This study aims to examine the impact of the "Crab Mentality Syndrome" (CMS) on the levels of psychological empowerment among physicians, nurses, and administrators working in the healthcare sector. Characterised by competitiveness, envy, and obstructive behaviours, CMS is known to have an adverse effect on employee motivation and organisational efficiency. In contrast, psychological empowerment enhances employees' sense of meaning, competence, autonomy, and impact, thereby promoting positive organisational behaviours. The research was conducted using a correlational survey design, and data were collected through questionnaires administered to 350 healthcare professionals employed in public and private hospitals in Diyarbakır, Türkiye. The level of CMS was measured using the scale developed by Fettahlıoğlu and Dedeoğlu (2021), while psychological empowerment was assessed with the scale developed by Spreitzer (1995). The collected data were analysed using SPSS 25.0, and correlation and multiple regression analyses were performed. Findings revealed that an increase in CMS levels has a significant and negative impact on psychological empowerment. Additionally, demographic variables such as gender, age, and professional position were found to have varying effects on this relationship. In particular, nurses exhibited higher levels of CMS, whereas individuals in administrative positions reported lower levels of CMS. This study is among the limited number of empirical investigations that analyse the relationship between CMS and psychological empowerment within the context of demographic characteristics in the healthcare sector. The findings are expected to contribute to the development of more supportive and equitable working environments in healthcare organisations.

The COVID-19 pandemic accelerated organizational transformations in healthcare globally, particularly regarding work arrangements, yet systematic evidence on change management effectiveness remains limited in emerging market contexts. Drawing on Kotter's eight-step change model, this study examines relationships between change management practices and work flexibility adoption in Turkish healthcare organizations.We surveyed 652 healthcare professionals across 24 hospitals in three provinces , employing hierarchical regression and multi-group analyses. Results reveal significant positive associations between change management effectiveness and flexibility adoption (β=0.54, p

Background‐Objective: Telogen effluvium (TE) type hair loss is the most common cause of diffuse and non‐scarring alopecia in women and may develop on the basis of many etiological causes. Glass ceiling syndrome, which is a popular research topic especially in recent years, is one of the syndromes that define the invisible barriers that women face in their careers and can cause long‐term stress during periods of exposure. Women working in the health sector are frequently exposed to the glass ceiling, and this situation has negative effects on skin health. The aim of the study is to investigate the relationship between glass ceiling syndrome‐induced stress and telogen effluvium, which has not been examined before. In addition, another aim of the study is to determine the effect of socio‐demographic variables such as age, gender, and education level on stress symptoms telogen effluvium. Materials and Methods: This study was conducted on 108 female participants working in University Hospitals. Questionnaires were used to determine how the participants experienced the glass ceiling syndrome, their professional and marital status, and their level of education. In addition, an examination including a pull test and trichoscopy for telogen effluvium disease was performed by specialized doctors. Results: 56 (51.85%) of 108 female health workers were diagnosed with telogen effluvium. It was determined that 73 (67.59%) of them had glass ceiling experience. Of the 108 female health workers, 36 were doctors, 44 were nurses, and 28 were other health workers. Regarding their education levels, 36 of them have a master's degree, 18 have a bachelor's degree, 34 have an associate's degree, and 20 have a high school degree. As for marital status, 71 of them were married, 24 of them were single, and 13 of them were divorced. A significant statistical relationship was found between telogen effluvium and glass ceiling syndrome and education and occupational status. At the same time, a significant statistical relationship was found between glass ceiling experience and education and occupational status. Conclusion: Glass ceiling syndrome is statistically significantly associated with telogen effluvium in female health workers, and it is emphasized that this situation should not be neglected as a source of intense stress during treatment. In addition, professional and marital status and education levels are also seen to feed this intense stress source.

Background: Mushroom management, a leadership style characterized by withholding information, excluding employees from strategic processes, and maintaining top‐down control, has been linked to adverse organizational outcomes. However, its impact on nurses and the psychological mechanisms through which this influence operates remain underexamined. Purpose: This study examines the direct and indirect effects of mushroom management on nurses’ job satisfaction, with organizational identification (OI) as the mediating variable, guided by affective events theory and social identity theory. Methods: A cross‐sectional survey was conducted with 317 nurses employed in private hospitals in Diyarbakır, Türkiye. Data were collected using validated Turkish versions of the Mushroom Management Scale (Birincioğlu and Tekin, 2018), Job Satisfaction Scale (Judge et al., 2008; Keser and Bilir, 2019), and Organizational Identification Scale (Mael, 1988; Tüzün and Özdoğan, 2006). All scales use a five‐point Likert format (1 = strongly disagree to 5 = strongly agree ). Confirmatory factor analysis confirmed good model fit ( χ ² /d f = 2.21, CFI = 0.95, RMSEA = 0.062). Mediation was tested using Hayes’ PROCESS macro (Model 4) in SPSS 23.0 with 5000 bootstrap samples. Results: Mushroom management had significant negative effects on OI (standardized β = −0.46, p < 0.001) and job satisfaction (standardized β = −0.21, p = 0.001). OI positively predicted job satisfaction (standardized β = 0.48, p < 0.001). Mediation analysis confirmed a significant indirect effect (standardized β = −0.22, 95% CI [−0.31, −0.14]), with OI accounting for 51% of the total effect indicating partial mediation. Conclusions: Mushroom management is associated with lower OI and job satisfaction among nurses, with OI serving as a key identity‐based psychological mechanism. Healthcare leaders should prioritize transparent communication, participatory decision‐making, and identity‐affirming leadership practices to enhance nurse well‐being and retention. Implications for Nursing Management: Findings highlight the need for structured information‐sharing protocols, mushroom‐management–specific leadership training, and shared governance structures in private hospital settings. Periodic organizational climate monitoring using validated instruments is recommended.

This study aims to explore the phenomenon of languishing among healthcare workers and its impact on their quality of work life, job performance, and coping strategies. Due to the lack of a specific languishing scale, the Mental Health Continuum-Short Form (MHC-SF) and General Health Questionnaire (GHQ-12) were utilized, with 200 healthcare professionals (doctors and nurses) participating in the study. The findings revealed that 47% of the participants exhibited signs of languishing, and this condition was negatively correlated with job satisfaction. Additionally, the results indicated that the languishing experienced by healthcare workers adversely affected their quality of work life and led to a decline in their overall performance.