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The purpose of this study was to examine the impact of employee experience on work engagement. A questionnaire consisting of both open-ended and multiple-choice items was administered to 308 respondents working in seven main insurance companies operating in Turkey. Employee experience is divided into three dimensions: the perceived importance of managers, work meaningfulness, and career-focused experience. According to the results of this study, employee experience has an important effect on work engagement. Employee well-being partially mediates the relationship between employee experience and work engagement. The importance of the research is that it shows that employee experience practices and welfare policies implemented by companies will ultimately result in work engagement. We emphasize the importance of providing employees with a positive experience throughout their journey, from recruitment to post-employment, as it leads to positive outcomes at both an individual and organizational level. [ABSTRACT FROM AUTHOR]

Background and Purpose: RO7502175 is an afucosylated antibody designed to eliminate C–C motif chemokine receptor 8 (CCR8)+ Treg cells in the tumour microenvironment through enhanced antibody‐dependent cellular cytotoxicity (ADCC). Experimental Approach: We report findings from preclinical studies characterizing pharmacology, pharmacokinetics (PK)/pharmacodynamics (PD) and safety profile of RO7502175 and discuss the translational PK/PD approach used to inform first‐in‐human (FiH) dosing strategy and clinical development in solid tumour indications. Key Results: RO7502175 demonstrated selective ADCC against human CCR8+ Treg cells from dissociated tumours in vitro. In cynomolgus monkeys, RO7502175 exhibited a biphasic concentration–time profile consistent with immunoglobulin G1 (IgG1) antibodies, reduced CCR8+ Treg cells in the blood, induced minimal and transient cytokine secretion, and was well tolerated with a no‐observed‐adverse‐effect level (NOAEL) of 100 mg·kg−1. Moreover, RO7502175 caused minimal cytokine release from peripheral blood mononuclear cells (PBMCs) in vitro. A quantitative model was developed to capture surrogate anti‐murine CCR8 antibody PK/PD and tumour dynamics in mice and RO7502175 PK/PD in cynomolgus monkeys. Subsequently, the model was used to project RO7502175 human PK and receptor occupancy (RO) in patients. Because traditional approaches resulted in a low FiH dose for this molecule, even with its superior preclinical safety profile, an integrated approach based on the totality of preclinical data and modelling insights was used for starting dose selection. Conclusion and Implications: This work demonstrates a translational research strategy for collecting and utilizing relevant nonclinical data, developing a mechanistic PK/PD model and using a comprehensive approach to inform clinical study design for RO7502175. [ABSTRACT FROM AUTHOR]

In daily life, individuals can exhibit different behaviors in order to influence the opinions of people in their social environment about themselves. This situation is seen in business life as well as in personal life and employees’ resort to various tactics to influence individuals’ impressions about themselves. In terms of senior management, CEOs represent their companies and are followed by their interested parties. Considering the effects of CEOs’ statements on both internal and external stakeholders, the impression management tactics in their messages can play an important role in influencing the audience’s opinions about the company. Therefore, this study aims to conduct a literature research to identify the impression management tactics in the texts of CEOs’. Twenty-nine articles examined on the subject reveal that CEOs’ personality and demographic characteristics, founder status, recognition and culture have an impact on how CEOs manage their impressions. In addition, impression management plays a role in communicating with stakeholders in times of crisis, influencing the forecasting behavior of financial analysts, and providing insight to followers about the possibility of CEOs leaving their positions. Moreover, impression management tactics may differ depending on the type of reports containing CEO messages and the company’s performance. Research also reveals similarities and differences in the messages written by CEOs and board chairs. When the studies are analyzed, it is seen that in addition to topics such as sustainability and intellectual capital in CEOs’ statements, negative expressions are also discussed within the scope of impression management. [ABSTRACT FROM AUTHOR]

Companies that aware of employees are the most important resource are developing employer branding practices that create a "best place to work” perception day by day. Today, social media platforms have become an important area for companies that want to increase the awareness of employer brands and reach large masses faster and more cost-effectively. This study aims to examine the practices of companies that reflect employer branding in the digital area. In the research, the accounts of 6 companies selected among the in Universum's research to determine the best employers in 2022 on Instagram, one of the most active platforms of social media, were examined; the posts were handled contextually and the practices reflecting the employer brand and the messages desired to be given were tried to be determined and the number of interactions were discussed. Content analysis method was used as the most appropriate method to determine the content of the companies' posts that reveal the employer brand and the practices discussed in these contents and to interpret the data obtained as a whole. Employee expectations identified in the "Employee Priorities and Preferences" research conducted by PwC in 2020, the employer brand dimensions (economic, interest-benefit, application, development, social-value, work-life balance and corporate social responsibility) identified within the scope of the research conducted by Berthon et al. in 2005 and Tanwar and Prasad in 2016 were analyzed and interpreted. In addition, when the posts are analyzed, it is seen that they can reach large audiences with likes, comments or views. [ABSTRACT FROM AUTHOR]

Copyright of Yildiz Social Science Review is the property of KARE 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.)

WNT signaling stimulates bone formation by increasing both the number of osteoblasts and their protein-synthesis activity. It is not clear how WNT augments the capacity of osteoblast progenitors to meet the increased energetic and synthetic needs associated with mature osteoblasts. Here, in cultured osteoblast progenitors, we determined that WNT stimulates glutamine catabolism through the tricarboxylic acid (TCA) cycle and consequently lowers intracellular glutamine levels. The WNT-induced reduction of glutamine concentration triggered a general control nonderepressible 2-mediated (GCN2-mediated) integrated stress response (ISR) that stimulated expression of genes responsible for amino acid supply, transfer RNA (tRNA) aminoacylation, and protein folding. WNT-induced glutamine catabolism and ISR were β-catenin independent, but required mammalian target of rapamycin complex 1 (mTORC1) activation. In a hyperactive WNT signaling mouse model of human osteosclerosis, inhibition of glutamine catabolism or Gcn2 deletion suppressed excessive bone formation. Together, our data indicate that glutamine is both an energy source and a protein-translation rheostat that is responsive to WNT and suggest that manipulation of the glutamine/GCN2 signaling axis may provide a valuable approach for normalizing deranged protein anabolism associated with human diseases., Introduction Mammals, including humans, are characterized by the presence of a bony skeleton that not only provides structure and protection, but also regulates mineral homeostasis and whole body metabolism (1). [...]

Copyright of Istanbul Journal of Economics / İstanbul Iktisat Dergisi is the property of Istanbul Journal of Economics / Istanbul Iktisat 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.)

Psychological well-being has been defined as the result of managing situations related to one's existence throughout his life. At the same time, it is a phenomenon that occurs as a result of the well-being of life, feeling good, and efficient behavior. The main purpose of this research is to explore the moderating role of psychological well-being on the effect of psychological capital on job satisfaction. Based on that, a survey is conducted on 141 participants who work in the energy sector in Turkey. The psychological capital scale was developed by Luthans et al. (2007) was used to measure psychological capital. The scale developed by Hackman and Oldman (1975) was used to measure job satisfaction. For the measurement of psychological wellbeing, the scale developed by Ryff (1989) and consisting of 84 items was used, which was later reduced to 18 items by Ryff and Keyes (1995). According to the results of the analysis, while there was a relationship between psychological capital and job satisfaction, it was revealed that psychological well-being did not has a moderating role between these two variables. When the relationship between the variables is examined, it was observed that there is a significant relationship between psychological well-being and psychological capital, psychological well-being and job satisfaction, and psychological capital and job satisfaction. With a positive organizational behavior perspective, this study is valuable to examine the positive resources of engineers and their psychological wellbeing levels. [ABSTRACT FROM AUTHOR]

In this study, we construct a classificatory scheme of impression management tactics and apply it to a sample of sustainability report and annual report CEO statements issued by large Turkish companies. We find a wide range of impression management tactics applied in both types of CEO statements. However, impression management in sustainability report CEO statements emerges as more limited and uniform, revealing clearer prioritizations of impression management tactics when compared to annual report CEO statements. Sustainability report CEO statements emphasize tactics that allow the company to highlight carefully selected, isolated aspects of their sustainability engagement. At the same time, they rarely employ tactics that are geared towards more systematic (quantitative) performance evaluation. We attribute these differences to the way in which corporate sustainability performance is commonly conceptualized and evaluated, emphasising qualitative performance dimensions rather than the reporting of quantitative performance metrics. This results in the application of a different impression management tactics mix and limits the usefulness of sustainability reports as an accountability mechanism when compared to corporate annual reports. In addition, we provide tentative evidence for the context-specific nature of impression management, with the choice of impression management tactics reflecting the institutional environment a company is based in. [ABSTRACT FROM AUTHOR]

Being different from the existing studies as it‟s in financial services industry, the aim of this study is to discuss EI and conflict management strategies as well as the impact of managers‟ EI on their conflict management strategies based on employee perception. In this respect, a survey was conducted in a company which operates in financial services to measure the emotional intelligence skills and conflict management strategies of the managers‟ of 106 employees out of 150 in total. As a result of the analysis; it has been shown that managers‟ emotional intelligence interacts with conflict management strategies based on employee perception and especially “personal abilities & communication skills” affects the conflict management strategies. In addition, it was revealed that while managers‟ with high level of EI appeals “integration & collaboration” and “avoidance” and abstains from “compromise” and “domination”. [ABSTRACT FROM AUTHOR]