PurposeThe purpose of this study is to test the moderating role of career-enhancing strategies (CESs) in the relationship between career commitment (CC) and subjective career success (CS).Design/methodology/approachData were collected from 217 full-time employees working for three different sectors in Ankara, Turkey. The participants were asked to respond to a self-reported survey. The hypotheses were tested using a hierarchical regression analysis.FindingsThe results indicated that CC had a significant and positive effect on subjective CS. Furthermore, the positive relationship between CC and subjective CS was stronger for employees with a high level of self-nomination and for employees with a high level of networking. However, creating career opportunities did not moderate the effects of CC on subjective CS.Research limitations/implicationsBecause this study had a cross-sectional research design, causality cannot be established among the study variables.Practical implicationsThe findings suggest a better understanding of the way CC is able to affect subjective CS through the networking and self-nomination CESs.Originality/valueThis study is original, in that no previous studies have investigated the moderating role of CESs in the relationship between CC and subjective CS.

Purpose The purpose of this study is to examine the mediating role of career adaptability (CA) in the relationship between supervisor support (SS) and career satisfaction (CS). Design/methodology/approach Data were collected from 193 full-time employees working in private health-care institutions in Ankara, Turkey. The participants were asked to respond to a self-reported survey. Structural equation modeling was used to examine the hypothesized relationships between the research variables. Findings The results indicated that SS has a significant and positive effect on CS. It further reveals that CA mediates the effect of SS on CS. Research limitations/implications As this study had a cross-sectional research design, causality could not be established between study variables. Practical implications CA ought to be considered by the managers and it ought to be advanced as it provides the employees fundamental instruments to deal with their career advancement efficiently. Originality/value The present study adds to the existing literature by providing additional evidence for the relationship among SS, CA and CS by examining a sample of health-care professionals.

Purpose The purpose of this study is to examine the mediating role of organizational identification (OI) on the relationship between organizational justice (OJ) and turnover intention (TI), as well as the moderating role of psychological contract fulfillment (PCF) in those relationships. Design/methodology/approach Data were collected from 339 employees of a financial institution in Turkey. Regression analyses were conducted to investigate a moderated mediation model. Findings This study found that OI was partially mediated the relationship between OJ and TI. The results also indicated that the indirect effect of OJ on TI through OI was moderated by PCF. Research limitations/implications The generalizability of the findings is limited. As this study is cross-sectional, causal inferences cannot be inferred regarding the hypothesized relationships. Practical implications To reduce TI, organizations should ensure the fair allocation of resources and rewards among employees. Moreover, organizations should pay attention to the expectations of employees and the promises made to them in an attempt to fulfill psychological contract obligations. Originality/value This study explores the mediating role of OI in the relationship between OJ and TI. In addition, this research sheds light on the moderating role of PCF in this mediation model.

Purpose The purpose of this study is to examine the relationship between perceived supervisor support (PSS), work–life balance (WLB) and employee well-being (EW) of millennial employees. More specifically, the study explores the mediation impact of WLB in the relationship between PSS and EW. Design/methodology/approach Data were collected from 235 full-time millennial employees working for the financial sector in Turkey. The aforesaid relationships were assessed through structural equation modeling and the bootstrapping procedure. Findings The results indicate that PSS positively influenced WLB which, in turn, impacted EW. Research limitations/implications Since this is a cross-sectional research study, causal inferences cannot be inferred from the research outcomes. Practical implications The findings show that supervisors play a critical role in enhancing employees’ ability to maintain a balance between work and personal obligations which improves their well-being. This implies that the supervisor’s actions impact the well-being of employees, which, in turn, influences how an employee perceives the organization. So employers need to formulate policies and programs that encourage work–life balance in the workplace so as to improve EW beyond the workplace, as improving EW and supporting employees can help create a healthy workforce helping organizations to avoid unnecessary health costs. Originality/value Only a few research efforts have been conducted toward exploring the mediation role of WLB between PSS and EW. The findings advance the understanding of how PSS could enhance EW in a mediation model.

Purpose The purpose of this paper is to investigate the effect of behavioral dimensions constituting the essence of charismatic leadership (CL) on coordinated teamwork (CTW). Design/methodology/approach Data were collected from 113 members among 20 ad hoc project teams formed by specialists and assistant specialists employed in a public institution. Simple linear and multiple regression models were employed to analyze the effect of CL on CTW. Findings The behavioral dimensions of CL, which include possessing a strategic vision and articulation skill, sensitivity to the environment and sensitivity to member needs, were found to have a significant and positive effect on CTW, while the personal risk and unconventional behavior dispositions of a leader were found to render no significant effect on CTW. Research limitations/implications Having tested the effect of CL behaviors on CTW, this particular model provides salient implications in clarifying which CL behaviors particularly render a significant effect on CTW and the consequential effectiveness of teamwork. Nevertheless, there is a need for longitudinal studies conducted in a range of different sectors and institutions. Originality/value The originality of this empirical study is that it advances the grasp of the relationship between CTW and the behavioral factors of CL.