The process of organizational democracy involves a process of associating employees’ participation and satisfaction in business processes, increased innovation, increased stakeholder engagement and ultimately increased organizational performance. Organizations and the people that form the organization adapt democracy to achieve social and economic goals by making use of the blessings of democracy. In this way, they aim to reach their goals and to include all members of the organization in the process while achieving these goals, and to sustain the stability. The main purpose of this study is to analyze the democracy perceptions of blue and white collar employees in the private sector through organizational democracy scales, by using various variables and to contribute to the existing literature. The sample of the study constitutes 209 people, white and blue collar employees at various levels in medium and large scale enterprises in the Manisa Organized Industrial Zone in Turkey. As a result of the study, it is seen that married employees and employees who think that their expertise in the job is good have the power to criticize their businesses and exhibit participation. In addition, it has been concluded that employees that are high school graduates see management fairer in terms of salary than other graduates. Another finding in the study is about the size of the pre-work life centers of the workplace. Perceptions and attitudes of the people living in metropolitan and provincial center metros before work observed that more equality was observed in the workplaces than those living in the district centers.

Generation Y wants to know the reason for everything in their lives, they are curious and most importantly, their characteristic of questioning everything makes them stand out. At the same time, it is hard to influence their characteristic features such as their lack of social skills, little respect for authority, and low level of commitment to their employers when Generation X management tactics are used. The purpose of this study is to better understand Generation Y, to examine their relations with servant leadership practices, and to determine what effects they have on businesses. The field study was made at an established organized industrial zone (OIZ) dating back to 1963. This OIZ is built on an area bigger than 10 million m² and is divided into 5 subzones. It is currently home to 53,500 employees, has a gross foreign trade volume of $7,200,000,000 and is located in the western Aegean Region of Turkey. The data for the study was collected from 248 participants and scales tested for validity and reliability in Turkish. A model was developed using the data and then it was tested using the confirmatory factor analysis method. The study used Structural Equation Model (SEM) to define the causal relationships between latent variables with a model in the analysis of the data and test its compliance. The result of the analysis reveals that dimensions of accountability and forgiveness from servant leadership practices have a statistically significant effect on personal success, whereas empowerment, accountability, and personal success dimensions have statistically significant effects on job satisfaction. Modesty dimension does not have a significant effect on the personal success and job satisfaction and the dimensions of accountability and forgiveness do not have a significant effect on job satisfaction. In addition, empowerment dimension does not have a meaningful effect on personal success. There is need for more studies to support the accuracy of the result for modesty dimension, since it seems like there is no effect on personal success and job satisfaction. This is a pioneer study since it is an empirical one looking at the application of the servant leadership theory on Generation Y employees.

The aim of this study is to develop a Communicative Rational Action Scale and analyze its validity and reliability. The scale has been prepared for all administrators and especially for firm administrators based on Max Weber’s rationalizing theory and Jürgen Habermas’ communicative action theory. The scale reveals to what extent administrators’ behaviors are communicatively rational while deciding or acting. In total, 282 participants joined this study. The sample group consisted of senior administrators of 87 firms acting in Turkey’s different Organized Industrial Zones or Free Zones. Data were analyzed by the SPSS 21 and AMOS 22 programs. Exploratory factor analysis and confirmatory factor analysis were applied to the obtained data. In order to test item discrimination, total item correlations were calculated and items under the value of 0.40 were removed from the scale. Exploratory factor analysis revealed 21 articles and five factors. The correlation coefficient of the 21-article scale with a similar scale is 0.979 (p < 0.001). The Cronbach’s alpha value is 0.945 and the test–retest correlation parameter is r = 0.793 (p < 0.001). In conclusion, it was determined by confirmatory factor analysis that the Communicative Rational Action Scale has a good cohesion criterion, and it is a valid and reliable assessment instrument.

One of the important problems of sustainable logistics is routing vehicles in a sustainable manner, the green vehicle routing problem, or vehicle routing problems which aim to reduce CO₂ emissions. In the literature research, it was seen that these problems were solved with heuristic, metaheuristic, or hyper-heuristic methods and hybrid approaches since they are in the NP-hard class. This work presents a parallel multi-process genetic algorithm that incorporates problem-specific genetic operators to minimize CO₂ emissions in the capacity-constrained vehicle routing problem. Unlike previous research, the algorithm combines parallel computing with tailored genetic operators in order to enhance the diversity of solutions and speed up convergence. Genetic algorithm models were developed to minimize total distance, CO₂ emissions, and both objectives simultaneously. Two genetic algorithm models were developed to minimize total distance and CO₂ emissions. Experimental results using the reference CVRP examples such as A-n32-k5 and B-n44-k7 show that the proposed approach reduces CO₂ emissions by 1.2% more than hybrid artificial bee colony optimization, 1.3% more than ant colony optimization, and 4% more than the traditional genetic algorithm. Experimental results using benchmark CVRP instances demonstrate that the proposed approach outperforms hybrid artificial bee colony optimization, ant colony optimization, and traditional genetic algorithms for most of the test cases. This is done by exploiting multi-core processors, and the parallel architecture has improved computational efficiency; the modules compare and update solutions against the global optimum. Results obtained show that prioritizing CO₂ emissions as the only objective yields better results compared to multi-objective models. This study makes two significant contributions to the literature: (1) it introduces a novel parallel genetic algorithm framework optimized for CO₂ emission reduction, and (2) it provides empirical evidence underscoring the advantages of emission-focused optimization in CVRP.

After 1978, China implemented some reforms and branched out to foreign countries. China, applying a strategy based on export and keeping its domestic currency, Yuan, in balance during this process, has increased its economic growth. However, current value increase in dollar and global fluctuations has also affected the growth in China. Considering the fact that growth and current account balance is one of the most important variables of a nation, it is an issue of concern how the decreasing economic growth rate of China in 2015, compared to previous years, will affect the current account balance. Thereby, this study examines the effect of Chinese growth, with the application of export based industry strategy, on the current account balance between the years of 2000-2015. As a result of the study, a bidirectional relation is determined with Granger Causality Test between economic growth and current account balance. During the Regression Analysis, it is ascertained that 1% of increase in economic growth will incur 0.32% of increase in current account.

Increased competition caused by globalization has led to philosophical changes in private and public businesses. This change has affected educational institutions and they have needed dynamic, innovator and transformational tools in order to survive in competitive environment. The universities defined as “3rd GU” need commercialization, network among universities, close co-operation among institutions and entrepreneurship as well as intellectual and innovative changes. In this regard, the aim of the research is formed by the analysis of “Entrepreneur University” concept from the perspective of the academicians that served at managerial positions at the universities in Turkey and the discussion of these universities’ economical situation for being ready about 3GU concept. In line with these purposes, we will give place to ideas of 283 academicians served in Turkish universities and then we will try to analyze in macro-economic dimension for comparing to their expectations and the truth that’s happen in real life. Although there are 183 universities depending on The Council of Higher Education in Turkey, the number of universities used in our study has been limited by randomly chosen 18 universities for forming an appropriate conceptual framework. ÖzetKüreselleşme ile gelen artan rekabet özel ve kamu işletmelerinde felsefi değişimlere neden olmuştur. Bu değişim eğitim kurumlarını da etkilemiş ve bunlar rekabet ortamında ayakta kalabilmek için dinamik, yenilikçi ve dönüşümsel araçlara ihtiyaç duymuştur. “3. Nesil Üniversite” olarak tanımlanan üniversiteler düşünsel ve inovatif dönüşümlerin yanında ticarileşme, ekonomik olarak bağımsızlığını kazanma, üniversiteler arası network, kurumlar arası yüksek işbirliği ve girişimciliğe ihtiyaç duymaktadır. Bu bağlamda ortaya çıkan “Girişimci Üniversite” kavramının Türkiye’deki üniversitelerde yönetici olmuş akademisyenler perspektifinden incelenmesi ve söz konusu üniversitelerin “3. Nesil Üniversite” kavramına iktisadi açıdan ne derece hazır olduklarının irdelenmesi araştırmanın amacını oluşturmaktadır. Bu amaçla Türkiye’deki üniversitlerde çalışan akademisyenler arasından seçmiş olduğumuz 283 akademisyenin görüşlerine yer verilecek ve ardından da onların bu konudaki beklentilerine karşılık ortaya çıkan gerçekler ile makro boyutta çözümleme yapılmaya çalışılacak. Türkiye’de Yüksek Öğretim Kurumu’na (YÖK) bağlı 183 üniversite olmasına karşın araştırmanın kavramsal çerçevesinin daha doğru bir şekilde oturtulabilmesi amacıyla üniversite sayısı, rassal seçilen 18 üniversite ile sınırlandırılmıştır.