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This study investigates the relationships between decent work, job satisfaction, workplace social courage, and intent to quit among job and career counselors in Turkiye's IT sector employment agency. The research data was obtained from 408 job and career counselors at an IT sector employment agency in Turkiye. Partial least squares-based structural equation modeling was used to test the hypothesized relationships. The study findings reveal a significant positive influence of decent work on job satisfaction. In contrast, job satisfaction is associated with a notable decrease in the likelihood of employees intending to quit their positions. Additionally, workplace social courage is crucial in reducing intent to quit. Furthermore, our research underscores the mediating roles of job satisfaction and workplace social courage in explaining the relationship between decent work and intent to quit. Intriguingly, it is noteworthy that higher levels of workplace social courage are unexpectedly linked to an increased intention to quit. Conversely, heightened job satisfaction is associated with an augmentation in workplace social courage. These findings carry substantial theoretical and practical implications, offering valuable insights into the intricate dynamics of decent work, job satisfaction, and social courage within the workplace context. These insights can contribute to avoiding intent to quit and minimizing turnover rates. Job satisfaction and social courage are two edge swords that organizations must cautiously follow up. This study emphasizes the significance of establishing a secure and nurturing work environment that fosters decent work, job satisfaction, and social courage. [ABSTRACT FROM AUTHOR]

Aims: This study investigates the effects of ethical climate and innovative culture on the hospital nurses' job performance and innovative behaviour with the mediating factor of psychological empowerment. Background: Hospital nurses have an opportunity to embrace innovative behaviours and increase their performance through a positive ethical climate and innovative culture. Understanding nurses' psychological empowerment in the workspace context that impacts innovation has not been a focus for hospital leadership. Methods: A cross‐sectional study based on a questionnaire design was used for data collection and analysis. The data are collected through a voluntary survey—selected by a convenience sampling method—of 393 nurses from University Hospital. The Structural Equation Model and Bootstrap method test the study's hypotheses. A STROBE checklist was used for reporting. Results: Ethical climate and innovative culture predict job performance and innovative behaviour with the mediating role of psychological empowerment. Moreover, psychological empowerment decreases the predictive power of ethical climate and innovative culture separately but increases the nurses' job performance and innovative culture. Conclusions: Ethical climate and innovative culture significantly positively affect job performance and innovative behaviour. Additionally, the mediating effect of psychological empowerment increases job performance and innovative behaviour more than the effects of ethical climate and innovative culture. Implications for Nursing Management: Nurses need to be prepared to practice safely, accurately and compassionately by translating moral values into rules of the nursing profession, where innovation increases at an astonishing rate. Nurse leaders and hospital managers should establish ethical norms as the consensus of ultimate criteria of validity of the rational analysis of tasks or particular nursing practice concepts, with an innovative culture by empowering nurses exceedingly in their workplace. [ABSTRACT FROM AUTHOR]

Purpose: This study investigated relationships between hospice nurses' emotional labor, life satisfaction, and affective commitment (moderator). We started with the assumption that displaying real emotions rather than faking them may increase life satisfaction. Design and Methods: The study utilized a cross‐sectional survey data analysis. A total of 322 nurses participated in the study. Hayes' process examined the moderation relationship predicting emotional labor and life satisfaction. Findings: The results showed that emotional labor partially affected life satisfaction. However, those effects varied at different levels of affective commitment and interestingly diminished at a high level. Practice Implications: Nurse leaders should understand and transform the surface emotional setting of nurses to more profound acting emotions and then to natural emotional responses, which otherwise can generate emotional conflict causing unsatisfactory life. [ABSTRACT FROM AUTHOR]

In light of an increasingly integrated society, in-depth research is needed to explore how particular perceived values may guide leadership behaviour by measuring the everyday actions of employees. As Asian individual values become collective, there is an increased likelihood that they will be perceived as cultural values that translate into expectations of leadership roles. This article considers the impact of changes in leadership roles from a role theory perspective, based on Asian values leading to changes in leadership styles. The sample is taken from an organised industrial zone which consists of a high immigrant workforce that continues to grow. The research was conducted in western Turkey but has appeared in leading survey results on Asian cultural values. This study found significant symbolic interactionism between values and leadership roles. There were also correlations between roles and leadership styles, since leaders also influence the interpersonal roles of their employees. Among managers involved in decision-making and information processing, an autocratic participative leadership style has emerged. Points for practitioners: In every organisation, leaders should be aware of values in their organisations by measuring the everyday actions of employees. To become proficient leaders, they should learn to act in a manner suitable to the roles expected by their subordinates. Furthermore, to be efficient, leaders should adopt what is considered a 'proper' style through comparison to the indicated roles. In a nutshell, leadership, values and leadership styles are interference acts that affect all processes, from recruitment to strategic management. [ABSTRACT FROM AUTHOR]

The theoretical hypotheses of absorptive capacity (AC) are relatively simple; validation and measurement are more complicated. There are still discussions about AC's best proxy or measurement because archival or survey methods may not provide dependable results. Additionally, absorption theories have not researched the effectiveness of a spatial or geographically relevant bounding as a cluster. Exterior factors define absorptive capacities, but their contingent effects on variables and forms are unclear. Limited studies on the external networks and business environment and change in theory versus execution remain essential research subjects. This research aims to explore the effects of clusters and the business environment on absorptive capacity from the perspective of contingency theory. Based on a sample of 38 nations, World Bank, and Global Innovation Index within the 2013-2018 period data, panel analysis shows that cluster inclusion and business environment relative to the nation can strengthen the absorptive capacity. The results also show that the proxy variable of absorptive capacity is significantly related to results. [ABSTRACT FROM AUTHOR]

With the COVID-19 Pandemia, there have been many challenges and negative impacts on social, and economic life, including xenophobia. So, this paper strives to describe the contents of the presented xenophobia concepts through the identified subconcepts and open codes-gathered from media by content analysis method. The paper also provides authentic citations that connect the results and raw data from the media. The performed analysis demonstrated that xenophobia is relative to a country or group of countries' context of a threat to their physical, social, and cultural beliefs. Xenophobia included various aspects, e.g., filtered information, economic threat, and emotional reactions. These can be exemplified through media news and incidents occurring in each country or region. [ABSTRACT FROM AUTHOR]

Psychological resilience has been, to a certain extent, explained by Western individualistic, and static factors. However, dynamic factors that affect the resilience through the process are proofed to be more important, i.e. culture. In some collectivist nations, like Afghanistan, the meaning of work embedded in what their own culture taught them. Afghan cultural context may provide the foundation for different ways of knowing, including resilience, by people in that nation. So, the main aim of this research is to find out the impact of psychological resilience on work engagement from the Afghan national cultural perspective. In a study of 713 staffs from 27 universities in Afghanistan show that work engagement dimensions are more related to the social and family factor of resilience than individual ones, supporting the cultural cohesion theory of individuals of Afghan people. Resiliency and energy are also one of the critical components of work engagement, vitality as a more individualistic work engagement factor lost its importance. [ABSTRACT FROM AUTHOR]

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Migration movements transform business life because they have more social aspects than geographic or numerical interactions. This paper reviews empirical research better to understand the effect of leadership in the process of xenophobia in the work environment from social identity theory perspective. Leadership as a social contextual factor is critical for understanding in determining individuals' internalization of particular cultural identities regarding to social identity theory. From that point of view, paternalistic leadership can be an ideological motive to affect the social order by internalization of inferiority among members by family-like relations and involving personal lives and expecting interpersonal favors. The sample of the study was chosen from Gaziantep, with a total number of 634 employees and 78 firms, where the immigrant population is dense. Results revealed that paternalistic leadership and xenophobia dimensions were relatively different in that specific sector. In a nutshell, paternalistic leadership does not significantly affect the personal and political hostility factor of xenophobia as social group theory predicted. However, it affects the cultural and identity dimensions of xenophobia self-idealization. Implications for theory and practice alongside limitations are discussed. [ABSTRACT FROM AUTHOR]

This study investigates the impact of five economic indicators -clusters, FDI, R&D, and GDP per capitaon innovation. Using a unique panel dataset obtained from eight upper/middle-income countries with similar innovation levels that are in and out of economic clusters from 2001-2014. Being in a cluster has static (countable) and dynamic (uncountable) effects. We demonstrated that from the dynamic effect variables GDP per capita, FDI, a dummy variable for being EMU member and R&D expenditure only FDI is significant. On the other hand, export numbers are correlated with innovation negatively by 1.3. The empirical support shows that the dynamic effects of clusters are not statistically significant on innovation, but static effects are. Therefore, clusters are useful for countries on trade but not innovation directly. In a nutshell, an upper middle-income country should increase trade for innovation spillover by moderation effect of being in economic unions. [ABSTRACT FROM AUTHOR]

As innovative firms have considerable competitive advantage, more foreign direct investment (FDI) research has been related to innovation. The primary aim of this study is to explore how intra-regional economies interact with host countries' innovative performance, and how they are affected by FDI. Azerbaijan, Georgia and Turkey, located in the South Caucasus region, are selected as examples. Numbers of patent applications, R&D expenditure (% of GDP), and intellectual property payments are chosen as factors indicative of innovation. While this research tries to explore whether these three countries, connected by large trades, can act as a clustered group, panel cointegration and panel OLS models are used for analysis. The results show that FDI is an important variable affecting the level of innovation in the panel analysis. Nevertheless, individual relationships with FDI vary, and cointegration analysis shows heterogeneity. That is, foreign direct investment could play a central role in increasing the level of innovation for Azerbaijan and Georgia, but it is not an important determinant of Turkey's economic innovation level. Countries should realize that when their economies are becoming stronger FDI is not a useful tool for escalating innovation, rather they should cluster together in order to leverage innovation. [ABSTRACT FROM AUTHOR]

Purpose – The dynamics of an emerging green entrepreneurship can be different in the emerging markets because the nature of the society and relations of business are different. As a result of these differences, green entrepreneurship also has distinguished dimensions and specific motivations. The purpose of this paper is to analyze individual cases of green entrepreneurs to understand local drivers and dynamics from the perspectives of ecological modernization and the network society theories. Design/methodology/approach – Qualitative methodology was followed in which the data were gathered via semi-structured interviews and a content analysis was executed to analyze the data. Findings – Time relativity, relatedness and altruism were found to be the most differentiated factors among other drivers for green entrepreneurs. Originality/value – The theories mentioned that the quality and quantity of entrepreneurs are not enough for the expected results; the society and networks of society also should push or pull. Nevertheless, to explain this, we may say Turkey has its own special dynamics. Heritage or own roots are very important and are observed for all participants. Also not legislation but practice of these legislations is another constraint in front of Turkish entrepreneurs. [ABSTRACT FROM AUTHOR]