Leeds Beckett University - City Campus,
Woodhouse Lane,
LS1 3HE
Dr Samet Arslan
Lecturer
Samet is a work psychologist and quantitative researcher. He holds a BSc and an MSc in Psychology from Istanbul University and a PhD in Work Psychology from the University of Sheffield. He is a graduate member of the British Psychological Society and the Academy of Management.
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About
Samet is a work psychologist and quantitative researcher. He holds a BSc and an MSc in Psychology from Istanbul University and a PhD in Work Psychology from the University of Sheffield. He is a graduate member of the British Psychological Society and the Academy of Management.
Before joining Leeds Beckett University, he previously worked at the University of Sheffield. Samet's research areas of interest focuses on the intersection of organisational leadership, identity, and well-being.
Research interests
Samet is interested in how organisational leaders manage and integrate their identities within professional and personal spheres. He particularly focuses on the interactions between leaders’ self-perceptions and the perceptions held by their colleagues and family members.
Samet also has an interest in work-life balance. His work has examined how remote working, as well as the use of technology impact employees' perceptions of work-life balance.
Publications (3)
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Stereotype Threat in Leadership: Effects on Women’s Negative Affect and State Self-Esteem
August 2024
Academy of Management Proceedings Academy of Management
Arslan S, Özalp Türetgen I, Vasquez CWorking from Home and Balancing Work and Nonwork Life: The Moderating Role of Extended Availability
30 November 2023
Psikoloji Çalışmaları / Studies in Psychology43(3):523-552 (30 Pages) Istanbul University
Ayyıldız F, Arslan SThe practice of working from home (WFH) has become more common due to the isolation requirements during the COVID-19 pandemic. Although quarantine measures have been lifted, WFH continues and is expected to become permanent for many employees. However, research on the effectiveness of WFH with regard to balancing the work and nonwork life domains has yielded contradictory results. The outcomes of WFH may differ depending on how organizations manage this work process. Thus, examining the situations in which WFH is beneficial is critical for balancing employees’ work and nonwork lives. This study aims to contribute to the growing body of WFH studies by examining how extended availability moderates the relationship between WFH and the work-nonwork balance. Both the WFH practice and extended availability are based on the use of information and communication technologies (ICTs). Although ICTs are considered beneficial because they provide employees with the opportunity to carry out their work anytime and anywhere, they also create some potential problems for employees. Extended availability results in employees being prevented from psychologically disengaging from work and hinders their recovery process. Thus, this study proposes higher extended availability to reduce WFH’s positive effect on the work-nonwork balance. The study’s respondents involve 307 employees from different sectors. The study uses a cross-sectional design and online questionnaire to collect the data and PROCESS macro to test the hypothesis. The results reveal that WFH is not significantly associated with employees’ work-nonwork balance. However, the interactive effects of WFH and extended availability on the work-nonwork balance are significant. Conditional effects have shown WFH’s effects on the worknonwork balance to only be significant when extended availability is low. These findings suggest that higher extended availability may prevent WFH’s benefits regarding maintaining the balance between the work and nonwork life domains.
Future Leadership Motivation: The Impact of Subordinate and Life-partner’s Explicit Appraisals
July 2025
Academy of Management Proceedings Academy of Management
Arslan S, Hildenbrand K, Topakas A, Vasquez CCurrent teaching
Courses include:
- BSc (Hons) Psychology
- MSc Psychology
Modules include:
- Research Methods 1A and 1B
- Research Methods 2
- Advanced Research Methods for Health Psychology (MSc Health Psychology)
- Individual Differences and Work Behaviour
- Organisational Psychology
- Social Psychology (MSc Coversion)
- Applying Psychology (MSc Conversion)
