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The aim of this study is to examine the influence of perceived internal marketing practices on employee job performance and mediating effect of job satisfaction. A quantitative research paradigm was employed using a questionnaire survey method; the data was collected from 395 employees of three different services industries, comprising healthcare, banking-finance, and insurance organisations. Based on the results of structural equation modelling (SEM) analysis, positive influence of internal marketing on job satisfaction and the positive influence of job satisfaction on employee job performance were confirmed. Further, the findings revealed that perceived job satisfaction had a full mediating role on the relationship between internal marketing and employee job performance. These findings contribute to understanding how employee's job performance in service organisations is influenced by structured internal marketing facilities. Finally, this study proposed managerial implications and suggestions for future academic research.

This study focused on the interaction between socially responsible leadership, relational transparency and organisational ethical climate. It is assumed that socially responsible leadership has an important role in affecting organisational ethical climate and relational transparency of the leaders also has a role in terms of influencing ethical climate. Thus, it is suggested that perceived relational transparency of the leaders will moderate the relationship between perceived socially responsible leadership and ethical climate. For investigating the hypothesised relationships, a research study was performed on a sample of 246 employees working in Turkish private organisations from different industries including education, banking-finance, tourism and health institutions. A combined questionnaire with five-point Likert scale was used. Results indicated that transparency significantly moderated the relationship between socially responsible leadership and organisational ethical climate. However, the findings of structural equation modelling tests reported that the relation of socially responsible leadership with ethical climate was not significant. Subsequently, further analyses, limitations and future research recommendations are discussed and both academic and practical implications of the study are presented.

This study aimed to investigate the effect of organisational climate on organisational innovativeness and to test the moderating role of manager's individual values of power and achievement. Data were collected from a sample of 312 managerial level employees that represented the innovative companies from different sectors operated in Turkey. Confirmatory factor analysis (CFA) was used to evaluate the construction of the questionnaire. The relationship among organisational climate; organisational innovativeness and individual values were tested applying the structural equation modelling (SEM) technique. The results indicated that individual values had positive influence on organisational innovativeness, but the effect of organisational climate was not significant on organisational innovativeness. Further, the results demonstrated that individual values of power and achievement had positive effect on organisational innovativeness and significantly moderated the relationship between perceived organisational climate and organisational innovativeness. Due to the interpretation of the findings, the concluding remarks were specified, the theoretical and practical implications of the research findings were discussed, and potential future suggestions and limitations were provided.

This study aimed to examine the influence of leader-member exchange (LMX) from the perspectives of subordinates on innovative work behavior (IWB) and to test the role of perceived trust in leader as a moderator variable. A structured research survey was performed and data were collected from a sample of 327 non-supervisory employees that represented corporations and medium size companies from different sectors operated in Turkey. Confirmatory Factor Analysis (CFA) was used to examine the construction of the questionnaire and the relationship among LMX, IWB and trust in leader were tested applying the Structural Equation Modelling (SEM) technique. The analysis indicated that LMX quality had positive influence on trust in leader, but the influence of LMX was not significant on employees’ IWB. Contrary to what was hypothesized, LMX did not influence IWB. Moreover, the results revealed that trust in leader had positive influence on IWB and significantly moderated the relationship between perceived LMX quality and IWB of employees. Key implications of the research findings both for theory and for practice were discussed, potential limitations were identified, and suggestions for future research were specified.

This study aimed to investigate the relationship between the experience of workplace incivility and employees' job involvement and to examine the moderating effect of collaborative climate on the relationship between these two constructs. 308 employees of various sectors were surveyed to evaluate their perceptions of workplace incivility, job involvement and collaborative climate. Confirmatory factor analysis was used to investigate the construction of the questionnaire. For testing the hypotheses, the relationships among workplace incivility, collaborative climate and job involvement were analysed by using the structural equation modelling (SEM) technique. The result suggested that employees' job involvement was significantly influenced by the experienced workplace incivility. Each dimension of workplace incivility was related to employees' job involvement. The results revealed that job involvement is not significantly influenced by employees' perceptions of collaborative climate. Further, SEM results showed that perceived collaborative climate does not significantly moderate the relationship between workplace incivility and job involvement.

In this report, we have presented our experience about a facile method for synthesis of tofacitinib citrate (TFC). The developed analytical methods for identification and qualifications are also included. As TFC seems to be effective in treatment of the symptoms of COVID-19 (SARS family), manufacturing of this active pharmaceutical ingredient (API) could be helpful. The API of TFC was prepared from the diamine intermediate in an ambient and solvent-free condition. Elimination of the reaction solvent resulted in decreasing the cost and preventing the rejection of the organic volatile impurity (OVI) test. The final citrate addition step was carried out using water as a solvent (the citrate content was 37.5% by potentiometry). Moreover, the results of the Karl-Fischer (KF) titration analysis was about 0.24%, which showed that the use of water does not increase the water content of the crystal structure.