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This research was conducted to determine the change of main growth parameters and growth pattern of camelina depending on the sowing time and genotype. The research was carried out during 2017 and 2018 and the treatments (1, 11, 21 and 31 May & PI-650142 and PI-304269 genotypes) were arranged in split-plot design and 3 replications. It was determined that NAR, LAI, RGR and DM were affected by the sowing times. In addition, NAR, LAI and RGR were significantly affected by genotypes at all growth stages, whereas DM was affected only in the pre-flowering stage. Depending on the sowing times and genotype, NAR was found 0.014-0.016, 1.65-1.96 and 4.10-15.51 mg mm(-2) day(-1) in pre-flowering, flowering and post-flowering periods, respectively, while LAI was found 0.22-0.29, 0.23-0.33 and 0.100.23 mm(2) mm(-2), respectively. In pre-flowering, flowering, post-flowering and harvest period RGR was found 2.3-2.6, 3.3-4.4, 2.2-3.3 and 0.6-0.7 mg g(-1) day(-1) g(-1) day(-1), respectively, while DM was 0.233-0.283, 0.410-0.553, 0.646-0.944 and 0.939-1.003 g per plant, respectively. Also, depending on the sowing time, the seed yield was determined as 190.85-810.07 kg ha(-1) for the PI-650142 genotype and 190.94-360.65 kg ha(-1) for the PI-304269 genotype. Consequently, it can be suggested that PI-650142 genotype can be used for general sowing once date is adjusted to 1 May in conditions of Samsun. This could be contributed to optimum temperature and day length during the flowering, seed formation and filling stage., Ondokuz Mayis University, Turkey [ZRT.1904.17.044], Supported by the Ondokuz Mayis University, Turkey, Project No. PYO. ZRT.1904.17.044

The research aims is to determine the mediating role of corporate reputation in the relationship between communication satisfaction and emotional commitment of ground handling servise workers and to determine whether communication satisfaction differs statistically according to demographic variables. In accordance with this purpose,; the data were obtained from 213 active employees in their companies Operating operating in Turkey, TGS Yer Hizmetleri A.Ş., Çelebi Hava Servis A.Ş. and Havaalanları Yer Hizmetleri A.Ş. Data were obtained from 213 active employees in their companies by online survey method. The obtained data were tested with reliability, correlation, simple linear regression, multiple regression analysis, independent sample t-test and one-way analysis of variance. As a result of the reliability analysis, it was determined that the scales used in the research had high internal consistency. As a result of regression analysis,; Iit has been determined that there is a significant relationship between communication satisfaction and emotional commitment, between communication satisfaction and corporate reputation, between corporate reputation and emotional commitment, and that corporate reputation has a full mediating effect on the relationship between communication satisfaction and emotional commitment. It was found that a 1-unit increase in communication satisfaction led to an increase of 0.322 units on emotional commitment, a 1-unit increase in communication satisfaction on corporate reputation increased by 0.699 units, a 1-unit increase in corporate reputation led to an increase of 0.434 units on emotional commitment. As a result of the difference analyzes carried out; It it has been determined that communication satisfaction shows a significant difference according to gender and marital status, while there is no statistically significant difference according to the age, education level, working time, work department and titles of the employees., Araştırmanın amacı, yer hizmetleri çalışanlarının iletişim doyumu ve duygusal bağlılık ilişkisinde kurumsal itibarın aracı rolünü belirlemek ve iletişim doyumunun demografik değişkenlere göre istatistiki olarak farklılık gösterip göstermediğini saptamaktır. Bu amaç doğrultusunda; Türkiye’de faaliyet gösteren TGS Yer Hizmetleri A.Ş., Çelebi Hava Servisi A.Ş. ve Havaalanları Yer Hizmetleri A.Ş. şirketlerinde aktif olarak 213 iş görenden online anket yöntemiyle veri elde edilmiştir. Elde edilen bu veriler güvenirlik, korelasyon, basit doğrusal regresyon, çoklu varyans analizi, bağımsız örneklem t testi ve tek yönlü varyans analizi ile test edilmiştir. Gerçekleştirilen güvenirlik analizi sonucunda araştırmada kullanılan ölçeklerin yüksek iç tutarlılığa sahip olduğu belirlenmiştir. Regresyon analizleri sonucunda; iletişim doyumu ile duygusal bağlılık arasında, iletişim doyumu ile kurumsal itibar arasında, kurumsal itibar ile duygusal bağlılık arasında anlamlı bir ilişki bulunduğu ayrıca iletişim doyumu ve duygusal bağlılık arasındaki ilişki üzerinde kurumsal itibarın tam aracılık etkisinin olduğu belirlenmiştir. İletişim doyumundaki 1 birimlik artış duygusal bağlılık üzerinde 0.322 birimlik bir artışı, iletişim doyumundaki 1 birimlik artış kurumsal itibar üzerinde 0.699 birimlik bir artışı kurumsal itibardaki 1 birimlik artış duygusal bağlılık üzerinde 0.434 birimlik bir artışı gerçekleştirdiği ortaya çıkmıştır. Gerçekleştirilen farklılık analizleri sonucunda; İletişim doyumunun cinsiyete ve medeni duruma göre anlamlı bir farklılık gösterdiği, çalışanların yaşına, eğitim durumuna, çalışma süresine, çalışma departmanına ve çalışanların unvanlarına göre ise istatistiksel olarak anlamlı bir farklılık göstermediği tespit edilmiştir.

To validate the utility and performance of the gastro-laryngeal tube (GLT) in terms of cardiologist and patient satisfaction levels, incidence of and attempts at successful transesophageal echocardiography (TEE) probe placement, perioperative and postoperative hemodynamics, and adverse events related to the TEE procedure.In this randomized prospective clinical study, forty-four patients undergoing TEE and aged 20 to 80 years old scheduled for TEE were randomly allocated to two study groups: Group SA (sedation and analgesia) and Group GLT. Cardiologist and patient satisfaction levels, TEE probe placement performance, hemodynamics, adverse events related to the TEE procedure, demographic characteristics, and TEE procedure data were recorded.The cardiologist satisfaction level was significantly higher in Group GLT (P = .011). The TEE probe was successfully placed at the first attempt in all the patients in Group GLT and at the first attempt in 11 patients, at the second attempt in 8 patients, and at the third attempt in 3 patients in Group SA. The TEE probe placement success was significantly higher in Group GLT (P .001), and TEE probe placement was significantly easier in Group GLT (P .001). There were no significant differences in patient satisfaction, heart rate, mean arterial pressure, oxygen saturation, adverse events related to the TEE procedure between the groups.The present study revealed that GLT use elicited a higher cardiologist satisfaction level and resulted in more successful and easier TEE probe placement. We thus conclude that the use of the recently developed GLT may ensure airway management safety and a comfortable TEE experience.

The purpose of this research is to determine whether organizational virtuousness (OV) has a meaningful effect on work productivity (WP), to examine whether organizational justice (OJ) has an intermediate role on this effect and to determine the statistical difference of WP according to demographic factors. Accordingly, data has been obtained from 212 people working in the public and private sectors using the survey method. This data has been analyzed using factor analysis, correlation, regression, Mann-Whitney U and Kruskal-Wallis H tests using SPSS and AMOS package programs. According to the findings obtained as a result of the analyzes carried out; a positive correlation has been found between OV and WP, and it has been found that OJ had a partial mediating effect on this relationship. As a result of the analysis to examine the differences, it has been found that WP did not show a significant difference according to monthly income level and duration of work experience., Bu araştırmanın amacı; işte üretkenlik üzerinde örgütsel erdemliliğin anlamlı bir etkisi olup olmadığı saptamak, eğer işte üretkenlik üzerinde örgütsel erdemliliğin anlamlı bir etkisi var ise bu etki üzerinde örgütsel adalet algısının aracılık rolü olup olmadığını incelemek ve işte üretkenliğin demografik faktörlere göre istatistikî farklılığını tespit etmektir. Bu amaca yönelik olarak kamu ve özel sektörde çalışan 212 kişiden anket yöntemi kullanılarak veri elde edilmiştir. Bu veriler SPSS ve AMOS paket programları kullanılarak faktör analizi, korelasyon, regresyon, Mann-Whitney U ve Kruskal-Wallis H testleri ile analiz edilmiştir. Gerçekleştirilen analizler sonucunda elde edilen bulgulara göre; örgütsel erdemlilik ile işte üretkenlik arasında pozitif yönde anlamlı bir ilişki saptanmış, bu ilişki üzerinde ise örgütsel adalet algısının kısmi aracılık etkisinin bulunduğu tespit edilmiştir. Farklılıkları incelemeye yönelik analizler sonucunda işte üretkenliğin aylık gelir düzeyine ve iş deneyimi süresine göre ise anlamlı bir farklılık göstermediği saptanmıştır.

The purpose of this study is to test the effect of job stress on job satisfaction, to define whether the employees' perceptions of a toxic leader have an effect on the significant relationship between these two variables. If there are any affects, determine whether the toxic leadership is a partial or full moderating force, and make suggestions which will increase the welfare of the organization for employees. In line with this purpose, the data for the study has been obtained from 124 workers. As a result of analysis performed, a significant relationship has been found between job stress and job satisfaction. It has been determined that, as a result of a multiple regression analysis on the mediating effect, a toxic leader perception is a partial moderator variable on the effect of job stress on job satisfaction, and that a 1-unit increase in job stress resulted in a decrease of 0.308 units on a job satisfaction scale, while a 1-unit increase in toxicity perception resulted in a decrease of 0.111 units on the job satisfaction scale. © 2019 Premier Publishing, Inc.

WOS: 000466482100006, The aim of this study is to determine social loafing perceptions of employees in the same organisational climate related to co-workers and is to determine its effects on employees' feeling of burnout. Relying on this goal, data has been obtained by face-to-face survey method from 108 employees who work in a public institution in Zonguldak Province. The results of surveys measuring the burnout by social loafing behaviour perception have been evaluated by SPSS program and the data obtained has been analysed via correlation, simple linear regression, Mann-Whitney U and Kruskal-Wallis H methods. As a result of the analysis, a positive and significant relationship has been determined between burnout and social loafing perception, and it has been determined that a one-unit increase in social loafing behaviour that employees perceive caused an increase of 0.379-unit on burnout feeling.

Bu araştırma ile örgütlerde çalışan davranışlarının saptanmasında önemli bir yeri olan ölçekler ele alınmıştır. Araştırmanın amacı, aynı davranışı betimleyen farklı ölçeklere ikili kombinasyonlar uygulayarak istatistiksel sonuçlar elde etmek ve elde edilen sonuçları karşılaştırarak örgüt psikolojisinde ölçek seçiminin araştırma sonuçları üzerindeetkisi olup olmadığını belirlemektir. Bu amaca bağlı olarak Zonguldak ilinde özel sektörde çalışan 112 kişiden yüz yüze anket yöntemiyle veri elde edilmiştir. Elde edilen bu veriler SPSS programı ile değerlendirilmiş ve verilere yönelik olarak; Doğrulayıcı Faktör Analizi (DFA), güvenirlik analizi, normallik analizi, sınıf içi korelasyon, Paired Sample T testi, pearson korelasyon analizi, otokorelasyon, eş varyanslılık, hataların normalliği, çoklu doğrusal bağlantı testleri ve çoklu regresyon analizi uygulanmıştır. Ölçeklere yönelik karşılaştırma için bağımlı ve bağımsız değişkene ait alanyazında bulunan ikişer ölçek kullanılmış ve dört analiz senaryosu gerçekleştirilmiştir. Gerçekleştirilen bu analizler sonucunda; kombinasyonlar arasında uyumluluğun olmadığı, her kombinasyonda bağımlı değişkeni açıklama oranının farklılık gösterdiği ve sadece bir kombinasyonda bağımsızdeğişkenin boyutlarının tamamının bağımlı değişken üzerindeki etkisinin incelenebildiği saptanmıştır. Genel olarak değerlendirildiğinde, alanyazına kazandırılmış her ölçeğinistenen davranışı aynı düzeyde ölçmediği, bundan dolayı davranışların betimlenmesinde kullanılacak ölçek seçiminin iyi yapılması gerektiği ve farklı ölçeklerle bütünleşik olarakdavranışların betimlenmesinin daha rasyonel olduğu sonucuna varılmıştır.

WOS: 000464555600003, Purpose of this study is to test relationship between career anchor developed by employees and sense of work spillover, determine effect level of external motivation and sense of work spillover if there is a statistically significant relation and offer suggestions that will decrease career anchors of the employees by increasing their performances in the career occupations. Depending upon this purpose, data has been obtained from 67 doctors working in university hospital of X Higher Education Institution by means of survey method. This data has been evaluated by SPSS program and analyzed using correlation analysis, multiple regression analysis, Kruskal-Wallis H Test and Mann-Whitney U test. In conclusion of the analyses conducted, there is a significant relation between external motivation factors and career anchor and there is no statistically significant relation between work spillover and career anchor. When integrated effect is examined, however, it has been determined that work spillover has an effect on career anchors in presence of external motivation factors. It has been determined that 1 unit increase in sense of work spillover causes 0.398 increase in development of career anchor and 1 unit increase in external motivation factors causes 0.566 decrease in development of career anchor.

The aim of the research was to determine the perceptions of preschool and primary school teachers about classroom management by means of metaphors. The sample which selected by the use of convenience sampling techniques was drawn from preschool and primary school undergraduate students who had taken the “Classroom Management” course in the 2012–2013 academic years. There has a total of 163 participants from two state universities in Turkey. The perceptions were obtained from the question “What does ‘classroom management’ seem to you?” and from the answers they explained by using the “because” conjunction. The content analysis technique was used to analyse the data. The answers of the participant pre-service teachers were categorized, and suggested that most of those categories were of positive perceptions except that a category included negative perceptions. The findings suggest that at the end of the study, across 10 different categories, preschool pre-service teachers developed 60 metaphors whereas primary school pre-service teacher developed 48 metaphors

The question of what makes a good teacher of English has aroused researchers’ interest for many years, and the existing studies comparing NESTs (native English-speaking teachers) and NNESTs (non-native English-speaking teachers) have focused mostly on students’ perceptions of these teachers. The current study aims to explore in the first phase if there is a meaningful difference between Turkish EFL learners’ perceptions of NESTs and NNESTs on their first encounter with them. The second phase explores whether any changes have occurred in students’ preconceptions regarding NESTs within the course of time. The participants are 120 Turkish monolinguals from a private university. Quantitative data was collected through questionnaires consisting of Likert-scale items in both phases. An interview session was added to the second phase to obtain more in-depth insights into students’ perceptions. The findings showed that students had neutral perceptions of NESTs and NNESTs. However, in the second phase, the data analysed via qualitative content analysis demonstrated that students’ perceptions were found to have positively changed for NESTs, particularly in terms of personality dimension. In both phases, students perceived NESTs in linguistic and professional dimensions, and NNESTs in pedagogical dimension rather positively. publisher version

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