Çalışanların işlerini yerine getirdiği esnada onlardan beklenen ve tarifi olmayan, mimik, beden duruşu, ses tonu gibi duygusal gösterimler duygusal emek olarak tanımlanmaktadır. Algılanan yönetici desteği ise, çalışanın gözünde örgütün temsilcisi olan yöneticilerinin gerek iş konusunda gerekse duygusal anlamda kendilerinin yanında olduğunu hissetmesidir. Yöneticisinden destek gören çalışanların motivasyonlarında, performanslarında, örgüte bağlılık düzeyinde, örgütsel vatandaşlık davranışında, duygusal emek sergileme düzeylerinde olumlu değişimler yaşanmaktadır. Sağlık, hizmet ve eğitim gibi sektörlerde çalışanların duygusal emek gösterim düzeyleri yüksektir. Diğer sektöre göre görece daha az incelenmiş olması nedeniyle bu çalışmada eğitim sektörü çalışanlarının duygusal emek gösterimleri ve algılanan yönetici desteği ilişkisi ele alınmıştır. Bu nedenle, araştırmanın örneklemi İstanbul’daki vakıf üniversitelerinin çalışanları olarak belirlenmiştir. Araştırmada nicel yöntemler kullanılmış olup, araştırmaya 241 kişi katılım sağlamıştır. Gerçekleştirilen analiz sonucunda algılanan yönetici desteği ile duygusal emek ve duygusal emeğin boyutlarından olan derinlemesine eylem arasında pozitif yönde bir ilişki olduğu tespit edilmiştir. Ayrıca yapılan regresyon analizi ile de algılanan yönetici desteğinin duygusal emeği pozitif yönde etkilediği sonucuna ulaşılmıştır.

The aim of this study is to analyze the employees of the low cost carriers (LCC) and Full Service Carriers (FSC) personal traits, organizational indentification and Turnover. The research data were collected by the Personality Traits Scale and Turnover Scale. The sample consisted of 175 working in the LCC business model and 175 working in the FSC business model. The models obtained by the path analysis for the research variables were statistically tested and fit indices were investigated for each model. It was determined that the Organizational Identification (OI) has a full mediating effect on the relationship between the Emotinonal Stability (ES) and the Turnover (TO) in the LCC business model. In the same way, employees working in the full service airline business model; In the effect of ES variable on TO variable, OI variable was determined to have full mediating effect. When structural equation model is applied to the data obtained from all partipicipants, it is determined that the OI variable has a partial mediating effect on the effect of the Conscientiousness (C) on the TO. It can be thought that the research findings will contribute to airline human resources professionals and researchers in strategic planning.

While the circular economy offers a new perspective for achieving sustainability goals, digital technologies have become key enablers of this transformation. However, few studies in the literature address the identification and prioritisation of critical success factors for digitalisation that support the transition to a circular economy, particularly for agri-food SMEs operating in developing countries. This study proposes an integrated PESTEL-based and Spherical Fuzzy AHP (SF-AHP) framework to identify and prioritise critical success factors for digitalisation in the circular economy transition of agri-food SMEs. First, the literature-derived critical success factors were identified and structured according to the PESTEL framework. The TOE framework was then employed as a theoretical lens to interpret these factors at the firm level in terms of technological, organisational, and environmental dimensions. A five-member expert panel evaluated the factors in the context of Türkiye, and their relative importance was analysed using a weighted SF-AHP approach. Quantitative results reveal that ‘Data analytics to boost agricultural output’ is the most significant factor (w = 0.128), followed by ‘High investment costs’ (w = 0.123) and ‘Efficient technology for the CE process’ (w = 0.114). To ensure the robustness of the findings, a comparative analysis was performed; the results revealed a strong alignment between SF-AHP and Fuzzy AHP (r = 0.986), as well as a high degree of consistency with AHP (r = 0.910), validating the methodological stability of the proposed framework. This study contributes to the identification of strategic priorities for digitalisation in the transition to a circular economy among agri-food SMEs in developing countries and provides policymakers and practitioners with a guiding framework.

The aim of this study is to examine the relationship between the low cost carrier (LCC) and Full Service Carrier (FSC) airways cabin and cockpit employees, which are the two main competitive airline business models and the relationship between organizational identification and turnover and determining the differences between the business models.In order to reach the aim of the study, a research questionnaire was designed by using the scales that determine the intentions of personality characteristics, organizational identification and intention to quit in the related literature. The sample of the study was determined by easy sampling method. Data were collected through scales from 350 volunteer flight personnel, 175 working in the LCC business model and 175 working in the FSC business model. The models obtained by the path analysis for the research variables were statistically tested and fit indices were investigated for each model. It is determined that the Organizational Identification (OI) variable has a full mediating effect on the relationship between the Emotinonal Stability (ES) variable and the Turnover (TO) variable in the LCC business model. In the same way, employees working in the full service airline business model; In the effect of ES variable on TO variable, OI variable was determined to have full mediating effect. When structural equation model is applied to the data obtained from low cost and full service business employees, it is determined that the OI variable has a partial mediating effect on the effect of the Conscientiousness (C) variable on the TO variable. According to the findings, it provides data especially for managers and human resources professionals to adopt or develop approaches that can change the effects of these research variables.

Sustainable leadership transforms business models that promote sustainable development while supporting employee career development. In this context, the limited number of findings on which concepts influence the effect of sustainable leadership on employee career satisfaction emerges as an important research topic. The purpose of this study is to determine the mediating role of innovative behaviour in the relationship between sustainable leadership and career satisfaction. Data from 310 employees working in industrial enterprises, collected via convenience sampling, were analysed using structural equation modelling with the SmartPLS program. The findings reveal that sustainable leadership has a significant and positive effect on employees' career satisfaction, and that innovative behaviour partially mediates this effect. By comprehensively testing the relationship between sustainable leadership, creative behaviour, and career satisfaction using a mediation model, this study fills a gap in the literature and contributes to the field. This relationship model was evaluated using “Social Cognitive Career Theory” and “Social Cognitive Theory.” Social cognitive theory consists of environmental and self-efficacy.