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The purpose of this study is to examine the psychological consequences of COVID-19 pandemic on the current attitudes, behaviours, and future expectations of Gen Z as the upcoming generation of the business life. Data were gathered through an online survey during lockdown. The sample consists of 299 undergraduate students studying business major. Findings revealed that the respondents are hopeful about the future despite the pandemic. However, the female respondents feel less secure and more pessimistic in terms of the new normal conditions. Results also revealed that they tend to take more actions to the unknown future. Further recommendations are also provided.

İşyerinde kıskançlık, genellikle olumsuz sonuçlara sebebiyet veren bir duygu olarak değerlendirilmektedir. Buna rağmen, kıskançlık ile ilgili ulusal yazında yapılan çalışmalar oldukça sınırlıdır. Bu ihtiyaçtan hareketle, bu çalışma ile işyerinde kıskançlık ölçeğini Türkçeye uyarlayarak, söz konusu ölçeğin ölçüt bağımlı geçerliliği için çalışanların psikolojik sahiplenme algıları ile ilişkisinin incelenmesi amaçlanmıştır. Çalışma, kamu (N=337) ve özel sektörde (N=547) yer alan katılımcılarla kolayda örneklem yöntemi ile yürütülmüştür. Araştırma bulgularına göre ölçeğin, orijinalinde olduğu gibi kıskanılma ve kıskanma olmak üzere iki boyuttan oluştuğu tespit edilmiştir. Elde edilen sonuçlar, işyerinde kıskançlık ölçeğinin hem kıskanma hem de kıskanılma boyut ortalamalarının kamu çalışanlarında daha yüksek olduğunu ve özel sektör çalışanları bağlamında kıskanma boyutu ile psikolojik sahiplenme arasında zayıf ama istatistiksel olarak negatif yönlü anlamlı bir ilişkinin varlığını ortaya çıkarmıştır.

PurposeBased on the situational approach for envy, the purpose of this paper is to examine the effect of two-dimensional workplace envy (being envied and envying others) on the task and contextual performance of employees working in either private or public sector organizations.Design/methodology/approachThis study was conducted on survey data collected from 988 private sector employees and 530 employees from the public sector employed in Istanbul. Following a quantitative empirical design, structural equation modeling was used to test the hypotheses.FindingsThe study results revealed that envying-others dimension has a significant negative effect on both task performance and contextual performance. In addition, the findings indicate more envious feelings of private sector employees than public sector employees. For public sector employees, male participants were found to envy others more than females.Research limitations/implicationsIn addition to the contributions, this study has its limitations. First, although the study was carried out with a comprehensive sample, it is limited to the views of 1,518 employees in Istanbul and is a cross-sectional study. Also, employee performance is evaluated through self-reporting, which forms another limitation; it could have been more reliable for the supervisors to assess their subordinates' performance.Practical implicationsApart from scholars, our findings have implications for practitioners. Feelings such as envy that comes with a sense of competition can create an environment that stimulates people, motivates them to work, can make them productive and can also cause an ultimately destructive situation. This makes it critical to manage envy in the workplace. Though there may be facilitators behind it, one crucial factor that fuels envy in the workplace is the lack of fair human resources policies and systems. Still, human resources management is undeveloped in most public organizations. With effective human resources management, there may be some roadmaps for managers to dissolve conflicts arising from envy. First, it is imperative to have systems that will separate the employee from the others, which everyone will accept, strengthening the feelings of justice among employees. Envy often occurs following a social comparison. Management can implement an incentive system that supports employee collaboration and avoid nepotism. Especially in private organizations where the competition is more among employees, managers should give more attention to understand their subordinates' feelings. The managers' attention to expressing their feelings toward their subordinates could establish an equal distance within the workplace. In this sense, language selection is critical, and managers should be mindful of linguistic triggers. Managers should not avoid giving both positive and negative feedback to their employees. Unwarranted and unsystematic reward and/or punishment systems, made with the good intentions of increasing competition, can trigger envy. Finally, managers should implement an open-door policy and open communication that will encourage all team members to be transparent to each other.Originality/valueThe study was based on a rationale that envy has detrimental workplace outcomes that lead to low task and contextual performance. Although there exists a recent interest for examining the relation between workplace envy and employee performance, based on being envied and envying others dimensions, these studies are limited. This study focuses on these dimensions and performance relations, and it also provides a comparative outlook for public and private sector employees in Turkey in terms of workplace envy.

Predicting counterproductive work behavior (CWB) has been paid a lot of attention in recent years, mainly correlated with the five-factor model of personality. Scholars examining the relationship of personality with the CWB mainly focused on the normal traits of the Five-Factor Model (FFM). Little attention is paid to the locus of control, and regression analyzes about CWB, which can be used for predicting the negative work outcomes. We worked on the interaction between locus of control and the CWB, in addition to the FFM, while including findings of regression analyzes. In the research, data were collected from employees from banking sector working in Turkey and UAE. Validation of the scales was made by Confirmatory Factor Analysis. Difference analyses between countries were evaluated with chi-square and T-tests. The effects of independent variables on the dependent variable were analyzed by regression analysis. In the analysis of differences, significant differences were found in educational status, gender, total time at work, and research scales except for the variables of open to new experience and external locus of control. It has been observed that conscientiousness has a negative and significant effect on counter-productive work behavior in both Turkey and UAE. As a result, personal traits and locus of control are the factors that are effective in reducing the counterproductive work behaviors of the employees. For organizations; in order to maintain their profitability, competitive advantage and be sustainable in the sector, measures should be taken to reduce inefficient working behaviors.

Drawing on the findings from a serial moderated mediation model, this study aims to expand prior research by investigating the interaction between paternalist leadership and employee task performance. Study also aims to test the indirect effects of perceived person-organization fit and psychological ownership on the relationship between paternalistic leadership and employee task performance, through serial mediation models. Furthermore, the moderating role of organizational size in direct and all indirect relations between paternalistic leadership and task performance, through five different models is tested. Sample consists of 1,652 employees from various industries in İstanbul, Turkey. Hypothesized relationships were tested through structural equation modelling. The findings demonstrated the significant positive direct relationship between paternalistic leadership and employee task performance. Psychological ownership mediated the relationship of paternalistic leadership and task performance while person-organization fit had no mediating effect. Practical implications and further recommendations are also discussed.

Yaşamın tüm alanlarını etkileyen Covid-19 pandemisinin eğitim alanı üzerinde de önemli etkileri bulunmaktadır. Pandemi sürecinde yaşanan kısıtlamalar nedeniyle, öğrenciler bahar döneminde uzaktan eğitim ile öğrenimlerine devam etmiştir. Pandemi sonrasında da daha sınırlı anlamda devam etmesi öngörülen uzaktan eğitimin geliştirilebilmesi için öğrencilerin algıladıkları başarı ve memnuniyetlerini etkileyen etkenlerin anlaşılması önem taşımaktadır. Bu etkenlerin belirlenmesine odaklanan bu çalışmada, İstanbul ili Anadolu yakasındaki orta öğretim kurumlarında pandemi sürecinde öğrenim gören 180 öğrenci ile anket çalışması yürütülmüştür. Araştırma bulguları, öğrencilerin hem sanal öğrenme memnuniyetleri hem de algıladıkları başarıları üzerinde, sanal ders esnekliği ve algılanan kullanışlılık değişkenlerinin etkisinin pozitif ve anlamlı olduğunu ve algılanan kullanışlılığının her iki bağımlı değişken üzerinde en yüksek etkiye sahip olduğunu ortaya çıkarmıştır. Bununla birlikte, teknoloji kalitesinin, algılanan başarıyı olumlu yönde; öğrencinin bilgisayar kaygısının ise öğrenme memnuniyetini olumsuz yönde etkilediği belirlenmiştir.

PurposeThe purpose of this paper is to explain the effect of perceived ethical leadership and perceived distributive justice on internal whistleblowing intention through trust in leader as a mediator.Design/methodology/approachFollowing an empirical design, data were collected from 1,296 employees of Turkish financial institutions, located in Istanbul. To test four hypotheses structural equation modelling was applied.FindingsResults reveal that trust in a leader fully mediates the positive effects of both ethical leadership and distributive justice on the internal whistleblowing intention.Originality/valueThis study enhances the understanding of the ethical leadership perception and distributive justice affecting the internal whistleblowing intention in Turkey that is a developing country. Although numerous studies on whistleblowing have been conducted, this study’s originality and contribution lay in the examination of trust in the leader as a missing link between the direct relations.

Globalization today requires employees having higher performance. The aim of this research is to examine the effects of proactive personality characteristics of company employees operating in Turkish insurance sector on task and contextual performance, which we call business performance. Research data were collected through online survey technique and easy sampling method. The data was obtained by the participation of 202 people working in Turkish insurance companies whose central or regional offices are located in metropolitan cities such as Istanbul, Ankara or Izmir, and then the research hypotheses were tested by multiple mediation models (Hayes, 2018) using the statistical package program. Results confirmed that there is a positive relationship between proactive personality and contextual and task performance. It was also investigated whether the variables of organizational support and executive support have a mediator role in the relationship between the main variables. As a result of the analysis, it was concluded that while organizational support variable has a mediating effect, executive support does not have a mediating effect. Further recommendations are included in the concluding section.

Bu araştırmanın amacı, Türkiye’de sigorta şirketlerinde çalışanlarının proaktif kişilik özelliklerinin yenilikçi davranışa etkisini incelemektir. Araştırma verileri çevrimiçi anket tekniği ve kolayda örneklem yöntemiyle, merkez veya bölge müdürlükleri büyükşehirlerde bulunan Türkiye’de sigorta şirketlerinde çalışan 202 kişinin katılması ile elde edilmiş olup, daha sonra araştırma kapsamında kurulan hipotezler test edilmiştir. Yapılan analizler sonucunda ortaya çıkan bulgular, proaktif kişiliğin yenilikçi davranış ile arasında pozitif bir ilişki olduğunu ortaya koymuştur. Araştırmada, ayrıca örgütsel destek ve yönetici desteği değişkenlerinin, temel değişkenler arasındaki ilişkide aracı rol oynayıp oynamadığı araştırılmıştır. Analiz sonucunda, örgütsel destek değişkeni aracı bir etkiye sahipken, yönetici desteğin aracı bir etkiye sahip olmadığı sonucuna ulaşılmıştır.

Bu araştırmada iş-aile çatışmasının işten ayrılma niyeti üzerindeki etkisinde tükenmişliğin aracı rolü Kaynakları Koruma Teorisi’ne dayandırılarak test edilmiştir. Araştırmanın amacı iş-aile çatışması ile işten ayrılma niyeti arasındaki ilişkinin tükenmişlik aracılığı ile gerçekleşip gerçekleşmediğini test etmektir. Bu bağlamda araştırma, iş-aile çatışması yaşayan çalışanları işten ayrılma niyetine iten tükenmişlik gibi olumsuz dinamiklerin etkilerini ortaya koymak açısından önem taşımaktadır. Araştırmanın örneklemini kolayda örnekleme yöntemi ile ulaşılan, kamu ve özel sektördeki hastanelerde çalışan 294 sağlık personeli oluşturmaktadır. Araştırma modeline ilişkin toplanan veri Yapısal Eşitlik Modellemesi ile test edilmiştir. Araştırma bulguları iş-aile çatışmasının tükenmişliği ve işten ayrılma niyetini, tükenmişliğin ise işten ayrılma niyetini istatistiksel açıdan anlamlı ve pozitif yönde etkilediğini göstermiştir. Son olarak tükenmişliğin iş-aile çatışması ile işten ayrılma niyeti arasında tam aracı etkiye sahip olduğu görülmektedir. Araştırma bulguları ışığında tükenmişliğin iş-aile çatışması yaşayan çalışanların işten ayrılma niyeti geliştirmelerinde önemli bir köprü görevi gördüğü saptanmıştır.

Leaders play a major role in determining effectiveness across all organizational levels compromising (individual, team and units through their ability of ensuring trust among their subordinates and co-workers). In this study, the effect of trust in leader on employees’ organizational silence behavior and ethical climate as a mediating role was investigated. In order to measure the impact of the perceptions of employees' trust in their leaders on their silence behavior particularly on defensive, acquiescent, and pro-social silence, a survey was conducted among 811 employees working in various insurance companies in Istanbul, Turkey. To test the hypotheses, hierarchical regression technique was used. According to the findings, trust in leader negatively affected silence intentions of employees. Furthermore, the findings presented a supporting evidence of the full mediating effect of ethical climate for the relation between trust in leader and overall organizational silence, and acquiescent and pro-social silence behavior. However, findings revealed that ethical climate had a partial mediating effect on the relation between trust in leader and defensive silence behavior of employees.

Although numerous researchers in the literature have tried to show that low levels of supervisory support contributing to job burnout and turnover, the moderating effects of supervisor support and subjective vitality on this interaction still keep unclarified. This paper examines the effect of burnout on turnover intention of 295 employees, who are employed in Turkish health sector. It is also aimed whether supervisor support and subjective vitality have moderating effects on job burnout-turnover intention relationship. The findings show that the two dimensions of burnout namely emotional exhaustion and depersonalization positively affects turnover intention. Moreover, the moderating effects of supervisor support and subjective vitality on the relationship between burnout (emotional exhaustion and depersonalization) and turnover intention are statistically significant. Specifically, the levels of subjective vitality and supervisor support increases, the burnout-turnover intention relationship gradually strengthens. Managerial applications and further research directions are provided. (C) AIMI Journals

Today employees are much more employed with various stressors in organizations. It is critical to determine these various stressors since work stress continues to influence organizational structure, significantly. This paper examines the interaction between family-work conflict, locus of control, self-confidence and extraversion personality on work-stressors. For this purpose, the data (N=413) was collected from the employees working in the production, food and municipal institutions, located in Istanbul. Empirical results indicate that family-work conflict affects work-overload, poor work environment and poor role congruence stressors positively and significantly. Internal locus of control is found to be affective on poor role congruence and poor organizational structure negatively whereas external locus of control is affective on poor organizational structure positively. Results indicate no significant effect of extraversion personality and self-confidence on stressors. (C) 2016 Published by Elsevier Ltd.

Buaraştırmada iş-aile çatışmasının işten ayrılma niyeti üzerindeki etkisindetükenmişliğin aracı rolü Kaynakları Koruma Teorisi’ne dayandırılarak testedilmiştir. Araştırmanın amacı iş-aile çatışması ile işten ayrılma niyetiarasındaki ilişkinin tükenmişlik aracılığı ile gerçekleşip gerçekleşmediğinitest etmektir. Bu bağlamda araştırma, iş-aile çatışması yaşayan çalışanlarıişten ayrılma niyetine iten tükenmişlik gibi olumsuz dinamiklerin etkileriniortaya koymak açısından önem taşımaktadır. Araştırmanın örneklemini kolaydaörnekleme yöntemi ile ulaşılan, kamu ve özel sektördeki hastanelerde çalışan294 sağlık personeli oluşturmaktadır. Araştırma modeline ilişkin toplanan veriYapısal Eşitlik Modellemesi ile test edilmiştir. Araştırma bulguları iş-aileçatışmasının tükenmişliği ve işten ayrılma niyetini, tükenmişliğin ise iştenayrılma niyetini istatistiksel açıdan anlamlı ve pozitif yönde etkilediğinigöstermiştir. Son olarak tükenmişliğin iş-aile çatışması ile işten ayrılmaniyeti arasında tam aracı etkiye sahip olduğu görülmektedir. Araştırmabulguları ışığında tükenmişliğin iş-aile çatışması yaşayan çalışanların iştenayrılma niyeti geliştirmelerinde önemli bir köprü görevi gördüğü saptanmıştır., Building on Conservation of Resources Theory,this research examined how employees who feel work-family conflict developturnover intention through burnout. The purpose of the study is to investigatewhether the effect of work-family conflict on turnover intention appearsthrough burnout. In this context, uncovering the effect of negative dynamicssuch as burnout on the direct relationship between work-family conflict andturnover intention represents the originality of the study. The sample of thestudy consists of 294 public and private health employees gathered by convenientsampling method. Data were analysed by using Structural Equation Modelling.Findings show that work-family conflict is statistically significant and apositive predictor of burnout and turnover intention, along with burnout isstatistically significant and a positive predictor of turnover intention.Finally, burnout fully mediates the relationship between work-family conflictand turnover intention. In light of the findings, it was found that burnoutplays a significant bridge role between work-family conflict and turnoverintention.

Today, business ethics and ethical behavior refer more to general principles in various professions. The field of business ethics deals with questions about whether particular business practices are acceptable. Since managers are expected to make ethical decisions every day, companies have begun to apply a set of managerial ethics or guidelines as a reference during tough decision-making scenarios. Managerial ethics, in this sense, refers to the moral guidance that a supervisor provides his/her employees. Another discipline that needs an accurate understanding of ethics is accounting profession. Accounting is a business field that both accuracy and interpretation have become critical. Ethics in accounting is one of the most important, yet most misunderstood, concerns in the world of business today. This is due to the fact that accountants are the key personnel who access the financial information of individuals and entities. Such power also causes the potential of abusing information or manipulation. The aim of this study is to explain the emerging roles of business ethics among organizations within the framework of managerial and accounting ethics. The study also highlights the importance of managerial and accounting ethics in relation to social responsibility of corporations.

A successful business is dependent on the trust of all types of stakeholders within an organization—employees, managers, executives, customers, and suppliers. Today, ongoing changes in consumer expectations, human relations in task environment, and technological advancements continue to affect the dynamics of service industry. Ethical conduct, in this sense, has become a major component of doing business. A company’s ethics helps to shape the behaviour of its employees, since leaders at the top of organizations are the key role models for establishing and improving the ethical climate. Employees’ work-related attitudes and behaviours are sensitive to the climate they are engaged. Whether it is for organizational, legal, or personal reasons, ethics cannot be ignored, and this is particularly true for the insurance industry. Recent scandals have demonstrated that unethical behaviour can be costly to the company. The study aims to examine the relation between organizational commitment, unethical culture, and the unethical behaviour of employees and managers working in the insurance industry. A survey was conducted to test these hypotheses. The sample of the survey represents white-collar workers (N = 250) who work in various branches in insurance companies in Istanbul. The findings reveal that there is a positive relation between unethical culture and managerial unethical behaviour and employee unethical behaviour. However, organizational commitment has no effect on employee unethical behaviour, while it affects employees’ unethical behaviour.

Bu çalışmanın amacı, Türkiye’de faaliyet göstermekte olan ve diğer işletmeler ile işbirliği içerisinde bulunan KOBİ’lerin şebeke organizasyonlar içinde yer alma nedenlerini faaliyet gösterdikleri sektöre, işbirliğine gidilen işletmelerin menşeine ve işletmenin yaşına göre incelemek ve bu işbirliklerinin rekabet üstünlüğü yaratma potansiyellerini değerlendirmektir. Şebeke organizasyon anlayışı ve buna ilişkin uygulamalar işletmelerde özellikle son yıllarda uygulama alanı bulan bir alan haline gelmiştir. Buna karşın, akademik anlamda saha çalışmasını içeren yeterli bir literatürün oluşmadığı görülmektedir. Dolayısıyla, konuya dikkat çekmek ve diğer stratejik yönetim olguları ile ilgisinin araştırılması adına farkındalık oluşturabilmek amacıyla yapılan bu çalışma, aynı zamanda ilgili alan yazına anlamlı bir katkı sunmayı hedeflemektedir. Araştırma kapsamında, Türkiye genelinde faaliyet gösteren 273 adet KOBİ analize dahil edilmiştir. Araştırmada, işletmelerin işbirliklerine gidiş nedenleri için Gorgynia ve diğerlerinin (2005) geliştirdikleri ölçekte uyarlanan anket soruları kullanılmıştır. Verilerin çözümlenmesinde ise SPSS programı kullanılmıştır. Araştırma sonuçları, KOBİ’lerin partner seçim kriterleri açısından, işbirliği düzeyi, partnerin menşei ve işletmenin yaşına göre anlamlı farklılarının olduğunu göstermektedir. Çalışmanın literatüre katkısı KOBİ’lerin işbirliğine gitme gereklerine dikkat çekmek ve bu alanda yapılacak çalışmalara öncü bir kaynak olabilmektir., The purpose of this study is to investigate the reasons of SMEs taking part in network organizations as well as the reasons of cooperating with other corporations, in terms of the sector in which they operate, the origin of enterprises, the age of the business. Another aim of the study, is to evaluate the potential competitive advantage of these cooperations, operating in Turkey. Network organizations and related applications have become an outstanding importance in business within the recent years. However, when considered in sense of academic literature, it is hard to state that there is sufficient amount of studies in given literature. Therefore, it is aimed raise awareness by drawing attention not only to this concept and its relation with other strategic management topics but also by providing a meaningful contribution to the related literature. The research involves randomly selected 273 SMEs in Turkey. In the research, the questionnaire form was arranged from the scale developed by Gorynia et al. (2005) in order to undestand the reasons of co-operation between the companies. SPSS software is used in order to analyze the data. The results reveal that the criteria for SMEs engaging into cooperations with business partners indicate significant differences in terms of origin of partners, level of cooperation, age of the business.

As the globalization rises, small and medium-sized enterprises (SMEs) have a very important role of opening the local products/services to the international markets, as well as competing with multinational competitors in the local markets. There are some entrepreneurial, external and internal factors behind the success of SMEs through the globalization process. The purpose of this paper is to identify and associate the main factors that affect the success of globally succesful Turkish SMEs. The analysis based on the results of the structured survey conducted to a sample of SMEs registered and nominated to export awards by Small and Medium Enterprises Development Organization and Women Entrepreneurs Association of Turkey. (C) The Authors. 2014 Published by Elsevier Ltd.

With increasing competition conditions and the acceleration of lobalization, organizations’ new management approach now support mployees in the direction of attaining the objectives of the organization to have more effective behaviors. However, employees in the business world are under the constant influence of factors that will affect their current working conditions negatively. In this context, job stress continues to influence today's organizational structure significantly. In this context, organizational commitment and organizational citizenship behavior in the literature emerges as the most coveted concept in the business world. The employees that have organizational commitment and organizational citizen ship behavior may lead to the creation of more efficient work environment . In this study, the relationship between organizational commitment , job stress, and organizational citizenship behavior is investigated in banking sector. As a result , it has been fo und that, bank employees' organizational commitment and organizational citizenship behavior affect courtesy, altruism, civic virtue , onscientiousness and sportsmenship, positively. On the other hand, bank employees’ organizational citizenship behavior with work stress has a negative effect on courtesy and consciousness.

The literature suggests that ethical climate today is more critical in organizations to sustain positive attitudes and behaviours of employees. Ethical climate is considered to be highly relevant to the financial industry, since it enhances service-providers’ contact with customers. This paper examines the interaction between burnout and organizational justice as well as the mediating effect of ethical climate on this relationship. For this purpose, the data (N=543) was collected from the employees working in the financial services, operating in Istanbul. All research hypotheses including mediation were tested by multiple regression analyses to determine whether the conditions of mediation outlined by Baron and Kenny (1986) were addressed. Empirical results indicate that, ethical climate has a partial mediating effect on the relationship between employees’ organizational justice perception and burnout. This effect appears particularly for the dimension of distributive justice and depersonalization relation. It can be inferred from the findings that ethical climate plays an important role in governing the relationship between distributive justice and depersonalization. The findings do not show any mediating effect of ethical climate on procedural justice and burnout relation.

Ad vances and applications in the business environment posed by the digital-age enforce the organizations to renew their strategies and improve their innovative capabilities. Today, the major actors of the knowledge economy are the knowledge professionals. This study aims to provide a comprehensive outlook at the innovation phenomenon within the essential components of Knowledge Management. In this regard, innovation in organizations is discussed within the perspective of knowledge management whereas the importance of knowledge assets in the process of innovation is explained through knowledge professionals. Furthermore, the study contributes to the knowledge management literature by presenting theoretical and practical implications of innovation by examining the latest practices on public services in Turkey.

The dynamic nature of the information technologies industry is one of the sectors whose employees’ behaviorsare obviously affected by work-related factors. This study aims to investigate the interaction between trust, involvement, motivation, demographic variables and organizational commitment of employees ininformation-technology (IT) industry. Data were gathered from the research sample of IT professionals (N=400) employed in Turkish high-tech industry. To investigate the relationship between trust, work-involvement, motivation and organizational commitment; factor analysis, correlation analysis and logistic regression wereconducted. Empirical results reveal that organizational commitment of employees is influenced by trust, work-involvement and work experience. Identical models estimated with logistic regression provide no supportfor the presence of a motivation and commitment interaction.

While the fostering effect of globalization continues, the traditional perspectives of corporations regarding competition lose their significance as the conventional strategies have started to give way to new approaches in the business world. Many firms have realized the fact that it is fundamentally necessary to revise their competitive strategies to maintain their sustainability. Therefore, “innovation,” one of the emerging strategies of competition, has globally become more and more dominant. However, the debate on the strategic value of innovation is still ambiguous not only in the theoretical framework but also in practice. The main purpose of this chapter is to make clear the theoretically informed definition of “innovation” and express its potential for providing competitive advantage in the financial sector. The chapter discusses some of the main scholarly sources of the issues related to the innovation strategies supported by the cases in the Turkish Banking and Insurance Industries.

Corporate reputation in recent times has continued to become very important in business and it, today, plays more decisive role in sustaining the growing presence of organizations in their many markets in terms of their future survival. The reputation of a company is shaped, developed or lost during its operations in its community and market. The reputation of a corporate entity, affects that entity’s activities and many other organizations it interacts with. Therefore, to gain a sustainable reputation over time and avoid the loss of reputation, maintaining good reputation should be considered as an important factor which will contribute to the organisation’s value creation ability. In contrast to the popular belief, any of loss of reputation by an entity will not be easy to gain back or compensate for. This study presents a discussion of corporate reputation, fundamental concepts that are found in the literature and the rising importance of reputation in today’s corporate changing environment.

The aim of this study is to determine the effects of job satisfaction and ethical climate on whistleblowing in workplaces. With this aim, data was gathered through the implementation of a questionnaire to 1070 employees working in public sector in Kocaeli and Istanbul. In the analysis of data, factor analysis, correlation analysis and multiple regression analysis were made use of. The result of the study indicates that the job satisfaction attitude of employees does not have an effect on whistleblowing (both on internal and external whistle blowing intentions). However, a significant effect of employees' perception of ethical climate was determined on both dimensions of whistleblowing. In the light of these findings, it is concluded that a powerful ethical climate in the workplace is necessary in order to reveal more whistleblowing behaviors in public sector.

Various researches have involved with the leadership and its effects within the organizations in global literature. A number of theoretical models also deal with the leadership style, and the job satisfaction that focus on the several dimensions on employees’ perceptions in an organization. Our study focuses on the notion that leadership styles and the communication competency of bank managers are the basic elements that affect the employees’ job satisfaction in Turkish banks. The survey of this study is conducted on deposit banks in Turkey. The obtained data from the questionnaires are investigated through the SPSS statistical packaged software. Empirical findings reveal that interactive leadership style and communication competency have a stronger relationship with job satisfaction. However, transformational and individual oriented leadership don’t have any clear influence on bank employees’ job satisfaction.

Knowledge assets, became even more valuable in the phase of knowledge economy fastened by severe competition. In view of the circumstances, the firms began inevitably to invest not only in intangible assets but also in the intellectual kind of their assets. As a matter of fact, to gain a competitive advantage in the global competition era, the enterprises need to be able to measure their above named resources. Especially in the service sector, the popular methods used for measuring the performance of a company began to be unsatisfactory. Governments either began to pursue a policy of high-speed telecommunication infrastructure as a foundation to construct a “knowledge-based society. The paper presents the results of a survey that is developed within the components of intellectual capital illustrating the general attitude of staff employed in Turkish telecommunication industry

The purpose ofthis study is to investigate the relationship between attitudes, behaviours ofknowledge professionals, and the efficiency ofknowledge managementprocess on the effectiveness ofknowledge management system in Turkish private sector companies. The data were gathered from knowledge professionals N=304 currently employed in differentsectors, located in Turkey. Thefactor, correlation, duncan and regression tests were conducted to analyze the relationship between the variables. The empiricalfindings indicate that attitudes ofknowledge professionals and administrative behaviours of employees have a significant positive effect on effectiveness ofknowledge management system. There has been no significant relationshipfound between the efficiency ofprocess and the effectiveness ofthe system, Bu çalışmanın amacı, bilgi profesyonelleri olarak bilinen bilgi işçilerinin ve bilgi sağlayıcılarının tutum ve davranışları ile bilgi yönetim sürecinin etkinliğinin bilgi yönetim sistemi üzerindeki etkilerini araştırmaktır. Araştırma örneklemini Türkiye'de faaliyette bulunan çeşitli özel şirletlerde çalışan bilgi profesyonelleri N = 304 oluşturmaktadır. Çalışmada değişkenler arasındaki ilişkiyi analiz etmek içinfaktör, korelasyon, duncan ve regresyon testleri yapılmıştır. Araştırma bulguları, bilgi profesyonellerinin idari davranışları, tutumları ile bilgi yönetim sistemi üzerinde olumlu etkisini ortaya koyarken, bilgi yönetim sisteminin etkinliği arasında anlamlı bir ilişkiye rastlanmamıştır.