Boğaziçi Üniversitesi, 2010

Boğaziçi Üniversitesi, 2006

Boğaziçi Üniversitesi, 2004

Kişi-çevre uyumu, Çalışan proaktifliği, İşe adanmışlık, Güçlendirme, Çalışan Yenilikçiliği

• Maden-Eyiusta, C. (2023). Perceived overqualification and employee proactivity: The cross-level moderation effects of LMX and initiative climate in small firms. Current Psychology. DOI: 101007/s12144-023-04844-2. [SSCI]
• Maden-Eyiusta, C., & Alparslan, S. E. (2022). Captain or deckhand? The impact of self-leadership on employees’ work role performance under remote work. Frontiers in Psychology, 13. DOI: 10.3389/fpsyg.2022.988105. [SSCI]
• Maden-Eyiusta, C., & Alten, O. (2021). Expansion-oriented job crafting and employee performance: A self-empowerment perspective. European Management Journal, 41(1), 79-89. [SSCI]
• Maden-Eyiusta, C., Yalabik, Z. Y., & Nakiboglu, M. A. B. (2021). The impact of support on employees' adaptive behavior: a moderated mediation model. Journal of Managerial Psychology. 37(2), 153-169. [SSCI]
• Maden-Eyiusta, C. (2019). Role conflict, role ambiguity, and proactive behaviors: does flexible role orientation moderate the mediating impact of engagement? International Journal of Human Resource Management, 32(13), 2829-2855. [SSCI]
• Esen, A., and Maden-Eyiusta, C. (2019). Delineating the concept of corporate social innovation: Toward a multidimensional model. International Journal of Entrepreneurship and Innovation Management, 23(1), 23-45. (International Sustainable Development Research Society (ISDRS)-2nd Best Sustainable Development Article)
• Maden-Eyiusta, C. (2016). Job resources, engagement, and proactivity: A moderated mediation model. Journal of Managerial Psychology, 31(8), 1234-1250. [SSCI]
• Maden, C., Ozcelik, H., and Karacay-Aydin, G. (2016). Exploring employees’ responses to unmet job expectations: The moderating role of future job expectations and efficacy beliefs. Personnel Review, 45(1), 4-28. [SSCI]
• Arikan, E., Kantur, D., Maden, C., and Telci, E. (2016). Investigating the mediating role of corporate reputation on the relationship between corporate social responsibility and multiple stakeholder outcomes. Quality & Quantity, 50(1), 129-149. [SSCI]
• Maden, C. (2015). Linking high involvement human resource practices to employee proactivity: The role of work engagement and learning goal orientation. Personnel Review, 44(5), 720-738. [SSCI]
• Maden, C. (2015). A gendered lens on entrepreneurship: Women entrepreneurship in Turkey. Gender in Management: An International Journal, 30(4), 312-331.
• Esen, A., and Maden, C. (2015). Kurumsal Sosyal İnovasyon [Corporate Social Innovation]. Harvard Business Review Turkey, May, 113-118.
• Maden, C. (2014). The impact of needs-supplies fit, involvement, and tenure on job satisfaction and turnover intention. The Service Industries Journal, 34(14), 1113-1133. [SSCI]
• Maden, C., and Kabasakal, H. (2014). The simultaneous effects of fit with organizations, jobs, and supervisors on major employee outcomes in Turkish banks: Does organizational support matter? International Journal of Human Resource Management, 25(3), 341-366. [SSCI]
• Kor, B., and Maden, C. (2013). The relationship between knowledge management and innovation in Turkish service and high-tech firms. International Journal of Business and Social Science, 4(4), 293-304.
• Maden, C. (2013). Şirketinizdeki Ateş Topu: Y Kuşağı [The fireball in your organization: Generation Y]. Harvard Business Review Turkey, May, 50-56.
• Maden, C. (2012). Transforming public organizations into learning organizations: A conceptual model. Public Organization Review, 12(1), 71-84.

Kitap Bölümleri
• Maden, C. (2018). Women’s entrepreneurship in Turkey: Promising initiatives and evidence for success in the face of culturally embedded barriers. In S. Yousafzai, A. Lindgreen, S. Saeed, C. Henry, & A. Fayolle (Eds.), Contextual Embeddedness of Women's Entrepreneurship: Going Beyond the Gender-Neutral Approach (pp. 74-88). UK: Routledge - Taylor & Francis Group.
• Asik-Dizdar, O., Maden-Eyiusta, C., and Esen, A. (2018). How To Deal With Diverse Voices: A Framework To Support Stakeholder Engagement. In A. Lindgreen, F. Maon, J. Vanhamme, B. P. Florencio, C. Strong, & C. Vallaster(Eds.), Engaging with stakeholders: A relational perspective on responsible business (pp. 91-101). UK: Routledge - Taylor & Francis Group.
• Kabasakal, H., Karakaş, F., Maden, C., and Aycan, Z. (2015). Women in management in Turkey: Challenges, hopes, and progress. In A. Richardsen & R. Burke (Eds.), Women in Management Worldwide: Signs of Progress (pp. 226-246). UK: Routledge - Gower Publishing Limited.
• Esen, A., Asik-Dizdar, O., and Maden, C. (2015). Social innovation as driver of regional competitiveness: A conceptual framework. In L. M. Carmo Farinha, J. J. M. Ferreira, H. L. Smith, & S. Bagchi-Sen (Eds.), Handbook of Research on Global Competitive Advantage through Innovation and Entrepreneurship (pp. 113-126). Hershey, USA: IGI Golbal.
• Kabasakal, H., Aycan, Z., Karakaş, F., and Maden, C. (2011). Women in management in Turkey. In M. J. Davidson & R. Burke (Eds.), Women in Management Worldwide: Progress and Prospects (pp. 317-338). UK: Routledge - Gower Publishing Limited.

Örgütler (MGMT 202), Örgütsel Davranış (MGMT 809)