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The globalizing competitive environment has caused the human capital of organizations to become a determining factor in their competitiveness. Various social relations within the organization can affect this human capital positively or negatively. Employees are ignored and made to feel worthless by others in the organization they are in. It can cause them not to enjoy their work and not to express useful and innovative ideas and opinions for the organization they are working. From this point of view, the study is about to organizational exclusion which has effects on employee voice and workflow experience. At the time of the literature review, the effect of organizational exclusion on employee voice is investigated in foreign literature, but no study can be found in domestic literature. A study on the effect of organizational exclusion on the workflow experience cannot been found in both domestic and foreign literature. In this respect, it is thought that the work has an exploratory and precursor feature. As the universe of research, 200 blue-collar employees of a company who are operating in the glass industry are selected. The results of the research reveal that organizational exclusion negatively effects on employee voice and workflow experience. At the same time, it is determined that organizational exclusion negatively affects the workflow experience and job enjoyment. On the other hand, no significant relationship is found between organizational exclusion and workflow experience, dedication to work and creating intrinsic motivation. [ABSTRACT FROM AUTHOR]

In the study, disclosures on intellectual capital elements contained in the integrated reports and sustainability reports published by four private-owned commercial banks (Akbank, Garanti Bank, İş Bank, Yapı Kredi Bank) included in the BIST Sustainability Index between 2016-2019 are analyzed using content analysis method. Intellectual capital disclosures of banks are evaluated into three sub-headings: relational (social) capital, organizational capital, and human capital. According to the analysis results, the intellectual capital disclosures of these banks are concentrated in the relational capital component. In the relational capital component; customers, contribution to society and the brand value of the company are prominent issues. In the organizational capital component; corporate culture and management philosophy, process management, information technology (IT) and network systems are frequently mentioned issues. Focused on issues within the scope of the human capital component are employee training, employee satisfaction, employee skills and characteristics. Furthermore, it is determined that the disclosures regarding the intellectual capital components are more in the integrated reports compared to the sustainability reports. [ABSTRACT FROM AUTHOR]

Duties and responsibilities in working life have different meanings for each individual. Some employees think that work overload is a part of their duties, while for others it may force them physically and psychologically. However, in a world where living as a human being becomes difficult in every aspect, spiritual thoughts can give a positive feeling and meaning to a person. Spirituality, which helps to find the course of life, can enhance employee satisfaction and sharing. At this point, work overload, stress, destructive criticism, envy and other negative feelings and situations may also reduce the harm to the employee. The main purpose of the study is to examine the effect of work overload on job satisfaction and the moderator role of workplace spirituality on this effect. Research data is collected from 166 employees in the banking sector by questionnaire technique. Convenience sampling method is used in the research. According to the results of the analysis, “job workload has negative effect on job satisfaction; workplace spirituality has positive effect on job satisfaction and workplace spirituality has moderator role on relationship between job overload and job satisfaction. The most important contribution of the study to Human Resources Managers is that workplace spirituality may be an important variable to shape employees' attitudes and behaviors. [ABSTRACT FROM AUTHOR]

Positive psychological capital is defined as "the examination and application of positively oriented human resource strengths and psychological capacities that can be measured, developed, and effectively managed for the improvement of performance in today's workplace". In organizations, it focuses on individual capabilities and positive capacities that can be developed and managed to improve performance. In the study, it is aimed to determine the current positive psychological capital levels of health workers working in public hospitals and to determine whether positive psychological capital sub-dimensions differ significantly according to demographic characteristics (gender, marital status, age, years of service, title, educational status). In this context, questionnaires are conducted in 9 state hospitals in Tokat city center and districts and 520 questionnaire forms are included in the evaluation. According to the findings of the study, it is determined that positive psychological capital is high in all sub-dimensions (self-efficacy, hope, optimism, endurance). It is determined that self-efficacy, hope, optimism, and endurance differ significantly according to the gender variable; self-efficacy differs according to the age variable; hope, optimism and endurance differ according to service time variable. On the other hand, positive psychological capital sub-dimensions do not differ significantly according to the marital status, title and educational background variables. [ABSTRACT FROM AUTHOR]

In the study the resource studies titled "Factory Businessman and Manufacturer Officer" (Azmi of Gallipoli, 1914), "Factory Business" (Major Ahmet Hamdi Bey, 1919) and "Factory Business and Industry Notes" (Mehmet Ali Bey, 1928) are examined in order to contribute to the development of factory management knowledge in Turkey. The study evaluates the contents of these resources, which were published with the Ottoman alphabet at the beginning of the 20th century and addresses the factory system and management, in the context of managementorganization in order to discover the tracks affecting the formation of business administration knowledge in Turkey and to contribute to the literature. The contents of these three studies provide information about how a factory should be operated technically. However, it is determined that the information is conveyed by prioritizing the technical knowledge and human resources management in the study titled "Factory Businessman and Manufacturer Officer", how the organization structure and qualified human resources of a company should be in the study titled "Factory Business" and the ideas regarding the productivity of a factory and how it can be operated better with scientific methods in the study titled "Factory Business and Industry Notes". [ABSTRACT FROM AUTHOR]

The World economy that makes living from agricultural production in ancient times has adopted industrial and knowledge-based production with technological developments. Human highlighted theories have become mandatory with information centered production. Because human capital began to be recognized as the engine of economic growth. In this study, regional development and human capital concepts have been analyzed. In this direction, a panel data analysis has been executed with education and health indicators for 2007 - 2011 period with indexing. It is detected that regional competitiveness, gross value added per capita, health and culture indexes have positive impacts on education index. And also, regional competitiveness and gross value added per capita indexes have the negative impact on health index while education and culture indexes have the positive impact. This study aims to investigate the variables that impact on the level of human capital indicators in NUTS 2 level regions and fill the efficiency of searches on human capital. [ABSTRACT FROM AUTHOR]

It has been led to a discussion of human resources and management that the businesses which are implementing most modern managements of human resources and most popular fashion models of management have fallen victim to the crisis. This situation, particularly to tourism businesses of all businesses led to new searches. That the businesses investing in human and are aware of human's most valuable assets are successful in uncertainty and intense competition and the businesses which have got large physical capital live a major jolt in this process, it has revealed that the most important capital is intellectual capital or human assets in the businesses. In this context, the businesses must address not only as a strategic resource, but also as a strategic partner and asset; need to develop and implement policies in this regard. At the same time also this function must reflect the content with a positive connotation and perception. [ABSTRACT FROM AUTHOR]