bort
.650 .188 .539 3.457 .002
iort
In this table; we can see Standardized Coefficients values on Beta. Our
Standardized Coefficients values are 0.235 and 0.539 .
We know Standardized Coefficients values on Beta effects our regression so much
and we know the iort value 0.539 is effect our dependent more than bort value
0.235 which is Standardized Coefficients value on Beta.

28. Some of the important charts on SPSS…
In this chart; we can see Regression Standardized Residual on dependent variable
üort.
Our chart is normal distribution chart and it is suitable for this study.

29. In this chart; we can see Normal P-P Plot of Regression Standardized Residual on
dependent variable üort.
Our chart included the points that focusing on the line.

30. BIBLIOGRAPHY
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31. RESPONSES FOR OPEN AND CLOSED-ENDED
QUESTIONS
Question 1.Workforce diversity is throughout the organization and on the basis of
department what dimensions are desirable explain it?
The company all employee ara Turkish and it mainly consist of male
employee.Gender diversity in the workforce diversity is low.Especially in mechanic
and production depertmans of company dos not run female employee.However
oparate younger employees in the sales departmant of the company.Because younger
employees are more dynamic.Company workforce diversity is not high.Morital status
of employees is modarate (workforce diversity).

32. Question 2. Depending on team effectiveness the emergence of effective will
working time of employees in the company (tenure)?
The company was founded three years ago, therefore the oldest employees of the
company's three years.In organizational teamwork senior employees are more
effient than new employee and they have more leadership spirit,more successful.
For this reason seniority is directly proportional to the positive performance in
team activities.
Question 3. Is it necessary academic career to functional
expertise ?
Althought exceptions, generally must be the career for
functional expertise.