In recent years, the unprecedented growth in environmental vulnerabilities has made the firms realize the need for environmental protection. With this, the rapid surge for ecological preservation has made worldwide businesses divert their focus toward greener practices that ensure the firm's financial and environmental performance. This study examines the relationships between green management strategies (green dynamic capabilities, internal green supply chain management and green technology adoption), and organizational outcomes, specifically environmental and financial performance. The data was collected from the 471 employees working in the manufacturing firms. Utilizing the Structural Equation Modeling (SEM) method via Smart-PLS, our findings show the importance of integrating green practices in supply chain management, dynamic capabilities, and technology adoption to enhance both environmental and financial outcomes under the moderating role of industry dynamism and green knowledge acquisition.

The main purpose of this research is to test the effects of employees' perceptions of organizational democracy on their organizational citizenship behaviors. Accordingly, a research was conducted on 257 white-collar employee samples in enterprises operating in various sectors in Adana and Hatay provinces. Reliability tests of measures were carried out and the relations between concepts were examined with correlation and regression analysis. The results of the analysis revealed that there is a positive relationship between organizational democracy and organizational citizenship. Additionally, it has been determined that the components of organizational democracy have positive or negative effects on organizational citizenship behavior in general.Key Words: Organizational Democracy, Organizational Citizenship, Corporate

Günümüzde, çalışma hayatının getirdiği stresle beraber kişinin mesleğe karşı duyarsızlaşmasıyla başlayan tükenmişlik, bunun sonucu olarak meydana gelen işten ayrılma niyeti çağımızın en büyük problemlerinden biridir. Mesleki tükenmişlik zor koşullar altında çalışmanın getirdiği stresten dolayı ortaya çıkmaktadır ve işten ayrılma niyeti ilişkisine kadar gidebilmektedir. Çalışanların tükenmişlik hissine kapılmasını sağlayan ve bunun sonucu olarak işten ayrılmaya iten birçok etken vardır. Bunlardan biri de nostalji duygusudur. Bu çalışma Kahramanmaraş ve Osmaniye illerindeki eğitim kurumlarında kolayda örnekleme yöntemiyle kişilere doğrudan ulaşılarak yapılan nicel bir araştırmadır. Araştırmamızda güvenilirlik, regresyon ve korelasyon analizleri yapılmıştır. Sonuç olarak mesleki tükenmişlik ve işten ayrılma niyetini örgütsel nostaljinin etkilediği belirlenmiştir. Bu bağlamda örgütsel nostaljinin mesleki tükenmişlik ve işten ayrılma niyetine etkisinin tespit edilmesi önem arz etmektedir.

In recent years, despite the fact that women have become more and more involved in business life as a result of economic, social and cultural developments, the proportion of women in the managerial staff and leaders is very low. In terms of female labor force, there are some barriers as well as many advantages. One of these barriers is the glass ceiling syndrome mentioned most often in business world. This is a qualitative research which examines the effects of glass roof syndrome and career barriers on job motivation. The sample group for the research comprises 33 women working in private sector. The findings of the research reveal that women who do not get their deserved promotions have low motivation. Being unmotivated leads some women to reduce their job performances, on the other hand this leads some women to work more motivatedly. Women should be guided and psychological support should be given for career planning in institutions they work for. The absence of gender discrimination and the appreciation of women as a result of their achievements will increase their motivations in workplaces and this will help institutions they work for achieve their goals more quickly.

The aim of this study is to determine the effects of ethical climate on organizational citizenship behavior (OCB). This research was conducted on the 200 workers that working in various factories within the Kadirli Organized Indisturial Zone. In data collection tool, ethical climate scale of Schwepker (2001) and organizational citizenship behaviour scale of Podsakoff (1990) were used. With a five point Likert scale according to the structured questionnaire were included to the research and collected data were analyzed via SPSS.18 statistical analytical software. According to the results of the analysis, ethical climate has significant and positive relationship between sportsmanship, civic virtue and courtesy but, it has not significant relationship between altruism and conscientiousness which are dimensions of organizational citizenship behaviour.

Since organizational identification is an important phenomenon for efficiency and productivity of the organization, its relationship with many variables has been examined. However, there is no study in the literature examining the relationship between organizational identification and social intelligence. Grounded in the Strong Ties Approach the object of study is to explore the relationship between social intelligence and organizational identification. Besides, the study aimed to determine whether the level of social intelligence and organizational identification vary or not according to the sector type. The study was designed with a quantitative research pattern and correlational research design. The sample is consisting of 306 public and private sector employees. The survey technique with a convenience sampling method was used to collect the data. The obtained data were investigated through statistical analysis software. Social intelligence has been studied both as a whole and with its dimensions named as social information processing, social skills, and social awareness. According to the regression analysis results; social intelligence as a whole and social skills have a significant and positive contribution to predicting organizational identification. However, the effect of social information processing and social awareness on organizational identification is not significant. Moreover, independent samples t-test suggests that the social intelligence and social skills levels of private-sector employees are higher than the same factor levels of the public sector. However, the level of employees' social information processing, social awareness, and organizational identification does not differ according to the sector type. The research also offers several theoretical and practical implications.