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Toxic leadership refers to the sum of the negative aspects of leaders within their leadership traits. Narcissistic leadership is a multidimensional structure that includes charismatic leadership and authoritarian leadership types. Toxic leaders can harm the organization, employees, and society in which they work. This research aims to determine the toxic characteristics of leaders working in public universities and to extract the attribute of organizational trust in job satisfaction. Turkey's Istanbul made the data collected through face-to-face survey research methods in 470 people working in the public university hospital in the province were analyzed by analysis methods used in social sciences. As a result of the analysis, a negative significant relationship between toxic leadership and organizational trust, a negative significant relationship between toxic leadership and job satisfaction and its sub-dimensions, and a positive significant relationship between organizational trust and job satisfaction and its sub-dimensions were found. Toxic leadership affects managerial job satisfaction and company policy-based job satisfaction through the full set of organizational trust. In addition, toxic leadership has also been found to be effective on job satisfaction arising from employees through partial organizational trust

This study aims to examine the concept of stress, which has become a part of our daily lives, in an organizational context, and to determine whether there are a relationship and interaction between stress management and job performance in organizations.  In this article, which is an exploratory study, the sources behind organizational stress are investigated, and the individual and organizational results created by organizational stress management on business performance are discussed. Within the scope of the study, the studies in the literature conducted between 2005 and 2019 in different sectors and their results were examined. In the obtained results, significant negative relationships were found between stress management and job performance. Furthermore, in these results, the mediating role of stress management was also detected.

In the labour relations literature, groups such as women, students, youth, youth who are neither employed nor in education or training (15-29-year-olds) disabled people, and retirees are accepted as “disadvantaged”. Although the employment of disadvantaged groups or unemployment indicators vary across countries, the employment of disadvantaged groups appears to be a common problem in many countries. In this context, in this study, it was conducted to investigate the dissimilarity of some disadvantaged groups in terms of employment and unemployment among OECD countries, including women, youth, youth who are neither employed nor in education or training. The most dissimilar countries tried to be determined in terms of variables handled within OECD countries. This determination was considered important to make comparisons correctly between countries. Since the most recent data in OECD and World Bank databases belong to 2018, countries that belong to this year and cover the most variables whenever possible are tried to be addressed. Multidimensional scaling analysis (MDS) was used in the research. In macro studies, Cluster or MDS analyses are generally preferred for cross country comparisons. MDS analysis is a method especially used to determine the dissimilarity between units. In this study, it was found that Turkey was the most dissimilar country in other OECD countries in terms of the variables that are used in the study. This study is due diligence and the results should not be considered as good or bad. There are very good examples of countries in the field of employment and social policy, and it is also important to evaluate the locations according to these countries in determining the main results.  

  This study examines the relationship between organizational justice and organizational ambidexterity with organizational learning. This paper also evaluates the effect of organizational justice on organizational learning strategies of employees in the cause-effect relationship and measure the effect of perceived organizational support and bi-directionality on organizational learning. 645 family firms operating in Istanbul have been analyzed with Structural Equation Model. Findings demonstrate that organization's ambidexterity ability and the concept of justice in the organization had an indirect and positive effect on the perception of organizational support. This study also highlights that companies using their generic knowledge and skills increase the effectiveness of their innovation activities. The exploratory and development capabilities of a company make a significant contribution to the personal development of the employees in the company.

Innovation is the only way of solution to achieve sustainable growth, social welfare and employment in a country. This study principally focuses on the relationship between growth and innovation in the light of information derived from a general literature review about definition, sources and risks of innovation, and measurement of innovation performance. Then, the contributions of innovative capability on economic growth and employment as well as innovation systems on a country basis have been discussed, and accordingly, actions to be taken, including a shift in paradigm, for a growth-innovation-national innovation system and its sustainability have been addressed. In addition, current innovation performance indicators of Turkey have been discussed in the light of a scope which is outlined in the initial sections of the study, and the change in such performance indicators between 1998 and 2009 has been examined. After analysis of the above mentioned criteria and comparisons against practices in developed countries and communities, suggestions have been made about the activities to be carried out in order to make Turkey’s current innovation system “sustainable”, to support and improve innovation. In the study, a research application has been conducted using the content analysis method on the “President’s Message” letters of 158 state and foundation universities that are located in Turkey and that have a website, and the importance accorded to innovation by the universities has been determined.

Toxic leadership refers to the sum of the negative aspects of leaders within their leadership traits. Narcissistic leadership is a multidimensional structure that includes charismatic leadership and authoritarian leadership types. Toxic leaders can harm the organization, employees, and society in which they work. This research aims to determine the toxic characteristics of leaders working in public universities and to extract the attribute of organizational trust in job satisfaction. Turkey's Istanbul made the data collected through face-to-face survey research methods in 470 people working in the public university hospital in the province were analyzed by analysis methods used in social sciences. As a result of the analysis, a negative significant relationship between toxic leadership and organizational trust, a negative significant relationship between toxic leadership and job satisfaction and its sub-dimensions, and a positive significant relationship between organizational trust and job satisfaction and its sub-dimensions were found. Toxic leadership affects managerial job satisfaction and company policy-based job satisfaction through the full set of organizational trust. In addition, toxic leadership has also been found to be effective on job satisfaction arising from employees through partial organizational trust

  This study examines the relationship between organizational justice and organizational ambidexterity with organizational learning. This paper also evaluates the effect of organizational justice on organizational learning strategies of employees in the cause-effect relationship and measure the effect of perceived organizational support and bi-directionality on organizational learning. 645 family firms operating in Istanbul have been analyzed with Structural Equation Model. Findings demonstrate that organization's ambidexterity ability and the concept of justice in the organization had an indirect and positive effect on the perception of organizational support. This study also highlights that companies using their generic knowledge and skills increase the effectiveness of their innovation activities. The exploratory and development capabilities of a company make a significant contribution to the personal development of the employees in the company.

In the labour relations literature, groups such as women, students, youth, youth who are neither employed nor in education or training (15-29-year-olds) disabled people, and retirees are accepted as “disadvantaged”. Although the employment of disadvantaged groups or unemployment indicators vary across countries, the employment of disadvantaged groups appears to be a common problem in many countries. In this context, in this study, it was conducted to investigate the dissimilarity of some disadvantaged groups in terms of employment and unemployment among OECD countries, including women, youth, youth who are neither employed nor in education or training. The most dissimilar countries tried to be determined in terms of variables handled within OECD countries. This determination was considered important to make comparisons correctly between countries. Since the most recent data in OECD and World Bank databases belong to 2018, countries that belong to this year and cover the most variables whenever possible are tried to be addressed. Multidimensional scaling analysis (MDS) was used in the research. In macro studies, Cluster or MDS analyses are generally preferred for cross country comparisons. MDS analysis is a method especially used to determine the dissimilarity between units. In this study, it was found that Turkey was the most dissimilar country in other OECD countries in terms of the variables that are used in the study. This study is due diligence and the results should not be considered as good or bad. There are very good examples of countries in the field of employment and social policy, and it is also important to evaluate the locations according to these countries in determining the main results.  

This study aims to examine the concept of stress, which has become a part of our daily lives, in an organizational context, and to determine whether there are a relationship and interaction between stress management and job performance in organizations.  In this article, which is an exploratory study, the sources behind organizational stress are investigated, and the individual and organizational results created by organizational stress management on business performance are discussed. Within the scope of the study, the studies in the literature conducted between 2005 and 2019 in different sectors and their results were examined. In the obtained results, significant negative relationships were found between stress management and job performance. Furthermore, in these results, the mediating role of stress management was also detected.


 
 
 
 ncreased technological development and the innovations and conveniences offered to consumers encourage to companies day by day for different practices in order to gain competitive advantage. Although firms are often observed to bring innovations to the product in order to be perceived by consumers as superior to firms' competitors, it is obvious that they will not be enough alone. For this reason, companies have begun to implement innovative strategies in pricing strategies increasingly. One of the most remarkable of these strategies is the pay-what- you-want pricing method. In this method, the seller transfers the authority of determining the price to the consumer entirely. In the study, a literature review was performed on pay what you want pricing and factors affecting the voluntary payment in aforesaid pricing method have been established. In addition, the pay-what-you-want pricing method is discussed from a theoretical perspective.