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Since human capital is the factor that creates and disseminates knowledge and develops and produces technology, it is considered as one of the most important factors affecting growth and development today. On the other hand, universities are one of the most important cornerstones of human capital, knowledge creation and diffusion. In the international and national literature, only citations are used to measure university-based knowledge spillovers and other factors are neglected. To fill this gap in the literature, this study proposes an analogy for the measurement of spillovers created by academic staff, taking into account the literature on knowledge and technology spillovers in the industrial sector. Knowledge spillovers are categorized into explicit and implicit knowledge spillovers under university-to-university and private sector spillovers. Explicit knowledge spillovers from the university to other universities include publications, citations, patents, co-authored works, while tacit knowledge spillovers include conferences, graduate and doctoral students, academic mobility and projects. A similar analogy is proposed for knowledge spillovers from universities to industry. [ABSTRACT FROM AUTHOR]

Since the establishment of the Republic of Turkey, active economic policies have been implemented continuously for the development of the manufacturing industry. Examining and developing this sector, which has a 20% share in GDP, is very important for policy recommendations. In this study, it was aimed to examine the effects of imports and exports and human capital on the manufacturing industry, and in this context, the Cobb-Douglas production function was calculated. Within the scope of the analysis in which two different models were established, the Driscoll-Kraay Fixed Effects Model with Standard Errors was estimated. In both models, the share of labor and manufacturing goods imports in goods imports was found to be negative. Capital, human capital and the share of manufacturing goods exports in goods exports were determined as positive. In addition, while the constant term is insignificant in both models, the exchange rate is found insignificant in the second model. [ABSTRACT FROM AUTHOR]

Financial literacy is one of the human capitals that contributes to influencing the financial attitudes and behaviors of individuals. In parallel with the development of Islamic financial products in the world, there is a need to determine and develop Islamic financial literacy levels to support people's financial decision making. Based on these mentioned, the purpose of this study is to detect the Islamic financial literacy levels of individuals living in the city center of Tokat, aged 18 and over and having different demographic characteristics. Accordingly, the research was conducted face-to-face and electronically using survey data obtained from 389 individuals living in Tokat city center. The hypotheses of the research were tested by applying independent sample t and ANOVA tests, factor analysis, Post-Hoc Tukey analysis and frequency analysis based on different factors. The findings obtained from the analyses revealed that the Islamic financial literacy levels of the participants showed significant differences according to gender, marital status, age, education and income levels. In the research, it was also found that although financial literacy levels of individuals are high, Islamic financial literacy levels are at a low level. [ABSTRACT FROM AUTHOR]

The feelings and expectations of people change in accordance with the conditions of the time. It has been observed that individuals who have experienced similar situations at the same time have similar attitudes and behaviors. Based on this, the notion of "generation" has emerged, and the generations have been classified according to the year of birth. Considering that one of the basic elements of enterprises is human capital, it has become extremely important to understand the generations and to demonstrate management by considering intergenerational differences. Gen Z, the younger generation in this classification, is beginning to enter the business and is waiting to be understood by the organization. The aim of the study is to reveal the possible relationships between the career expectations of Gen Z and their life satisfaction. For this purpose, data were collected by questionnaire method from a total of 413 participants in the Gen Z age classification, living in the Manisa province. According to the results of the research, it has been observed that the Gen Z individuals who believe that their career expectations will be met in the future will be more satisfied with their lives than those who believe that their career expectations will not be met. Professional experience has been observed to have a moderating effect on the relationship between future career expectations and life satisfaction. It was found that family income status, school and place of residence do not have a moderator effect on the relationship between future career expectations and life satisfaction of Gen Z individuals. [ABSTRACT FROM AUTHOR]

Developments in the field of technology, especially in communication, have important impacts on social habits and ways of Developments in the field of technology, especially in communication, have important impacts on social habits and ways of doing business. These impacts require businesses to have resilience against uncertainties as well as adaptation to change and new conditions to maintain their sustainability. Organizational resilience, which is discussed in the context of these characteristics of businesses, is the subject of the research. The research model is taken from perspective of human and social capital theory. Our research was conducted with the data obtained from the owners of 435 different-scaled enterprises operating in Turkey by quota sampling. As a result of the research, it has been seen that human capital, social capital, and financial capital have a positive effect on organizational resilience. In addition, it has been determined that financial capital has a partial mediation effect in the relationship between human and social capital and organizational resilience. In the research, obtained results are parallel with the literature, and the importance of organizational resilience was tried to be revealed for businesses to avoid the negative effects of changes in the external environment. Based on these results, foresight can be created regarding the business processes, of which the enterprises should focus on in changing market conditions. [ABSTRACT FROM AUTHOR]

Human capital is a rare and unique strategic resource for businesses to gain sustainable competitive advantage. Thus, it is significant to improve and develop the psychological capacities of employees in showing their performance towards the goals of the businesses. In this sense, the concepts of psychological capital and work engagement, which allow the measurement of the psychological capacities of employees, stand out. The relationship between these two variables has been mostly examined in the relevant literature; however, it has been drawn attention to determine the deficiency of the mediator variable that affects the degree of the relationship. Moreover, it has been observed in the literature that these two variables are predicted by positive voice behavior. From this point of view, 375 participants were reached using the snowball sampling technique and the statistical analysis of the obtained data was carried out. As a result of the analysis, it has been seen that psychological capital has a positive and significant effect on positive voice behavior and work engagement. Additionally, it has been determined that positive voice behavior has a positive and significant effect on work engagement. Finally, it has been concluded that positive voice behavior plays a partial mediating role in the effect of psychological capital on work engagement. [ABSTRACT FROM AUTHOR]

The most sensitive activity of performance management - one of the human resource management's function - is the performance evaluation. Performance feedback is the achilles' heel of performance appraisal. In this study, by following the steps of exploratory qualitative research, the data was collected via semi-structured interviews that were conducted on 89 participants, including human resources manager, line manager and non-executives. The participants were asked to explain the reason for not conducting effective performance interviews, the unawared knowledge of the employees' performance, and the factors that may increase the effectiveness of the performance feedback. The gathered data were subjected to content analysis and the categories and sub-categories related to the research subjects were determined. [ABSTRACT FROM AUTHOR]

One of the most important factors that played a role in the economic growth and development of the countries in recent years is entrepreneurship. The competitiveness of countries increases thanks to entrepreneurship, economic and social problems can be resolved more quickly. For this reason, countries should constantly analyze and develop the entrepreneurial potentials of their human resources. In this study, the relationship between personal characteristics, one of the most important determinants of entrepreneurship, and entrepreneurial potential is modeled by ANFIS. With ANFIS, it is aimed to determine personal characteristics which affect entrepreneurial potential and estimate the entrepreneurial potential of a person depending on their personality traits. According to the results of the research, it is concluded that the need for achievement, uncertainty tolerance and innovation are the most influential factors, risk taking, control focus and self-confidence are the least influential factors on entrepreneurial potential and the estimation performance of ANFIS is 90,47%. [ABSTRACT FROM AUTHOR]

"Human resources", which is one of the primary factors determining the competition level of businesses, has transformed into the present shape in the last century through changing on staff management, human resources management, strategic human resources management and talent management. These transformations have increased the value of human resources over time in the human resources management, and firms also want to include the information on the value of the presence of human resources in their financial reports. However, it has not been possible to include the presence of human resources in financial reports since there are difficulties in valuation on human resources. On the other hand, many firms that link their success to the presence of human resources tend to share some information about human resource activities in the annual reports. This study aims to examine the relationship between the number of human resources activities and return on assets and return on equities in BIST-30 in Turkey. The findings display that there is not a significant relationship between human resources activity score and return on assets or return on equities. [ABSTRACT FROM AUTHOR]

The companies should not only generate value for their shareholders, but also they need to meet the expectations of the stakeholders. Thus, the companies tend to lead themselves corporate social responsibilities (CSR) activities. In this particular study, the idea is while the companies developing their CSR strategies and policies should also take into account the role of employees in these activities. Accordingly, in order to determine the extent of support between CSR and human resources (HR) practices, the deposit banks web sites operating in Turkey are taken into account via content analysis. The results show that the banks practices of CSR and activities related to recruitment-selection, training-development, appraisal-motivation functions support each other in a very limited way. These two areas are not integrated in terms of compensation management and occupational health and safety functions. [ABSTRACT FROM AUTHOR]

Today's competitive business sense employees are seen as an important factor in business success. The importance given to human resources in the hotels, which is evaluated within the scope of the service sectors is gradually increasing. One of the important issues that can be assessed in this scope is the perceptions and behavior of the hotel employees toward career. The purpose of this study is to reveal career strategies of employees of 4 and 5 star hotels, operate in Istanbul, and whether or not sectoral career prospects are influenced by these strategies. It is also aimed to present employees' career prospects and strategies are in relation with positive relational management. In this quantitative research, a survey was conducted with a total of 387 employees working in 4 and 5 star hotels operating in various regions of Istanbul which have Tourism Certificate. Results show that employees' career prospects affect their career strategies and these two variables are related with positive relational management. In addition to this, it is determined that demographical variables are related with career strategies. As a result of the survey conducted, it was found that employees had an effect on career strategies of career prospects and these two variables were related to positive relational management. It was also found that the demographic variables of employees are related to career strategies. Further similar researches could be conducted in the hotels which serve different target group reveal the career prospects and strategies of hotel employees in Turkey. [ABSTRACT FROM AUTHOR]

In today's business world, the organizations have started giving more importance to human resource to continue their existence and provide a competitive advantage. Hence, understanding and explaining the behaviour of employees are getting more and more important. It is supposed that the organizations that do not experience alienation and have employees depended on the organization is more advantageous than the others. In this study, the effects of perceived organizational support on perceived job alienation and organizational commitment of hospital's employees were examined. For this purpose 118 employees from two hospitals of A class have taken part in the research. As a result of the study, it was revealed that organizational support had significant and negative moderate relationship with job alienation (r=-0,456) and the regression analysis results showed that the organizational support explained 21% of job alienation. Moreover, it was revealed that the organizational support had significant and positive strong relationship with organizational commitment (r=0,649) and having 41% explanatory power on organizational commitment. [ABSTRACT FROM AUTHOR]