Today’s digitalized business atmosphere places significant emphasis on digital leadership, as digital transformation can only be successful for leaders who are capable of overseeing the entire digitalization process. In this study, we examine the employee-level outputs of digital leadership in terms of individual creativity and employee performance. Based on the data of 348 employees and by using PLS-SEM, we find that (i) digital leadership is a significant antecedent of individual creativity, and (ii) individual creativity fully mediates the relationship between digital leadership and employee performance. When digital leadership abilities are a matter of concern, it becomes necessary to mention the importance of generational differences between those leaders, as OB studies also underline the generational differences toward new technologies. Hence, we also conducted a multigroup analysis (MGA) to determine if those interrelationships among digital leadership, individual creativity, and employee performance differ due to the generations of the managers. Surprisingly, the MGA results reveal minor differences. The findings of this study highlight the importance of embracing digital leadership in fostering a creative and high-performing work environment and provide insights for organizations aiming to harness the unique strengths and talents of their multigenerational workforce. Digital leaders who foster a culture of innovation, adaptability, and open communication can inspire employees to think creatively and come up with novel ideas. By leveraging digital tools and providing a supportive environment, digital leaders can also enhance employee creativity and performance.

The study aims to investigate whether information management practices and organizational intelligence have an effect on a firm’s innovation performance within the framework of resource-based theory via empirical field studies in technology and information technology (IT) companies. The study is mainly conducted on technology and information technology companies operating in the Marmara Region of Turkey. The reason for choosing technology-intensive companies is that the scales used for the survey are organization types, which can accurately measure the institution’s knowledge, organizational intelligence, and innovation performance. The survey collection process includes the data of 495 managers, collected between 2018 and 2019. In this study, in which the effect of the sensitivity between information management practices, the sub-dimensions of organizational intelligence on innovation performance, and financial and growth performance are examined within the framework of resource-based theory, (i) a significant relationship is determined between information management practices and both a firm’s innovation performance and its financial and growth performance; (ii) innovation performance is found to have a direct and positive effect on a firm’s growth and financial performance; (iii) while the presence of perceived knowledge, which is one of the sub-dimensions of organizational intelligence, has no strong impact on innovation performance, mental model development has a direct and positive effect on innovation performance. The fact that there are few studies in the literature, to the best of our knowledge, examining information management practices, organizational intelligence, innovation performance, and financial and growth performance together increases the relevance of this study. Therefore, it is believed that the study will contribute to the literature with theoretical and managerial implications.

Today’s organizations increasingly recognize the fact that employees and employee performance are essential intangible assets that should be effectively managed. Affective commitment (AC) is a widely recognized antecedent of sustainable job performance. However, achieving AC has become a great challenge in general and has been especially difficult since the beginning of the pandemic because almost all companies asked their employees to stay at home and work remotely in an isolated manner. Today, many different generations work side by side, contrary to the past, when generational mixing was very rare. Many differences exist among these employee generations, which determine their feelings towards authority and organization. Accordingly, this paper aims to clarify generational differences in the interrelationships among AC and sustainable job performance between Gen X and Gen Y employees. As remote working structure limits the interactions that employees have with their supervisor, fellow employees, and the organization, we decided to use the foci of commitment: affective commitment to the organization, affective commitment to the supervisor, and affective commitment to coworkers. Based on data from 416 post-graduates of Beykent University and using the PLS-SEM technique, we find that commitment to the supervisor and commitment to the organization are positively associated with job performance. Moreover, the findings reveal that the impact of the relationship between commitment to the supervisor and job performance is weaker for Gen Y than for Gen X.

This paper aims to effectively tackle decision-making problems on interval-valued Fermatean fuzzy sets; the current research suggested an integrated approach based on the WASPAS method. The criteria weights were determined by combining the objective weights obtained by the similarity measure approach with the subjective weights provided by decision-makers. This combination made achieving more realistic weights possible. Interval-valued Fermatean fuzzy sets were subjected to improved scoring functions and novel similarity measures concerning objective and subjective weights. The application of green supply chain management is discussed to show that the created approach fully applies to multi-criteria decision-making issues in the actual world. Green supply chain management was examined using critical success factors to control and audit enterprises’ processes as a numerical example of the developed method. In the examinations, it was seen that the companies implementing the selected GSC applications achieved close results and thus acted appropriately to the situation. To validate the stability of the developed technique, this study also includes a sensitivity analysis utilizing different weights of criterion and different values of the method’s parameters. According to the investigation, merging subjective and objective weights enhanced the method’s stability created with different criteria weights. The outcomes of the approach developed here were compared with those of other approaches previously put forth in the literature to assess its performance accurately.

İstanbul Üniversitesi Yayın Projesi

Çalışmanın amacı, COVID-19 bağlamında sosyal medya paylaşımlarının bireylerin algılarına etkisinin belirlenmesidir. Araştırmada Twitter üzerinden yapılmış paylaşım örnekleri kullanılarak, kişilik özelliklerine göre bireylerin algılarının nasıl geliştiği anlaşılmaya çalışılmaktadır. Araştırmada Twitter’dan COVID-19 teması içeren ve farklı duygulara hitap eden paylaşımlardan bazı örnekler alınmıştır. Kullanıcıların kişilik özelliklerinin belirlenmesinde beş faktör kişilik envanteri kullanılmıştır. Veri toplamak için etik kurul izinleri alınmıştır. Araştırmanın örneklemi, sosyal ağlardan (Facebook, Instagram, Twitter vb.) en az birisini kullanan 611 kişiden oluşmaktadır. Veriler SPSS 25 paket programı ile analiz edilmiştir. Verilerin analizinde öncelikle keşfedici faktör analizi gerçekleştirilmiş olup, sonrasında eğilimlerin belirlenmesinde ikili nitel tercih modelleri kullanılmıştır. Araştırmanın bulgularına göre, deneyime açık bireyler COVID- 19 konusunda toplumu bilinçli olarak görmektedirler. Uyumlu kişilerin COVID-19 sonrası ekonomik kriz beklentisi yüksektir. Bununla birlikte duygusal denge problemi yaşayanların ekonomik kriz kaygısı düşük iken, nevrotiklik ve sorumlu kişilik özelliklerini bir arada gösteren katılımcıların ekonomik kriz beklentisi yüksektir. Dışa dönük ve uyumlu bireylerin COVID-19 gibi kriz dönemlerinde daha az korku hissi içerisinde oldukları sonucuna ulaşılmıştır. Nevrotik ve sorumluluk özelliğini bir arada bulunduran bireyler ise bireysel önlem almayı anlamsız bulmaktadır. Araştırma sonucuna göre bireylerin sosyal medya ile ilgili algıları birden çok kişilik özelliğine göre ortaya çıkmaktadır. Araştırma sosyal medya kullanıcılarının COVID-19 pandemisi gibi küresel krizlerde sosyal medyadaki paylaşımlardan nasıl etkilendiklerini incelemesi açısından benzer çalışmalardan ayrılmaktadır.