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Toplumsal Cinsiyet Ayrımcılığının Yarattığı Engeller: Çalışma Yaşamında Varolmaya Çalışan Kadın

Yıl 2021, Cilt: 23 Sayı: 3, 745 - 762, 31.12.2021
https://doi.org/10.26745/ahbvuibfd.990887

Öz

Tarihsel süreçte neredeyse tüm toplumlarda kadınlar ve erkekler ekonomik, toplumsal ve siyasal katılım açısından eşit fırsatlara sahip olamamıştır. Bu eşitsizliğin en önemli nedenlerinden biri kadın ve erkeğin toplumdaki rolü ile ilgili kalıpyargılar ve tutumlardır. Kadının modern anlamda çalışma yaşamına katılmasıyla kadına yüklenen roller çoğalarak kadınlar için yeni sorunları beraberinde getirmiştir. Çalışma yaşamına katılan kadın cinsiyetçi kalıpyargıların yarattığı dezavantajlı durumlarla yüzleşmek durumunda kalmıştır. Çalışmanın amacı da çalışma yaşamında kadınların toplumsal cinsiyet kalıpyargılarına bağlı olarak karşılaştıkları dezavantajlı durumları açıklamaya çalışmaktır. Örgütlerde bu dezavantajlı durumun yansıması olarak kabul edilen cam tavan, yapışkan zemin, cam asansör, cam uçurum, sızdıran boru, kraliçe arı sendromu, tokenizm, çifte açmaz, tiara sendromu, imposter sendromu, cam labirent, cam duvar kavramları literatür düzeyinde ele alınmıştır. Literatür taraması şeklinde planlanan çalışmada öncelikle feminizm, toplumsal cinsiyet ve kalıpyargılar hakkında bilgi verilmiş; daha sonra da kavramlar ayrıntılı olarak açıklanmıştır. Buna göre toplumsal cinsiyet kalıpyargıları ve ayrımcılık nedeniyle kadınların çalışma yaşamında dezavantajlı durumda olduğu, hak ettikleri pozisyona gelemedikleri ve aynı özelliklere sahip olsalar dahi erkeklerle eşit konumda olamadıkları ve çalışma yaşamında var olabilmek için yeni özellikler geliştirdikleri sonucuna ulaşılmıştır. Oluşan bu eşitsizliği önlemek ve kadınlar açısından gerçek bir eşitliğe ulaşmak için farkındalığı arttıran ve toplumsal cinsiyet eşitliğini sağlayan daha kapsamlı politika ve uygulamalar gerekir.

Kaynakça

  • Ambri, S., Tahir, L.M. ve Alias, R. A. (2019, December). An overview of glass ceiling, tiara, imposter, and queen bee barrier syndromes on women in the upper echelons. Asian Social Science, (15)1, 8-13. doi: 10.5539/ass.v15n1p8
  • Beauvoir, S. D. (2019). İkinci cinsiyet olgular ve efsaneler. (G.Savran, .çev). İstanbul: KoçKam.
  • Bennett, C. (2011). Beyond the leaky pipeline: consolidating understanding and incorporating new research about women’s science careers in the UK. Brussels Economic Review –Cahiers Economiques De Bruxelles, (54)2-3, 149 – 176.
  • Bora, A. (2018). Kadınların sınıfı ücretli ev emeği ve kadın öznelliğin inşası. İstanbul: İletişim Yayınları.
  • Casini, A. (2016). Glass ceiling and glass elevator. The Wiley Blackwell encyclopedia of gender and sexuality studies (1-2), Chicester: Wiley-Blackwell.
  • Cotter, D., Hermsen, J., Ovadia, S. ve Vanneman, R. (2001). The glass ceiling effect. Social Forces, 80(2), 655-681. doi: 10.1353/sof.2001.0091
  • Derks, B. (2017). Queen bee syndrome. S. G. Rogelberg (Ed.). The SAGE encyclopedia of industrial and organizational psychology. Thousand Oaks. California: SAGE Publications, 2nd edition.
  • Derks, B., Ellemers, N., Laar, C. ve Groot, K. (2011). Do sexist organizational cultures create the queen bee?. British Journal of Social Psychology, 50, 519–535. doi: 10.1348/014466610X525280
  • Derks, B., Laar, C. ve Ellemers, N. (2016). The queen bee phenomenon: why women leaders distance themselves from junior women. The Leadership Quarterly, 27, 456–469. doi: https://doi.org/10.1016/j.leaqua.2015.12.007
  • Dill, J. Price-Glynn, K., Rakovski, C. (2016). Does the “glass escalator” compensate for the devaluation of care work occupations? the careers of men ın low – and middle - skill health care jobs. Gender&Society, 30(2), 334-360. doi: https://doi.org/10.1177%2F0891243215624656
  • Dökmen, Z. (2010). Toplumsal cinsiyet: sosyal psikolojik açıklamalar. İstanbul: Remzi Kitabevi
  • Dreher, G. F. (2003). Breaking the glass ceiling: the effects of sex ratios and work–life programs on female leadership at the top. Human Relations, 56(5), 541–562. doi: http://dx.doi.org/10.1177/0018726703056005002
  • Durmaz, Ş. (2016). İşgücü piyasasında kadınlar ve karşılaştıkları engeller. Ahi Evran Üniversitesi Sosyal Bilimler Enstitüsü Dergisi (AEÜSBED), 2(3), 37-60. URL: https://dergipark.org.tr/tr/pub/aeusbed/issue/26794/282028
  • Er, O., Adıgüzel, O. (2015). Cam tavan gölgesindeki kraliçe arılar: kadınların kariyer ilerlemelerinde karşılaştıkları engeller ve etkili liderlik. Recep Tayyip Erdoğan Üniversitesi Sosyal Bilimler Dergisi, 1(2), 163-175. URL: https://dergipark.org.tr/tr/pub/rteusbe/issue/26018/274028
  • European Commission. (1998). A Hundred Words For Equality - A Glossary Of Terms On Equality Between Women And Men, Luxembourg: Office for Official Publications of the European Communities.
  • EIGE, European Institute For Gender Equality. Gender Equality Glossary and Thesaurus. Erişim: 5 Nisan 2020. https://eige.europa.eu/search?t=sticky+floor&op=Search
  • Haslam, S. A., Ryan, M. K. (2008). The road to the glass cliff: differences ın the perceived suitability of men and women for leadership positions ın succeeding and failing organizations. The Leadership Quarterly, 19(5), 530-546. doi: https://doi.org/10.1016/j.leaqua.2008.07.011
  • Kiausiene, I., Streimikiene, D. (2011). On gender stereotyping and employment assimetries. Economics&Sociology, 4(2), 84-97. doi: http://dx.doi.org/10.14254/2071-789X.2011/4-2/8
  • Kumkale, İ. (2019). Tokenizm ve token kadınlar. İ. Kumkale. (Ed.), Kadının İş Yaşamı ve Etik, 1- 5. Ankara: Nobel Yayıncılık.
  • Macarie, F., Moldovan, O. (2012). Gender discrimination ın management: theoretical and empirical perspectives. Transylvanian Review of Administrative Sciences, 35(E), 153-172. URL: https://ssrn.com/abstract=2098052
  • Mavin, S. (2008). Queen bees, wannabees and afraid to bees: no more ‘best enemies’ for women in management?. British Journal of Management, 19, 75–84. doi: https://doi.org/10.1111/j.1467-8551.2008.00573.x
  • OECD, Organisation for Economic Co-operation and Development. Gender differences in employment outcomes. Erişim: 5 Nisan 2020. https://www.oecd.org/els/soc/LMF_1_6_Gender_differences_in_employment_out comes.pdf
  • Pascall, A. N. (2012). Engendering Technology Empowering Women.Tilburg: TiCC, Ph.D. Series 23.
  • Price-Glynn, K., Rakovski, C. (2012). Who rides the glass escalator? gender, race and nationality ın the national nursing assistant study. Work, Employment And Society, 26(5), 699-715. doi: https://doi.org/10.1177%2F0950017012451634
  • Rajenderan, M., Zawawi, D. (2019). Leaky pipeline syndrome in ınformation and communication technology (ıct) ındustry of Malaysia: a conceptual study on female career barriers and retention management. International Journal of Academic Research in Business and Social Sciences, 9(2), 1158–1174. doi: http://dx.doi.org/10.6007/IJARBSS/v9-i2/5672
  • Ryan, M. K., Haslam, S. A. ve Postmes, T. (2007). Reactions to the glass cliff: gender differences ın the explanations for the precariousness of women's leadership positions. Journal Of Organizational Change Management, 20(2), 182 –197. doi: http://dx.doi.org/10.1108/09534810710724748
  • Ryan, M. K., Haslam, S. A., Hersby, M. D. ve Bongiorno, R. (2011). Think crisis – think female: the glass cliff and contextual variation in the think manager – think male stereotype. Journal of Applied Psychology, 96(3), 470 – 484. doi: http://dx.doi.org/10.1037/a0022133
  • Sabharwal, M. (2013). From glass ceiling to glass cliff: women in senior executive service. Journal of Public Administration Research and Theory, 25(2), 399–426. doi: http://dx.doi.org/10.1093/jopart/mut030
  • Sandberg, S. (2013). Lean in: women, work, and the will to lead. Canada: LeanIn Foundation
  • Schein, V. E., Mueller, R., Lituchy, T. ve Liu, J. (1996). Think manager - think male: a global phenomenon?. Journal of Organizational Behavior, 17(1), 33-41. doi: https://doi.org/10.1002/(SICI)1099-1379(199601)17:1%3C33::AID-JOB778%3E3.0.CO;2-F
  • Smith, R. A. (2012). Money, benefits, and power: a test of the glass ceiling and glass escalator hypotheses. The Annals of the American Academy of Political and Social Science, 639(1), 149-172. doi: https://doi.org/10.1177%2F0002716211422038
  • Sobczak, A. (2018). The queen bee syndrome. the paradox of women discrimination on the labour market. Journal of Gender and Power, 9(1), 51-61. doi: https://doi.org/10.14746/jgp.2018.9.005
  • Tannen, D. (2008). The double bind. S. Morrison (Ed.), Thirty ways of looking at Hillary: reflections by women writers, New York: HarperCollins
  • Taş, G. (2016). Feminizm üzerine genel bir değerlendirme: kavramsal analizi, tarihsel süreçleri ve dönüşümleri. Akademik Hassasiyetler, 3(5), 163-175. URL: https://dergipark.org.tr/tr/pub/akademik-hassasiyetler/issue/27268/287075
  • Vachon, J. C. (2014). Tiaras, Queen Bees, Imposters and the Board Room: Lean In & Women in Corporate Governance. Journal of Business &Technology Law, 9(2), 279-292.
  • Weidenfeller, N. K. “Breaking Through The Glass Wall: The Experience Of Being A Woman Enterprise Leader”. Human Resource Development International 15/3 (2012), 365-374. URL: https://digitalcommons.law.umaryland.edu/jbtl/vol9/iss2/6
  • Williams, C. L. (1992). The glass escalator: hidden advantages for men ın the “female” professions. Social Problems, 39(3), 253-267. doi: https://psycnet.apa.org/doi/10.1525/sp.1992.39.3.03x0034h
  • Williams, C. L. (2013). The glass escalator, revisited: gender ınequality ın neoliberal times, sws feminist lecturer. Gender & Society, 27(5), 609-629. doi: https://doi.org/10.1177%2F0891243213490232
  • Wingfield, A. H. (2009). Racializing the glass escalator: reconsidering men's experiences with women's work. Gender & Society, 23(1), 5-26. doi: https://doi.org/10.1177%2F0891243208323054
  • Wirth, L. (2001). Women in management: closer to breaking through the glass ceiling?,Geneva: ILO Publications
  • Yıldız, S., Alhas, F., Sakal, Ö. ve Yıldız, H. (2016). Cam uçurum: kadın yöneticiler cam tavanı ne zaman aşar?. Ankara Üniversitesi SBF Dergisi, 71(4), 1119 – 1146. doi: https://doi.org/10.1501/SBFder_0000002425
  • Yıldız, S. (2017, Haziran). Toplumsal cinsiyetin şirketlere yansımasında ortaya çıkan ayrımcılık kavramlarının ardılları üzerine bir model önerisi. Eskişehir Osmangazi Üniversitesi Sosyal Bilimler Dergisi, 18(1), 121-138. doi: https://doi.org/10.17494/ogusbd.330753
  • Zel, U. (2002). İş arenasında kadın yöneticilerin algılanması ve kraliçe arı sendromu. Amme İdaresi Dergisi, 35(2), 39-48. Doi: Zimmer, L. (1988). Tokenism and women ın the workplace: the limits of gender-neutral theory. Social Problems, 35(1), 64-77. doi: https://doi.org/10.2307/800667

Barriers Created by Gender Discrimination: Women Trying to Exist in Work Life

Yıl 2021, Cilt: 23 Sayı: 3, 745 - 762, 31.12.2021
https://doi.org/10.26745/ahbvuibfd.990887

Öz

In the historical process, women and men in almost all societies have not had equal opportunities in terms of economic, social and political participation. One of the most important reasons for this inequality is stereotypes and attitudes about the role of women and men in society. With the participation of women in modern working life, the roles assigned to women have increased and brought new problems for women. Women who participated in the working life had to face the disadvantageous situations created by the gender stereotypes. The aim of the study is to try to explain the disadvantageous situations women face due to gender stereotypes. The concepts of glass ceiling, sticky floor, glass escalator/elevator, glass cliff, leaky pipe, queen bee syndrome, tokenism, double bind, tiara syndrome, imposter syndrome, glass labyrinth, glass wall, which are accepted as a reflection of this disadvantageous situation in organizations, are discussed at the level of literature. In the study planned as a literature review, first of all, information was given about feminism, gender and stereotypes; then the concepts are explained in detail. Accordingly, it was concluded that, due to gender stereotypes and discrimination, women are at a disadvantage in working life, cannot reach the position they deserve, and even if they have the same characteristics, they cannot be in an equal position with men and develop new characteristics to exist in working life. More comprehensive policies and practices that raise awareness and ensure gender equality are required to prevent this inequality and achieve real equality for women.

Kaynakça

  • Ambri, S., Tahir, L.M. ve Alias, R. A. (2019, December). An overview of glass ceiling, tiara, imposter, and queen bee barrier syndromes on women in the upper echelons. Asian Social Science, (15)1, 8-13. doi: 10.5539/ass.v15n1p8
  • Beauvoir, S. D. (2019). İkinci cinsiyet olgular ve efsaneler. (G.Savran, .çev). İstanbul: KoçKam.
  • Bennett, C. (2011). Beyond the leaky pipeline: consolidating understanding and incorporating new research about women’s science careers in the UK. Brussels Economic Review –Cahiers Economiques De Bruxelles, (54)2-3, 149 – 176.
  • Bora, A. (2018). Kadınların sınıfı ücretli ev emeği ve kadın öznelliğin inşası. İstanbul: İletişim Yayınları.
  • Casini, A. (2016). Glass ceiling and glass elevator. The Wiley Blackwell encyclopedia of gender and sexuality studies (1-2), Chicester: Wiley-Blackwell.
  • Cotter, D., Hermsen, J., Ovadia, S. ve Vanneman, R. (2001). The glass ceiling effect. Social Forces, 80(2), 655-681. doi: 10.1353/sof.2001.0091
  • Derks, B. (2017). Queen bee syndrome. S. G. Rogelberg (Ed.). The SAGE encyclopedia of industrial and organizational psychology. Thousand Oaks. California: SAGE Publications, 2nd edition.
  • Derks, B., Ellemers, N., Laar, C. ve Groot, K. (2011). Do sexist organizational cultures create the queen bee?. British Journal of Social Psychology, 50, 519–535. doi: 10.1348/014466610X525280
  • Derks, B., Laar, C. ve Ellemers, N. (2016). The queen bee phenomenon: why women leaders distance themselves from junior women. The Leadership Quarterly, 27, 456–469. doi: https://doi.org/10.1016/j.leaqua.2015.12.007
  • Dill, J. Price-Glynn, K., Rakovski, C. (2016). Does the “glass escalator” compensate for the devaluation of care work occupations? the careers of men ın low – and middle - skill health care jobs. Gender&Society, 30(2), 334-360. doi: https://doi.org/10.1177%2F0891243215624656
  • Dökmen, Z. (2010). Toplumsal cinsiyet: sosyal psikolojik açıklamalar. İstanbul: Remzi Kitabevi
  • Dreher, G. F. (2003). Breaking the glass ceiling: the effects of sex ratios and work–life programs on female leadership at the top. Human Relations, 56(5), 541–562. doi: http://dx.doi.org/10.1177/0018726703056005002
  • Durmaz, Ş. (2016). İşgücü piyasasında kadınlar ve karşılaştıkları engeller. Ahi Evran Üniversitesi Sosyal Bilimler Enstitüsü Dergisi (AEÜSBED), 2(3), 37-60. URL: https://dergipark.org.tr/tr/pub/aeusbed/issue/26794/282028
  • Er, O., Adıgüzel, O. (2015). Cam tavan gölgesindeki kraliçe arılar: kadınların kariyer ilerlemelerinde karşılaştıkları engeller ve etkili liderlik. Recep Tayyip Erdoğan Üniversitesi Sosyal Bilimler Dergisi, 1(2), 163-175. URL: https://dergipark.org.tr/tr/pub/rteusbe/issue/26018/274028
  • European Commission. (1998). A Hundred Words For Equality - A Glossary Of Terms On Equality Between Women And Men, Luxembourg: Office for Official Publications of the European Communities.
  • EIGE, European Institute For Gender Equality. Gender Equality Glossary and Thesaurus. Erişim: 5 Nisan 2020. https://eige.europa.eu/search?t=sticky+floor&op=Search
  • Haslam, S. A., Ryan, M. K. (2008). The road to the glass cliff: differences ın the perceived suitability of men and women for leadership positions ın succeeding and failing organizations. The Leadership Quarterly, 19(5), 530-546. doi: https://doi.org/10.1016/j.leaqua.2008.07.011
  • Kiausiene, I., Streimikiene, D. (2011). On gender stereotyping and employment assimetries. Economics&Sociology, 4(2), 84-97. doi: http://dx.doi.org/10.14254/2071-789X.2011/4-2/8
  • Kumkale, İ. (2019). Tokenizm ve token kadınlar. İ. Kumkale. (Ed.), Kadının İş Yaşamı ve Etik, 1- 5. Ankara: Nobel Yayıncılık.
  • Macarie, F., Moldovan, O. (2012). Gender discrimination ın management: theoretical and empirical perspectives. Transylvanian Review of Administrative Sciences, 35(E), 153-172. URL: https://ssrn.com/abstract=2098052
  • Mavin, S. (2008). Queen bees, wannabees and afraid to bees: no more ‘best enemies’ for women in management?. British Journal of Management, 19, 75–84. doi: https://doi.org/10.1111/j.1467-8551.2008.00573.x
  • OECD, Organisation for Economic Co-operation and Development. Gender differences in employment outcomes. Erişim: 5 Nisan 2020. https://www.oecd.org/els/soc/LMF_1_6_Gender_differences_in_employment_out comes.pdf
  • Pascall, A. N. (2012). Engendering Technology Empowering Women.Tilburg: TiCC, Ph.D. Series 23.
  • Price-Glynn, K., Rakovski, C. (2012). Who rides the glass escalator? gender, race and nationality ın the national nursing assistant study. Work, Employment And Society, 26(5), 699-715. doi: https://doi.org/10.1177%2F0950017012451634
  • Rajenderan, M., Zawawi, D. (2019). Leaky pipeline syndrome in ınformation and communication technology (ıct) ındustry of Malaysia: a conceptual study on female career barriers and retention management. International Journal of Academic Research in Business and Social Sciences, 9(2), 1158–1174. doi: http://dx.doi.org/10.6007/IJARBSS/v9-i2/5672
  • Ryan, M. K., Haslam, S. A. ve Postmes, T. (2007). Reactions to the glass cliff: gender differences ın the explanations for the precariousness of women's leadership positions. Journal Of Organizational Change Management, 20(2), 182 –197. doi: http://dx.doi.org/10.1108/09534810710724748
  • Ryan, M. K., Haslam, S. A., Hersby, M. D. ve Bongiorno, R. (2011). Think crisis – think female: the glass cliff and contextual variation in the think manager – think male stereotype. Journal of Applied Psychology, 96(3), 470 – 484. doi: http://dx.doi.org/10.1037/a0022133
  • Sabharwal, M. (2013). From glass ceiling to glass cliff: women in senior executive service. Journal of Public Administration Research and Theory, 25(2), 399–426. doi: http://dx.doi.org/10.1093/jopart/mut030
  • Sandberg, S. (2013). Lean in: women, work, and the will to lead. Canada: LeanIn Foundation
  • Schein, V. E., Mueller, R., Lituchy, T. ve Liu, J. (1996). Think manager - think male: a global phenomenon?. Journal of Organizational Behavior, 17(1), 33-41. doi: https://doi.org/10.1002/(SICI)1099-1379(199601)17:1%3C33::AID-JOB778%3E3.0.CO;2-F
  • Smith, R. A. (2012). Money, benefits, and power: a test of the glass ceiling and glass escalator hypotheses. The Annals of the American Academy of Political and Social Science, 639(1), 149-172. doi: https://doi.org/10.1177%2F0002716211422038
  • Sobczak, A. (2018). The queen bee syndrome. the paradox of women discrimination on the labour market. Journal of Gender and Power, 9(1), 51-61. doi: https://doi.org/10.14746/jgp.2018.9.005
  • Tannen, D. (2008). The double bind. S. Morrison (Ed.), Thirty ways of looking at Hillary: reflections by women writers, New York: HarperCollins
  • Taş, G. (2016). Feminizm üzerine genel bir değerlendirme: kavramsal analizi, tarihsel süreçleri ve dönüşümleri. Akademik Hassasiyetler, 3(5), 163-175. URL: https://dergipark.org.tr/tr/pub/akademik-hassasiyetler/issue/27268/287075
  • Vachon, J. C. (2014). Tiaras, Queen Bees, Imposters and the Board Room: Lean In & Women in Corporate Governance. Journal of Business &Technology Law, 9(2), 279-292.
  • Weidenfeller, N. K. “Breaking Through The Glass Wall: The Experience Of Being A Woman Enterprise Leader”. Human Resource Development International 15/3 (2012), 365-374. URL: https://digitalcommons.law.umaryland.edu/jbtl/vol9/iss2/6
  • Williams, C. L. (1992). The glass escalator: hidden advantages for men ın the “female” professions. Social Problems, 39(3), 253-267. doi: https://psycnet.apa.org/doi/10.1525/sp.1992.39.3.03x0034h
  • Williams, C. L. (2013). The glass escalator, revisited: gender ınequality ın neoliberal times, sws feminist lecturer. Gender & Society, 27(5), 609-629. doi: https://doi.org/10.1177%2F0891243213490232
  • Wingfield, A. H. (2009). Racializing the glass escalator: reconsidering men's experiences with women's work. Gender & Society, 23(1), 5-26. doi: https://doi.org/10.1177%2F0891243208323054
  • Wirth, L. (2001). Women in management: closer to breaking through the glass ceiling?,Geneva: ILO Publications
  • Yıldız, S., Alhas, F., Sakal, Ö. ve Yıldız, H. (2016). Cam uçurum: kadın yöneticiler cam tavanı ne zaman aşar?. Ankara Üniversitesi SBF Dergisi, 71(4), 1119 – 1146. doi: https://doi.org/10.1501/SBFder_0000002425
  • Yıldız, S. (2017, Haziran). Toplumsal cinsiyetin şirketlere yansımasında ortaya çıkan ayrımcılık kavramlarının ardılları üzerine bir model önerisi. Eskişehir Osmangazi Üniversitesi Sosyal Bilimler Dergisi, 18(1), 121-138. doi: https://doi.org/10.17494/ogusbd.330753
  • Zel, U. (2002). İş arenasında kadın yöneticilerin algılanması ve kraliçe arı sendromu. Amme İdaresi Dergisi, 35(2), 39-48. Doi: Zimmer, L. (1988). Tokenism and women ın the workplace: the limits of gender-neutral theory. Social Problems, 35(1), 64-77. doi: https://doi.org/10.2307/800667
Toplam 43 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Ana Bölüm
Yazarlar

İrep Bayat 0000-0001-6264-1901

Beril Baykal 0000-0002-0769-459X

Yayımlanma Tarihi 31 Aralık 2021
Yayımlandığı Sayı Yıl 2021 Cilt: 23 Sayı: 3

Kaynak Göster

APA Bayat, İ., & Baykal, B. (2021). Toplumsal Cinsiyet Ayrımcılığının Yarattığı Engeller: Çalışma Yaşamında Varolmaya Çalışan Kadın. Ankara Hacı Bayram Veli Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, 23(3), 745-762. https://doi.org/10.26745/ahbvuibfd.990887