Purpose: This study aims to examine how new and senior employees' perceptions of job insecurity affect their commitment and turnover intention in the economic crisis environment created by the pandemic and whether their psychological resilience has a mediating effect on this effect.Design/methodology/approach: Survey data were collected from 147 novices (tenure < five years) and 160 seniors (tenure > five years) full-time employees from three different industries to examine these relationships using the SPSS program and the process add-on.Findings: The results showed that perceptions of job insecurity were negatively correlated with affective commitment, normative commitment and psychological resilience and positively correlated with continuance commitment and turnover intention for both employee groups. While psychological resilience played an expected mediating effect for novices in the organization, it played only a mediating effect for affective and normative commitment for seniors.Originality/value: This study contributes to the field of management psychology by investigating, for the first time, the negative impact of the perception of job insecurity, which has increased with the pandemic, and the mediating effect of psychological resilience in this effect.

In this study, the effect of transformational leadership and procedural justice on manager trust and sustainable organizational identity is analyzed, also including the role of mediation on manager trust. First, we analyzed what the effect of transformational leadership and procedural justice on trust in the organization and sustainable organizational identity is. Secondly, we examined the mediator effect on organizational trust, in addition to the effects of transformational leadership and procedural justice on sustainable organizational identity. The sample of the study consists of 558 subjects from Turkey, 106 subjects from Azerbaijan, and 95 subjects from Kyrgyzstan—a total of 759 subjects. To analyze the collected data, we used correlation analysis, regression analyses, and ANOVA testing. For these analyses, we used the SPSS statistical software. The results indicate that transformational leadership and procedural justice positively and significantly affect manager trust. Moreover, manager trust has a positive and significant impact on creating a sustainable organizational identity. The results of the regression analyses further show that in the relationship between transformational leadership and procedural justice with sustainable organizational identity, there is a full effect of mediation on the perception of manager trust. Moreover, there is an indirect relationship among transformational leadership and procedural justice with creating a sustainable organizational identity, and this relationship is established through the perception of manager trust. The results of the study suggest that an efficient way to increase the trust of managers by employees is to increase procedural justice and to follow a transformational leadership style in the workplace. Moreover, it is expected that corporations following these strategies can sustain their organizational identity.

Bu araştırmada kronizmin, örgütsel sapma davranışına etkisi araştırılmıştır. Bu araştırmanın temel amacı literatürde sınırlı sayıda çalışmada konu olan kronizm uygulamasının örgütsel sapma davranışı üzerindeki ilişkisini ortaya koymaktır. Bu amaçla araştırma, Kocaeli iline bağlı olan üç ilçe belediyesinde görevli 197 personel üzerinde uygulanmıştır. Elde edilen sonuçların analizi için SPSS programı kullanılmıştır. Yapılan korelasyon ve regresyon analizi bulgularına göre, kronizm ile örgütsel sapma davranışı boyutlarından olan bireylerarası sapma ve örgüte yönelik sapma davranışları arasında pozitif yönde bir ilişki ve etki bulunmaktadır. Araştırma sonuçlarıyla gelecek benzer konulardaki yeni araştırmalara ve literatüre katkı sağlayacağı düşünülmektedir.

This article provides a thorough overview of the previous research in an effort to shed light on the connection that exists between environmentally conscious management practices and the degree to which firms succeed in the area of innovation. This review's goals are to (1) summarize the research that has already been conducted in this field; (2) highlight gaps in our present knowledge; and (3) offer options for research that should be conducted in the future. We used an approach called a systematic review, in which we selected publications that had been through a peer-review process from known databases based on certain inclusion and exclusion criteria. According to our research, there is a favorable association between the implementation of environmentally friendly management methods and increased levels of innovative performance. However, the processes through which this takes place are multi-faceted and depending on the context. These mechanisms include aspects such as the culture of the organization, the regulatory environment, and the dynamics of the market. In addition, we came to the conclusion that further empirical research is required, especially in developing nations, in order to further verify and expand on these results. The findings of this research have major ramifications for both the academic world and the business world, demonstrating that the incorporation of sustainability into management practices may operate as a strategic lever to boost overall organizational performance and creativity.

This study identifies when and how ethical leadership is linked to employees' perceptions of organizational fairness. We propose and test a mechanism in which followers' moral identity explains this link, and the state of the psychological contract sets its boundaries, highlighting a novel, process-focused view of fairness formation. Using a cross-sectional survey of 306 white-collar employees in Türkiye's industrial sector, we estimated a moderated-mediation model with partial least squares structural equation modeling and bootstrap inference. Results revealed that ethical leadership related to perceived organizational fairness indirectly through the symbolization (outward expression) facet of moral identity, whereas internalization (inward conviction) was unrelated. This indirect link emerged only when employees perceived that promised obligations were honored, indicating that psychological-contract fulfillment enables ethical signals to be read as fair. The findings clarify that visible moral behavior matters more than inward conviction for fairness judgments and that relational integrity is a precondition for leader influence. We discuss implications for theory and for building fair climates by making ethics visible and keeping promises.

The COVID-19 pandemic's onset and the subsequent lockdowns drastically amplified digital interactions worldwide. These unparalleled shifts in online behavior birthed concerns about potential surges in cybersecurity threats, particularly cyberbullying. Our research aimed to explore these proposed trends on Twitter. Utilizing a dataset of 126,348 tweets from January 1st to September 12th, 2020, we honed in on 27 cyberbullying-related keywords, like 'online bullying' and 'cyberbullying'. Recognizing the limitations of traditional change-point models, we opted for a Generalized Additive Model (GAM) with spline-based smoothers. The results were revealing. A significant uptick in cyberbullying instances emerged starting mid-March, correlating with the global lockdown mandates. This consistent trend was evident across all our targeted keywords. To bolster our findings, we conducted lag-based assessments and compared the GAM against other modeling approaches. Our conclusions robustly indicate a strong association between the enforcement of pandemic lockdowns and a heightened prevalence of cyberbullying on Twitter. The implications are clear: global crises necessitate intensified cyber vigilance, and the digital realm's safety becomes even more paramount during such challenging times.