Search

The aim of this study is to examine the mediating role of job satisfaction in the relationship between empathetic leadership and employees' life satisfaction. The study sample consists of 382 white-collar workers based in Istanbul, employed in office-based roles across human resources, procurement, public relations, finance, and accounting departments of private enterprises. The average age of participants is 36 years. Data were collected using a demographic information form and three different self-report scales. Descriptive statistics, Pearson Correlation Coefficient, and Bootstrap Analysis were employed for data analysis to determine relationships between variables. Hayes' Process Macro was used for mediation analysis. According to the results of the research, it is understood that empathetic leadership has an effect on employee life satisfaction and job satisfaction has a mediating role in this effect. [ABSTRACT FROM AUTHOR]

With the development of information technologies and social media, organizations have begun to attach more importance to employee advocacy behaviors. In this context, the study examined whether workplace happiness has a mediating effect on the effect of job satisfaction on employee advocacy, using the mediating variable analysis criteria developed by Baron and Kenny (1986). Data obtained from 308 participants working in cafes and restaurants in Isparta city center were analyzed. Explanatory and confirmatory factor analyzes of the scales used for data collection were conducted. As a result of the correlation analysis, it was determined that job satisfaction, workplace happiness and employee advocacy had a positive and significant relationship with each other. According to the hypothesis results, job satisfaction is a significant predictor of workplace happiness and employee advocacy; Workplace happiness was also found to be a significant predictor of employee advocacy. In terms of mediation effect, it was observed that workplace happiness had a mediating effect on the relationship between job satisfaction and employee advocacy. The findings show that if organizations invest in job satisfaction and workplace happiness, employees may exhibit defensive behaviors. [ABSTRACT FROM AUTHOR]

Copyright of CBÜ Beden Eğitimi & Spor Bilimleri Dergisi is the property of CBU Beden Egitimi & Spor Bilimleri Dergisi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Bu çalışmada, ilk olarak son yirmi yılda karanlık üçlü (KÜ) olarak popülerlik kazanan üç kişilik özelliğine (yani subklinik narsisizm, subklinik psikopati ve Makyavelizm) kısaca değinilmiştir. Bu özellikler, kişiliğin karanlık yönlerindeki bireysel farklılıkları daha tam olarak yakaladıkları için, Beş Büyük özellik gibi kişilik üzerine yapılan araştırmaları genişletmek için faydalıdır. Kurumsal alanda çalışanların farklılıkların rolünün daha iyi anlaşılması için karanlık üçlünün araştırılması önemlilik arz etmektedir. Bu nedenle ulusal alan yazında karanlık üçlü özellikle kurumsal anlamda araştırılmalıdır. Böylece kişilik özelliklerinin kurumsal belirtilerinin anlaşılmasına katkı sunulması amaçlanmaktadır. Çalışma COVID-19 salgını döneminde gerçekleştirilmiştir. Çalışmanın evreni Ankara ilinde faaliyet gösteren kamu hastanelerinde görev yapan çalışanlardan meydana gelmektedir. Çalışmanın örneklemi ise Ankara ilinde faaliyet gösteren kamu hastanelerinde görev yapan sağlık çalışanlarından meydana gelmektedir. Çalışmada ilişkisel ve kesitsel saptama metotlarından yararlanılmıştır. Bu çalışmada, anket metodu tatbik edilmiştir. Çalışmada data toplama araçları örneklem içinde yer alan çalışanlara kolayda örnekleme metoduyla erişilen online yöntem ile elden anket dağıtma olarak tatbik edilmiştir. Toplam katılımcı adedi 440 olarak gerçekleşmiştir. KÜ’nün iş tatmini (İŞT) üzerinde anlamlı ancak negatif bir tesirinin var olduğu anlaşılmaktadır. KÜ’nün işten ayrılma niyeti (İAN) üzerinde ise, pozitif ve anlamlı bir tesiri bulunmaktadır. Ancak KÜ’nün PS üzerinde anlamlı bir tesiri saptanamamıştır. KÜ ile İŞT ve KÜ ile İAN arasındaki ilişkilerde PS’nin aracı tesiri bulunmamaktadır.

Copyright of Journal of Sport & Recreation Researches is the property of Journal of Sport & Recreation Researches and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Mediterranean Educational Research Journal / Akdeniz Eğitim Araştırmaları Dergisi is the property of Turkish Educational Research Association (TERA) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Economics & Administrative Sciences / Afyon Kocatepe Üniversitesi Iktisadi ve Idari Bilimler Fakültesi Dergisi is the property of Afyon Kocatepe University, Faculty of Business Administration and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Mugla Journal of Science & Technology is the property of Mugla Journal of Science & Technology and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In the research conducted on an academician in Istanbul, the effect of digital well-being on artificial intelligence anxiety and job satisfaction is investigated. In the research conducted with a causal relationship design, the data set obtained from 211 academic personnel is subjected to statistical analysis. As a result of the relevant analyses, it is seen that there is a positive and significant relationship between the artificial intelligence configuration sub-dimension of artificial intelligence anxiety, and the digital welfare dimension of digital well-being. In addition, it is found that there is a negative and significant relationship between digital satisfaction, which is the sub-dimension of digital well-being, and job satisfaction. The findings obtained as a result of the research show that artificial intelligence configuration increases digital well-being. On the other hand, as the level of digital satisfaction in academics increases, job satisfaction would decrease. This result shows that classical job satisfaction perceptions would be shaped differently with artificial intelligence. [ABSTRACT FROM AUTHOR]

Person-organization fit studies have gained an intercultural dimension over time, and the role of cultural characteristics in the relationship between person-organization fit and some job attitudes such as job satisfaction has begun to be studied. However, different results have been obtained in studies on person-organization fit in which the individualism-collectivism cultural dimension is addressed. In accordance in this study, the possible moderating role of the individualism-collectivism culture dimension between person-organization fit and job satisfaction has been investigated. In addition, in the study, considering the debates about whether the characteristics of individualism and collectivism are two opposite poles (CVSCALE scale) or different syndromes that can exist simultaneously in an individual (INDCOL scale); two different scales have been used to measure the cultural feature in question and a comparison has been made. According to the results of this research conducted with data from 305 employees of a food sector firm in Balıkesir province, person-organization fit positively influences job satisfaction. Additionally, individualism moderates this relationship, such that as employees' individualism increases, person-organization fit's positive effect on job satisfaction also intensifies. In addition, individualism and collectivism both positively affect job satisfaction, but the effect of individualism is higher. [ABSTRACT FROM AUTHOR]

Copyright of Omer Halisdemir Universitesi Iktisadi ve Idari Bilimler Fakültesi Dergisi is the property of Omer Halisdemir University, Faculty of Economics & Admistrative Sciene and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Mehmet Akif Ersoy University Journal of Education Faculty is the property of Mehmet Akif Ersoy Universitesi Egitim Fakultesi Dergisi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Gümüshane Üniversitesi Saglik Bilimleri Dergisi is the property of Gumushane University, Faculty of Health Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Human & Work / İş ve İnsan Dergisi is the property of Mugla Sitki Kocman Universitesi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Social Research & Behavioral Sciences / Sosyal Araştırmalar ve Davranış Bilimleri Dergisi is the property of Journal of Social Research & Behavioral Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The aim of this research is to examine the effect of job satisfaction and group cohesiveness on collective efficacy and subsequently the effect of collective efficacy on group effectiveness. Quantitative research method was used within the scope of the research. The population of the research consists of firefighters operating in Kahramanmaraş. A questionnaire was applied to 213 firefighters. The obtained data were statistically evaluated with SPSS and AMOS program. Frequency, reliability, factor, correlation, regression and path analyzes were performed. Job satisfaction and group effectiveness were found to increase collective efficacy. Collective efficacy also has an impact on group effectiveness. It was concluded that as job satisfaction and group cohesiveness increase, collective efficacy increases and as collective efficacy increases, group effectiveness increases. Efforts should be made to increase job satisfaction and group cohesiveness among firefighters. [ABSTRACT FROM AUTHOR]

This research was conducted to examine the relationship between the ethical leadership perception, organizational cynicism, ethical climate perception, and job satisfaction levels of youth and sports services department employees. In the research where the relational screening model, one of the quantitative research methods, was used, the study group consists of the personnel working in the Youth and Sports Services Department of Sakarya Metropolitan Municipality. In determining the data of the employees, the Ethical Leadership Scale consisting of a single dimension and 10 items validated into Turkish by Tuna et al. (2012), the Organizational Ethical Climate Scale consisting of two dimensions and 9 items adapted to Turkish by Çalışkan (2022), the Organizational Cynicism Scale consisting of three dimensions and 14 items adapted to Turkish by Kalağan (2009), and the Job Satisfaction Scale consisting of a single dimension and 5 items adapted to Turkish by Başol and Çömlekçi (2020) were used. The data analysis was carried out in the "Statistical Package for the Social Sciences (SPSS) 22.0" program. When the research results were examined in terms of demographic variables, it was determined that there was no significant relationship between gender and organizational cynicism, ethical leadership and job satisfaction. On the other hand, a significant relationship was determined between professional seniority and the affective and behavioral sub-dimensions of organizational cynicism. A positive relationship was found between ethical leadership and organizational ethical climate and job satisfaction, while a negative relationship was found between organizational cynicism. These results emphasize the importance of ethical leadership in local governments and show the benefits of implementing a service-oriented approach on employees. It is recommended that qualitative research be conducted with more contrast samples and different industries in future studies. For future studies, it is anticipated that comparative studies with larger samples and different sectors, and also that ethical leadership training be provided among youth and sports department heads will be beneficial. [ABSTRACT FROM AUTHOR]

The aim of the research is to investigate the impact of person-organizational fit on job satisfaction and to identify the mediating role of managers' communication skills in this relationship. In this context, a field study was conducted on employees of three, four, and five-star hotel establishments operating in the province of Nevşehir. A total of 394 surveys were collected using the survey technique and convenient sampling method. The data were analyzed using appropriate analysis programs. The analysis results revealed strong positive relationships between person-organizational fit, job satisfaction, and managers' communication skills. As a result of structural equation modeling, it was found that employees' person-organizational fit has a positive impact on job satisfaction. Likewise, it was determined that employees' person-organizational fit positively influences managers' communication skills. Ultimately, the significance of the mediating effect was examined through bootstrap tests, and it was concluded that the mediating effect of managers' communication skills in the impact of personorganizational fit on job satisfaction is significant. The analysis results were discussed in terms of theoretical and practical contributions, and some recommendations were made for the sector and future research. [ABSTRACT FROM AUTHOR]

The importance of intellectual capital for organizations is increasing day by day. Therefore, it is vital for employees to be satisfied and productive. Recent research findings indicate that internal marketing practices are an important tool in increasing satisfaction and productivity. In this context, the mediating role of job satisfaction and perceived organizational support in the impact of internal marketing on employee performance has been examined. An quantitative study was conducted with healthcare professionals working in healthcare institutions in Balıkesir and Çanakkale provinces. According to the study results, internal marketing has a positive effect on job satisfaction, perceived organizational support, and employee performance. Additionally, both job satisfaction and perceived organizational support have a positive effect on employee performance. When mediation effects were examined, it was concluded that both job satisfaction and perceived organizational support play a mediating role in the impact of internal marketing on employee performance. [ABSTRACT FROM AUTHOR]

This study investigates the effects of the digitalization process on the job satisfaction of employees in participation banks. During the pandemic period, technological efforts that allow banking transactions to be carried out contactless and remotely have accelerated, and suitable financial products have been put into service. Participation banks have swiftly adapted to the digitalization activities observed in the banking sector, much like their counterparts. By offering digital products that adhere to Islamic principles, customers can remotely and contactlessly conduct their banking activities. This transformation has had an impact on the employees of participating banks. The study examines the effects of digitalization on the work lives of employees in participating banks through the administration of a survey. Considering the demographic characteristics of the workplace, the job satisfaction levels of employees have been measured. The effect of digitalization on the job satisfaction of employees was also measured by regression analysis. In the findings, internal and external satisfaction with digitalization were measured. According to the measurement results, it was found that digitalization positively increases the job satisfaction of employees in participation banks. [ABSTRACT FROM AUTHOR]

The aim of this study is to examine the effect of conflict management on job satisfaction for the accounting sector and to examine the effect between the conflict management strategies used by employees and their job satisfaction. Also, demographic characteristics are to contribute to the related literature by examining the effect of job satisfaction, conflict management, and conflict management strategies. In this study, survey research method and relational screening model were used. Then, e-survey was applied to 451 accounting professionals through convenience sampling among approximately 200.000 accounting sector employees operating in Turkey and 403 questionnaires were analysed. The factor loadings of the scales were examined, followed by reliability and normal distribution analyses of the relevant scales and then parametric tests were performed. Pearson correlation analysis and regression analysis were performed to examine the relationship between constructive, adaptive, coercive, avoidant and compromising subscales of job satisfaction scale and conflict management strategy scale. According to the results, conflict management has a positive effect on job satisfaction. Also, constructive, accommodative, compromise, avoidant and coercive conflict management strategies were also found to have a positive effect on job satisfaction. When demographic characteristics were analysed, it was found that there was no significant difference between gender, marital status, age, education level variables and job satisfaction, conflict management, adaptive, constructive, coercive, avoidant and accommodative conflict management strategies. It was observed that there was a significant difference between the professional experience variable and compatible conflict management strategy, also between the occupation variable and coercive conflict management strategy. [ABSTRACT FROM AUTHOR]

The aim of this study is to examine the role of job satisfaction while revealing the relationship between ethical leadership and counterproductive work behaviors. The study covers private bank employees operating in Bayburt and Erzurum provinces. For this purpose, surveys were distributed to bank personnel who would participate in the study on a voluntary basis. The participants' answers to the surveys were analyzed with the help of SPSS 22 program. As a result of the findings and analysis, it was observed that as the ethical leadership behavior perceived by private bank employees strengthens, their counterproductive behaviors at work weaken. In addition, strong perceived ethical leadership behavior significantly increases the job satisfaction of bank employees. Finally, bank employees with a high sense of job satisfaction are less likely to exhibit counterproductive work behavior. Job satisfaction plays a partial mediator role in the relationship between ethical leadership behaviors and counterproductive work behaviors. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Administrative Sciences / Yonetim Bilimleri Dergisi is the property of Canakkale Onsekiz Mart Universitesi, Terzioglu Kampusu and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Uluslararasi Ekonomi ve Yenilik Dergisi is the property of Karadeniz Technical University, Depertmant of Economics and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study examined the relationship between psychological resilience, job satisfaction, and organizational commitment. The study, which was conducted with the relational survey model, was attended by 204 women and 176 men, 380 people in total (MAge=37,87±7,88) working in the Directorate of Youth and Sports. Participants answered the personal information form, "The Brief Resilience Scale (BRS)", "Job Satisfaction Scale (JSS)" and "Organizational Commitment Scale (OCS)". After data collection, the basic assumptions of parametric tests were tested, and a model was created to examine the relationship between "BRS", "JSS" and "OCS" and the causal relationship between the latent variables was analyzed with the Structural Equation Model. The Pearson correlation analysis results showed significant positive correlations between the mean scores of "BRS", "JSS" and "OCS". When the goodness of fit values of the model were examined, it was found that all values were within acceptable limits. SEM results showed that psychological resilience had direct positive significant effects on job satisfaction (βBRS-JSS=0.22; p

Bu çalışma, COVID-19 sürecinin tam ortasında bulunan ve pandemiyi bertaraf etmek için gece gündüz çalışan sağlık çalışanlarını kapsamakta olup sağlık çalışanlarının COVID-19 korkusu yaşayıp yaşamadıkları, bunun iş tatminlerini nasıl etkilediği ve bu süreçte hastane yönetiminin krizi nasıl yönettiği ile ilgili algıları ortaya konulmaya çalışılmıştır. Araştırmanın kitlesini. Çankırı ilinde faaliyet gösteren devlet ve diş hastaneleri personeli oluşturmaktadır. Araştırma alanındaki tüm personele ulaşmak mümkün olmadığı için örneklemeye başvurulmuştur. Kolayda örnekleme yöntemi ile 419 kişiye ulaşılmıştır. Araştırma verilerinin toplanmasında daha önce geçerlilik ve güvenirlik çalışması yapılan ölçekler kullanılmıştır. Araştırma verilerinin analizi için SPSS istatistik programından yararlanılmıştır. Araştırma sonucunda sağlık çalışanlarının COVID-19 korkusu yaşadıkları, bu nedenle iş tatminlerinin düşük olduğu ve yöneticilerinin krizi etkin bir şekilde yönetemediğini düşündükleri tespit edilmiştir. Ayrıca çalışmada COVID-19 korkusunun iş tatmini üzerindeki etkisinde kriz yönetimi ile ilgili algı devreye girdiğinde COVID-19 korkusunun ortadan kalkmadığı fakat düştüğü tespit edilmiştir. Başka bir deyişle kriz yönetimine ilişkin algının COVID-19 korkusu ve iş tatmini arasında kısmi aracılık rolü oynadığı belirlenmiştir. Çalışmayla en ölümcül durumlarda bile etkili ve başarılı bir kriz yönetiminin çalışanların korkularını azaltma ve çalışanların tatmin düzeylerini de artırma noktasında ne düzeyde önemli olduğu ortaya çıkarılmıştır.

The purpose of this research is to investigate how organizational cynicism mediates the relationship between organizational trust and job satisfaction. The study has been carried out in the health sector, which is currently the most significant sector for preserving public health and is supported by substantial funding and a skilled labor force. Questionnaire forms have been prepared in accordance with the purpose of the study and they have been distributed to 300 people working in Adıyaman province and its districts through simple random sampling. A total of 270 individuals have responded to the surveys. Sixteen questionnaires with missing or erroneous answers haven’t been assessed. Consequently, 254 questionnaires have been evaluated in accordance with the study's objectives. Excel, Amos 23, and IBM SPSS 25 have been utilized for the data analysis. According to the results of the relationship between organizational trust and job satisfaction. However, it has been found that the relationship between job satisfaction and organizational trust is mediated by organizational cynicism. In the conclusion part of the study, the results of the analysis are compiled and compared with the findings of similar studies in the literature. The study of the literature’s indicated that no prior research has been done on the mediating function of organizational cynicism in the relationship between organizational trust and job satisfaction. As a result, this unique study closes a significant gap i n the literature on organizational behavior. [ABSTRACT FROM AUTHOR]

While translation is one of the oldest occupations in history, translators are a professional group that has been rather neglected by both academic and professional circles. Within the increasingly demanding economy, they feel the day-to-day pressures of the ever-expanding global language services sector and struggle to find a balance between work and life. They are also striving for higher levels of recognition, professionalization, and fair remuneration. While there are a number of promising studies that focus on translators as professionals, the work attitude tools developed for translators to date lack appropriate validity and reliability tests. Thus, the study aims to adapt the job satisfaction, work-life balance, turnover intention, and workload scales developed for employees from different sectors to translators. The study conducted with the participation of 216 translators living and working in different provinces in Turkey shows that these adapted scales are valid and reliable measurement tools in the Turkish language (Chi-square/df: 1.71; RMSEA: 0.058; SRMR: 0.049; NFI: 0.96; NNFI: 0.98; CFI: 0.98, GFI: 0.90 and AGFI: 0.85). Alongside validity and reliability, this study examines the correlations among the variables obtained from the analyses of the scales, drawing statistically significant results. [ABSTRACT FROM AUTHOR]

In recent years, the topic of health-orientated leadership has often been investigated in relation to health-related outcomes such as general health, tension, depression and anxiety symptoms. In contrast, there is a paucity of research that considers employee well-being in relation to healthoriented leadership, as well as a paucity of studies examining the relationship between healthoriented leadership and job satisfaction. The purpose of this paper is to investigate the effect between health-oriented leadership and job satisfaction as evaluated by employees, and to analyse the effect of work engagement on the effect between health-oriented leadership and job satisfaction. The study was carried out with quantitative research design and descriptive survey model. Convenience sampling method was used in the sample of the study. The data sample included 383 health workers. Variance-based structural equation modelling technique was used in the study and the process was carried out in SmartPLS (v 4.0) programme. Partial least squares structural equation modelling (PLS-SEM) was used in the study. According to the results of the research, it was found that there is an effect between health-oriented leadership, job satisfaction and passion for work variables. At the same time, it was concluded that there is a mediating and regular effect of passion for work in the effect of health-oriented leadership and job satisfaction. When the findings obtained in the research are evaluated in general, it is seen that it is important for managers to exhibit health-oriented attitudes and behaviors. [ABSTRACT FROM AUTHOR]

The core strength of a business operating in the tourism industry is highly motivated and satisfied employees. Perhaps nowhere is this more important than in guest service-oriented businesses such as hotels, where employees have a significant impact on guest satisfaction and trust. Therefore, hotel managers should provide the right organizational environment where employees feel motivated and satisfied. At this point, recreational activities can be applied as an effective solution in hotel businesses. The aim of this study is to determine the effect of recreational activities implemented by five-star hotel businesses on their employees' motivation and job satisfaction. The questionnaire used as a data collection tool was applied on 473 employees of 8 five-star hotel enterprises operating in four provinces, Antalya, Mersin, Aydın and Muğla. The data obtained were analyzed with frequency, percentage distribution, arithmetic mean, standard deviation, t test, analysis of variance and Pearson correlation analysis. As a result of the research, it was determined that the level of recreational activities implemented for hotel employees was low. However, a positive moderate correlation was found between the level of implementation of recreational activities and motivation and job satisfaction. In addition, it was determined that recreational activities, motivation and job satisfaction showed significant differences according to many individual characteristics of the employees (age, education, department, seniority, etc.). [ABSTRACT FROM AUTHOR]

Copyright of Research in Sport Education & Sciences is the property of Ataturk University Coordinatorship of Scientific Journals and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of International Journal of Management Academy is the property of Uluslararasi Yonetim Akademisi Dergisi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of International Journal of Contemporary Tourism Research is the property of Izmir Katip Celebi University, Faculty of Tourism / Izmir Katip Celebi Universitesi, Turizm Fakultei and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of KADEM Journal of Women's Studies is the property of Women & Justice Association / Kadin & Demokrasi Dernegi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study aims to examine the relationship among Sick Building Syndrome (SBS), job stress, and job satisfaction. SBS is associated with uncertain health symptoms arising from poor indoor air quality and building conditions, significantly affecting the health and wellbeing of employees. In this context, the study investigates the potential of SBS to increase job stress and, consequently, to reduce job satisfaction. The results of the research conducted with 312 participants working in Kirklareli province, Turkey revealed that there is an inverse and moderate relationship between job satisfaction levels and sick building syndrome perception levels; and finally, there is a same directional and moderate relationship between job stress levels and sick building syndrome levels. It was also found that the correlation between job satisfaction and sick building syndrome level for private sector employees was more than two times higher than the correlation between job satisfaction and sick building syndrome level for public sector employees and finally, the correlation between job stress and sick building syndrome level for private sector employees and the correlation between job stress and sick building syndrome level for public sector employees were very similar to each other. [ABSTRACT FROM AUTHOR]

In this study, it is aimed to reveal the effects of the leadership styles of the managers in health institutions on the job satisfaction and organizational commitment of the employees. The data necessary for the research, a survey was conducted among 140 medical professionals working in the administrative departments of hospitals on the Anatolian side of Istanbul with bed capacity of 600 and more. The first section of the study consist of the factor analysis of the measurement instruments of job satisfaction, organizational commitment, and five leadership behaviours. Kaiser-Meyer-Olkin (KMO) test, and the Bartlett's Sphericity test showed that the study sample was appropriate for the factor analysis. The second section includes multivarite regression model and the univarite analysis. The descriptive statistics of the participant characteristics, and the scales were presented with mean and standard deviation, and frequencies and percentage. The statistical significance was at 0.05 level. The exploratory variables were the participant charactersitics, and the leadership behaviours that found to have statistically significant relationship with the dependent variables. As a result, it is supported by our research findings that the organizational commitment of the personnel working in healthcare institutions is related to the concepts of task-oriented leader and people-oriented leader. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Travel & Hospitality Management / Seyahat ve Otel İşletmeciliği Dergisi is the property of SIMEDYA and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Travel & Hospitality Management / Seyahat ve Otel İşletmeciliği Dergisi is the property of SIMEDYA and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Economics Business & Finance Research / Ekonomi İşletme ve Maliye Araştırmaları Dergisi is the property of Irfan Ersin and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The purpose of this research is to determine the effect between person-organization fit and job satisfaction and job performance of healthcare sector professionals. Person-organization fit is the matching between the personality structures, values and job expectations of employees and the purpose and culture of an organization. Job satisfaction is an emotional reflection related to meeting the expectations of an employee concerning his/her job and surroundings. Job performance is the level of an organization employee to fulfil his/her tasks, as well as his/her course of action. The research was conducted face-to-face using the survey method on a voluntary basis. The first section of the research survey had questions related to demographic characteristics. In the second section, a scale developed by Netemeyer vd., (1997) was used. In the third section, The Job Satisfaction Scale whose validity and reliability were demonstrated by Keser & Önden (2019) was used. Finally, the research was carried out on the basis of The Job Performance Scale development study by Deniz & Kumru (2022). All items in the scale were evaluated on a five point Likert scale. According to the analysis results, a correlation existed decoupling between person-organization harmony and job satisfaction in a positive direction. Additionally, person-organization fit was also effect on job performance. According to these results, person-organization fit positively affected job satisfaction and job performance. In addition, it was determined that job performance played mediating role in the effect of person-organization fit on job satisfaction and in this context, individual institution fit increased job satisfaction effect even further. According to these results obtained, recommendations were made for hospital managers and employees. [ABSTRACT FROM AUTHOR]

The productivity and ethical behaviors of employees in the healthcare sector are fundamental to the quality of patient care and organizational success. The loss of productivity observed in employees with low job satisfaction, frequent absenteeism and even leaving the organization, creates effects at both individual and institutional levels. Time banditry, recently discussed in the organizational behavior literature, is characterized as unethical and undesirable behaviors that affect employee productivity. In this context, this study, which examines the relationship between job satisfaction levels, organizational identification and time banditry behaviors of employees in the healthcare sector in Turkey, reveals the critical dynamics of ethics and efficiency in the sector. The universe of the research consists of 1,420,000 individuals according to the 2023 data from the Ministry of Health of the Republic of Turkey. Data were collected through surveys from 303 healthcare sector employees accessed via convenience sampling method. While high job satisfaction and organizational identification levels were identified among participants, the tendency towards time banditry was observed to be relatively low. An increase in job satisfaction tends to reduce time banditry behavior. It has been determined that organizational identification has a decisive effect, especially on traditional time banditry. Gender-based analyses have shown that women exhibit less time banditry behavior compared to men. These findings offer strategic information for the management of ethical behavior and employee motivation in the healthcare sector. Managers are advised to focus on increasing job satisfaction and promoting organizational commitment. These results provide an in-depth contribution to the literature on organizational ethics and performance. [ABSTRACT FROM AUTHOR]

The study was achieved to estimate the intercourse amid task-oriented leadership style, psychological capital, job satisfaction and organizational commitment. In the research, a survey was applied to 425 employees of small and medium-sized businesses operating in Gaziantep and Şanlıurfa provinces, determined by convenience sampling method. In this context, the relationship between task-oriented leadership, psychological capital, job satisfaction and organizational commitment was tested with "partial least squares" (PLS) and "structural equation modeling" (SEM). According to the results of the structural equation model, it was concluded that the task-oriented leadership style had a positive effect on psychological capital and subdimensions of psychological capital, namely self-efficacy, optimism, hope and resiliency. The research concluded that the task-oriented leadership style had a positive effect on job satisfaction. The study concluded that task-oriented leadership style had a positive effect on organizational commitment; had a positive effect on continuance, normative and affective commitment sub-dimensions of organizational commitment; psychological capital had a positive effect on job satisfaction. In addition, psychological capital had a positive effect on organizational commitment and had a positive effect on continuance, normative and affective commitment sub-dimensions of organizational commitment; job satisfaction had a positive effect on organizational commitment and had a positive effect on the continuance, normative and affective commitment sub-dimensions of organizational commitment. [ABSTRACT FROM AUTHOR]

Copyright of Balkan & Near Eastern Journal of Social Sciences (BNEJSS) is the property of Balkan & Near Eastern Journal of Social Sciences (BNEJSS) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Celal Bayar Üniversitesi Saglik Bilimleri Enstitüsü Dergisi is the property of Celal Bayar University Health Sciences Institute Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Akademik Hassasiyetler is the property of Huzeyfe Suleyman Arslan and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Higher Education / Yüksekögretim Dergisi is the property of Deomed Publishing and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Human & Work / İş ve İnsan Dergisi is the property of Mugla Sitki Kocman Universitesi and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Istanbul Gelisim University Journal of Health Sciences / İstanbul Gelişim Üniversitesi Sağlık Bilimleri Dergisi is the property of Istanbul Gelisim Universitesi Saglik Bilimleri Yuksekokulu and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Selçuk University Social Sciences Vocational School is the property of Journal of Selcuk University Social Sciences Vocational School and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Günümüzde işletmeler “işte çalışan insan” yerine “işi yönlendiren insanı” tercih etmektedir. Çünkü değişen ve gelişen dünyada teknolojik şartlarla birlikte işletmeler arasındaki rekabet oldukça artmış ve işletmelerin çalışanlardan beklentileri de farklılaşmıştır. İşletme yönetimleri çalışanlarını dinleyerek, onlardan geri bildirimler alarak onların bilgi, beceri ve deneyimlerinden yönetim faaliyetlerinde faydalanmak istemektedirler. Dolayısıyla işyerinde sosyal cesareti ve iletişimi iyi bireylere ihtiyaç duyulmaktadır. Bu sayede çalışanlar işyerinde kendilerini rahat bir şekilde ifade edebilecektir. Sosyal cesaret davranışlarının özendirildiği çalışma iklimi ve ortamı çalışanların mutluluğunu etkileyecek ve neticede çalışmalarına da yansıyacaktır. Bu çalışmada, işyerinde sergilenen sosyal cesaret davranışlarının işyeri mutluluğuna olan etkisi ölçülmek istenmiştir. Bu ana amacın yanısıra çalışanların sergiledikleri sosyal cesaret davranışları ve işyeri mutluluk düzeyleri ile bu düzeylerin çalışanların demografik özelliklerine göre farklılık gösterip göstermediğini belirlemek de çalışmanın diğer amaçlarını oluşturmaktadır. Çalışmanın örneklemini Samsun ilinde yer alan bir belediyenin 188 çalışanı oluşturmaktadır. Çalışanlardan “İşyerinde Sosyal Cesaret Davranışları Ölçeği” ve “İşyerinde Mutluluk Ölçeği” ile elde edilen veriler bağımsız örneklem t-testi, Anova, korelasyon ve regresyon analizleri ile incelenmiştir. Elde edilen sonuçlar çerçevesinde işyerinde gösterilen sosyal cesaretin işyeri mutluluğunu pozitif yönde ve anlamlı bir biçimde etkilediği tespit edilmiştir.