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.

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.

Purpose: Globalisation has made higher education increasingly multicultural. Although multicultural university students' attitudes and interactions with different cultures affect their academic success as well as entrepreneurial intentions, only a few studies have analysed this topic. Therefore, this study examined the assumption that positive psychological capital (PsyCap) mediates the relationship between attitudes towards multiculturalism and entrepreneurial intentions.Design/methodology/approach: A model was proposed and empirically tested 564 university students in Northern Cyprus. Data were analysed using SPSS 23 and AMOS 18 using the PROCESS Macro and Bootstrap methods.Findings: The results indicated that improving university students' attitudes towards multiculturalism will have a beneficial effect on their entrepreneurial intentions. Moreover, PsyCap is a mediator variable on the relationship between multicultural attitudes and entrepreneurial intentions.Research limitations/implications: This study contributes to the literature by theoretically and empirically examining how attitudes towards multiculturalism and PsyCap impact university students' entrepreneurial intentions. Its limitations can be overcome through future research.Practical implications: The study's findings are valid in two areas: (1) assisting policymakers, researchers and academics to better understand the critical influence of university students' attitudes towards multiculturalism on their entrepreneurial intentions, particularly since this topic had not been extensively studied; (2) advancing theoretical discussions by examining the positive effects of internal factors such as PsyCap in terms of multicultural attitudes and entrepreneurial intentions.Social implications: The study provides empirical evidence that academics and university administrators should pay attention to multicultural attitudes to increase university students' entrepreneurial intentions. Hence, it focused on the relationship between multicultural society, entrepreneurial intentions, and PsyCap.Originality/value: Attitudes towards multiculturalism influence students' entrepreneurial intentions through PsyCap. The context of cultural values and multiculturalism determines the premises of entrepreneurial intentions. This study is unique and innovative as it brings a new focus to academic literature.