The Validity and Reliability of the scales used in research are essential factors that enable the research to yield beneficial results. For this reason, it is useful to understand how the Reliability and Validity of the scales are measured correctly by researchers. The primary purpose of this study is to provide information on how the researchers test the Validity and Reliability of the scales used in their empirical studies and to provide resources for future research. For this purpose, the concepts of Validity and Reliability are introduced, and detailed explanations have been provided regarding the main methods used in the evaluation of Validity and Reliability with examples taken from the literature. It is considered that this study, which is a review, will attract the attention of researchers.

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.

Purpose: This article aims to examine the relationship between transformational leadership and job performance on the basis of social exchange theory and perceived organizational support theory. The article also attempts to examine the mediating role of self-efficacy and the moderated mediation role of leader support in this relationship.Design/methodology/approach: In this article, a self-report survey was collected from 524 employees and Process Macro to SPSS-23 was used to test the hypotheses.Findings: The article found that transformational leadership has a positive effect on job performance and that self-efficacy plays a mediating role in this relationship. The article also determined that leader support has a moderated mediation role on the effect of transformational leadership on job performance through self-efficacy.Originality/value: The research findings broaden the existing literature on transformational leadership and job performance by proposing an alternative model of how and under what conditions transformational leadership can affect job performance, and enrich the understanding of the conditions in which transformational leadership affects job performance. Although previous research provides a theoretical framework that connects the variables included in the research, there is no study in the literature that empirically confirms the proposed model. Thus, the authors' research is a pioneering attempt to test that relationship.

Purpose: This research aimed to determine how and why inclusive leadership is effective in innovative work behaviors (IWBs). For this purpose, a conceptual model including inclusive leadership, IWBs, psychological resilience capacity and leader–member exchange (LMX) has been proposed.Design/methodology/approach: To test the proposed model, a questionnaire was administered to the employees of a Turkish telecommunications company located in Istanbul and Ankara. Data obtained from 459 employees selected by convenience sampling method were analyzed using SPSS-24 and PROCESS macro.Findings: The results show that inclusive leadership has a positive effect on IWBs through psychological resilience capacity. Additionally, it has been determined that LMX plays a moderated mediation role in this relationship.Originality/value: The research model, which is a new attempt in the literature, contributes to filling a significant gap in leadership research and presents a holistic perspective to readers and practitioners in understanding the effects of the inclusive leader on IWBs by testing the moderated mediation effect of LMX.

In the 21st century, many scientific discoveries and treatments that science offers to humanity in the health sector, as well as many negative developments that it has created on the sector and employees cannot be ignored. Along with the Covid-19 pandemic, the heavy workload in the health sector and the risks in the working environment have created an important source of stress for the employees. This has affected employees’ work engagement and job performance. Employees need more organizational support in their workplaces in order to increase service quality and ensure organizational success. In the study, the mediating role of perceived organizational support in the relationship between work engagement and job performance of healthcare professionals working under heavy workload and stress was investigated. In accordance with the research purpose, a questionnaire was applied to the hospital staff in Istanbul (n = 402). The obtained data were analyzed using SPSS 23 and AMOS 18 package programs. The results of the analysis show that perceived organizational support has a mediating role in the relationship between work engagement and job performance. The research findings are of a quality that will attract the attention of managers in the health sector. In addition, the findings obtained as a result of the research are a source for further studies on the health sector.

Future anxiety is the worry and concern individuals experience regarding uncertainties and potential negative outcomes in their future. This emotional state can manifest at different stages of students’ academic lives and can impact their academic performance and social relationships. In the process of coping with negative experiences and overcoming challenges, psychological resilience plays a crucial role. Students who struggle to manage stress and have high levels of anxiety tend to experience future anxiety more intensely. The aim of this study is to determine the mediating role of subjective well-being in the relationship between psychological resilience and future anxiety among university students. The study was conducted with a total of 483 university students, including 280 females and 203 males. Data were collected using the Connor–Davidson Resilience Scale (CD-RISC-10), Subjective Well-Being Scale (SWB-7), and Future Anxiety (Dark Future) Scale (Short Form). Analyses were performed using AMOS 22.0 and SPSS 27.0 software. The findings indicate that psychological resilience has a significant negative effect on future anxiety, a significant positive effect on subjective well-being, and that subjective well-being has a significant negative effect on future anxiety. Additionally, the study found that subjective well-being mediates the relationship between psychological resilience and future anxiety.