Explanatory factor analysis (EFA) is a multivariate statistical method frequently used in quantitative research and has begun to be used in many fields such as social sciences, health sciences and economics. With EFA, researchers focus on fewer items that explain the structure, instead of considering too many items that may be unimportant and carry out their studies by placing these items into meaningful categories (factors). However, for over sixty years, many researchers have made different recommendations about when and how to use EFA. Differences in these recommendations confuse the use of EFA. The main topics of discussion are sample size, number of items, item extraction methods, factor retention criteria, rotation methods and general applicability of the applied procedures. The abundance of these discussions and opinions in the literature makes it difficult for researchers to decide which procedures to follow in EFA. For this reason, it would be beneficial for researchers to gather different information about the general procedures (sample number, rotation methods, etc.) in the use of EFA. This paper aims to provide readers with an overview of what procedures to follow when implementing EFA and share practical information about the latest developments in methodological decisions in the EFA process. It is considered that the study will be an important guide for the researchers in the development of clear decision paths in the use of EFA, with the aspect of presenting the most up-to-date information collectively.

Rapid organizational changes due to technological advancements, high-efficiency expectations, and uncertainties, particularly in healthcare, have led to a global stress epidemic among em-ployees. This has been exacerbated by the COVID-19 pandemic and evolving workplace practices. Surface acting, or the suppression and faking of emotions, significantly contributes to this stress and burnout, impacting not only individual healthcare professionals but also healthcare systems’ overall effectiveness and sustainability. Providing adequate resources in high-demand work environments is, thus, essential to mitigate these negative experiences. Leader–member exchange (LMX) can play a pivotal role in understanding and addressing the needs and expectations of healthcare professionals. Drawing on Conservation of Resources (COR), Job Demands-Resources (JD-R), Social Exchange theories, and Grandey’s Emotional Regulation Model, this study analyzed data from a convenience sample of 350 healthcare professionals. The results reveal that surface acting intensifies healthcare professionals’ experiences of job stress and emotional exhaustion. Notably, the study empirically demonstrated that high levels of LMX in healthcare professionals’ relationships with their leaders can mitigate the impact of surface acting on job stress and emotional exhaustion. These findings offer valuable insights for managers and policymakers, highlighting the importance of LMX in maintaining sustainable management practices in complex and stressful healthcare organizations.

The purpose of this study was to acquire meaningful insights on the determinants of creativity with a meticulous examination, and by dint of that, expand the concerned literature. To accomplish the same, a conceptual model that includes authentic leadership, employee creativity, and leader–member exchange (LMX) was methodically developed and evaluated. This research is a quantitative study incorporating a self-report survey. The data were amassed from hotel employees in Northern Cyprus. Data from 314 applicable surveys were analyzed using Statistical Package for the Social Sciences (SPSS)-22 and analysis of a moment structures (AMOS)-18 programs. Based on the findings, it can be deduced that authentic leadership has a considerable impact on employee creativity, while LMX plays an intermediary role in this relationship. The results of this study are useful and relevant for both researchers and policymakers.

Yöneticilerin dijital liderlik becerilerine uygun ve geçerliliği kanıtlanmış bir ölçek bulunmadığı için Zeike, Bradbury, Lindert ve Pfaff (2019) tarafından dijital liderlik ölçeği geliştirilmiştir. Türkiye’de dijital liderliğe yönelik ampirik çalışmaların yapılabilmesi için geliştirilen dijital liderlik ölçeğinin Türkçeye uyarlanması, geçerlik ve güvenirlik çalışmasının yapılması amaçlanmıştır. Bu amaçla Manisa’daki elektronik ev eşyaları üreten bir fabrikanın çalışanlarına anket uygulaması yapılmıştır. Anket verileri SPSS ve AMOS programı yardımıyla analiz edilmiştir. Elde edilen bulgular dijital liderlik ölçeğinin Türkiye’de yapılacak araştırmalarda kullanılabilecek geçerli ve güvenilir bir ölçme aracı olduğunu göstermektedir.

Amid global crises like natural disasters and climate change, the emotional well-being of disaster response workers (DRWs) is a key factor in sustainable public health and disaster management. The study highlights the issue of emotional exhaustion among DRWs, which can impact organizational effectiveness and the health and well-being of affected communities. The study examines the roles of servant leadership (SL) and workplace buoyancy (WB) in addressing these issues. Using data from 336 DRWs involved in the 2023 Kahramanmaraş earthquake, JD-R Theory is employed to study how these factors interact in high-demand scenarios. Analysis with the Smart PLS 4 program reveals that SL and WB play key roles in reducing emotional exhaustion (EE). Notably, WB partially mediates the relationship between SL and EE. These insights are vital for creating sustainable public health and disaster management strategies in times of growing conflicts and climate crises. By extending the JD-R Theory to encompass these elements, the study provides valuable suggestions for policymakers and managers to enhance the resilience and well-being of DRWs. The study deepens our understanding of public health challenges in disaster settings and highlights the need for integrated, sustainable responses to support those on the front lines of disaster relief efforts.

Background/Objectives: Information and Communications Technology (ICT) advancements and high customer expectations are boosting the use of digital transformation and tech tools in business processes in a competitive environment. This trend enhances business effectiveness and efficiency but also introduces technostress as a new workplace stress factor. Technostress, defined as stress induced by using ICT in the workplace, has become increasingly prevalent in modern work environments, especially in sectors such as banking, due to digital transformation. As technology use intensifies, it raises concerns about potential adverse psychological and physiological effects on employees, particularly in relation to burnout. From a physiological perspective, musculoskeletal disorders (MSDs) are quite common among employees who use ICT for extended periods. MSDs can play a significant moderating role in the relationship between technostress and burnout. In this context, this study aimed to examine the moderating role of MSDs in the effect of technostress on burnout. Methods: This quantitative study surveyed a convenience sample of 220 bank employees, drawing on COR theory, the JD-R model, the P-E fit approach, and transactional stress theory. Data were analyzed using Structural Equation Modeling with SmartPLS 4.0 software, enabling examination of relationships between variables derived from these frameworks. Results: The results reveal that technostress increases bank employees’ burnout experience. Additionally, bank employees with MSDs experience higher burnout levels than those without MSDs. Conclusions: The study’s findings provide valuable insights into managing workplace stress, addressing mental health problems, and promoting employee well-being in the digital age. These results have potential implications for academic understanding and practical applications in sustainable management.