Bu çalışmada, bir işletmenin çok çeşitli özelliklerini özetleyen soyut boyutlar toplamı olan kurumsal yetkinlik ile müşterilerin satın alma niyeti arasındaki ilişkide müşteri kurum özdeşleşmesinin ve algılanan olumsuz duyurumun rolleri üzerinde durulmuştur. Bahsi geçen kavramlar arasındaki ilişkiyi tespit etmek amacıyla araştırma, bir vakıf üniversitesinde yüksek lisans eğitimi alan ve çalışma hayatında olan kişiler üzerinde gerçekleştirilmiş ve veri toplamada Türk tüketicileri tarafından bu kavramlar ile ilişkilendirilebileceği düşünülen ve kısa bir süre önce olumsuz bir duyurum yapılmış olan bilinirliği yüksek bir otomotiv işletmesi kullanılmıştır. Elde edilen verinin incelenmesinde yapısal eşitlik modeli kullanılmıştır. Araştırma sonuçları, kurumsal yetkinlik ile satın alma niyeti arasındaki ilişkide müşteri kurum özdeşleşmesinin tam aracılık etkisi olduğunu göstermekte ve müşteri kurum özdeşleşmenin önemine dikkat çekmektedir. Aynı zamanda, bu çalışmada, algılanan olumsuz duyurumun satın alma niyetini olumsuz yönde etkilediği ve buna bağlı olarak da kurumsal yetkinlik ve satın alma niyeti arasındaki ilişkiyi azalttığı, dolayısıyla olumsuz duyurumun kurumsal yetkinlik ile satın alma niyeti arasındaki ilişkide düzenleyici etkisi olduğu sonucuna varılmıştır. Genel olarak çalışmanın sonuçları müşteriler tarafından yetkin bulunan bir kurumda dahi gerek müşterilerde oluşan olumlu algının sonucunda gerçekleşen müşteri kurum özdeşleşmesinin olumlu etkisini, gerekse olumsuz duyurumların algısının satın alma niyetine olan olumsuz etkisini göstermektedir. Çalışmanın sonunda sonuçlar doğrultusunda kurumlara müşteri kurum özdeşleşmesini ve olumsuz duyurumları yönetmeleri doğrultusunda öneriler verilmiştir.

This study examines how cyber awareness is translated into secure employee behavior in organizations through a systems thinking perspective that connects human resource management, organizational processes, and technological conditions. Rather than treating awareness as a final outcome, the study conceptualizes it as part of an awareness-to-action process shaped by individual cognition, organizational support, and governance mechanisms. Using survey data from white-collar employees in the banking and finance sector, the study applies a q-rung orthopair fuzzy decision framework to prioritize the drivers of this transition. The q-ROF-SWARA results identify self-efficacy, awareness/threat recognition, and awareness climate as the most important dimensions, indicating that employees are more likely to act securely when they can recognize risks, feel capable of responding, and work in an environment that reinforces cybersecurity. The q-ROF-MARCOS results show that remote employees have the strongest overall awareness-to-action profile, although the utility differences across on-site, hybrid, and remote work modes are relatively small and should be interpreted cautiously. The findings contribute to cybersecurity behavior research by integrating systems thinking with fuzzy multi-criteria prioritization and by showing that secure behavior depends on the interaction of cognitive, behavioral, HRM, and governance-related conditions. Practically, the study provides decision-makers with a structured basis for strengthening cybersecurity interventions beyond general awareness programs and toward sustainable behavioral change.

Purpose-This study has examined unique relationships between person-supervisor fit and organizational identification and the mediating effects of organizational DNA between these two variables. Design/Methodology/Approach-Survey data were obtained from a sample of 575 individuals working in different companies and departments with different job types. Findings-The results revealed that person-supervisor fit, organizational DNA, and organizational identification significantly correlated. Structural equation modeling was conducted to test the mediating effect of organizational DNA. The results indicate that an individual’s perceptions of organizational DNA profiles can mediate the relationship between person-supervisor fit and organizational identification. Discussion-The study highlights the significant impact of "person-supervisor fit" and "organizational DNA" on fostering a workforce aligned with organizational goals and objectives under managerial supervision. According to the findings, enhancing organizational DNA may offer managers a viable avenue for improving employees' organizational identification.

Employer branding is a concept which was introduced in 1996 and is defined as «the package of functional, economic and psychological benefits provided by employment, and identified with the employing company» (Amber & Barrow, 1996). Even though the concept was originally introduced as a marketing term, latterly the employer branding terminology has entered the human resource management world. Organizations have to work on the desired level of employer branding internally and also externally to achieve efficiency and effectiveness. Organizations focused mostly on attracting and recruiting talents in a wide range of competitive environment which is influenced by a «war for talents». Employer branding is also known as an effective mechanism which is related to the internal value perceptions on the organizations. The Higher Education industry, which is one of the biggest service industries in the world, has to give importance to the term «employer branding» for external and also internal stakeholders. Since the idea of the universities has changed, it forces universities to be one of the growth industries. This growth generates some important and critical challenges on working conditions of academics and also administrative personnel in higher education institutions (HEIs).

Despite growing attention to workforce ageing and gender equality, women aged 50 and above remain under-examined in human resource management research. This chapter explores how organisational structures and HR practices shape the work experiences of women aged 50+, drawing on qualitative data analysed with MAXQDA. Using Gender Structure Theory and Intersectionality Theory, it demonstrates that inequalities in pay, training, promotion, health, and future security are structurally produced through intersecting gendered and age-based assumptions. By linking the findings to SDGs 3, 4, 5, 8, 10, and 16, the chapter offers policy-oriented recommendations for inclusive and sustainable HR practices.

Airports face increasing pressure to reduce their climate impacts while maintaining mobility, connectivity, operational capacity, and service quality. However, many airport sustainability assessments rely on expert judgments, narrow environmental indicators, or conventional multi-criteria decision-making models that treat heterogeneous public data as equally reliable. This study evaluates the sustainable mobility and climate-transition performance of 20 European airports using 18 criteria across six dimensions: airport access sustainability, low-carbon mobility, carbon transition, energy and resource efficiency, circularity, and operational pressure. Data from sustainability, annual, and integrated reports; Airport Carbon Accreditation records; official airport websites; public transport sources; and traffic statistics were integrated through a standardized airport–criterion data structure recording the source type, reporting year, unit, organizational boundary, calculation status, and assurance level of each observation. The data were then harmonized to common definitions and units before analysis. A Z-number fuzzy WENSLO–ALWAS framework was applied to represent each airport–criterion observation through two components: a fuzzy performance value and a fuzzy reliability value. This mechanism allows airport-specific, externally assured observations to exert stronger evidential influence than calculated, group-level, incomplete, or proxy-based values, thereby avoiding the equal treatment of data with different levels of credibility. The results provide reliability-adjusted airport rankings, dimension-level performance profiles, sensitivity analyses, robustness comparisons, and airport clusters. The findings indicate that airport sustainability performance depends not only on carbon reduction and accreditation maturity, but also on public transport accessibility, low-carbon mobility, resource efficiency, circularity, operational pressure, and reporting reliability. The empirical findings are specific to the selected European airports, while the proposed framework is transferable to other regions, subject to the recalibration of criteria, benchmarks, reporting conventions, and reliability rules. The study demonstrates how heterogeneous public sustainability data can be converted into transparent and defensible, reliability-aware inputs for airport benchmarking.