Purpose-One of the most important internal resources of the organizations are talented employees. It is very important to invest in talented employees which is a value-created resource for the organizations because in the long run it provides sustainable competitive advantage and high performance. This study aims to fill the gap through conceptualizing and developing a talent management measurement instrument. Methodology-We established a scale incorporating six dimensions of talent management. Data were then collected from 313 owners=executives of the textile apparel companies and analyzed through confirmatory factor analysis to assess validity and reliability. Findings-We have attempted to contribute to business executives and academics by providing a valid and reliable talent management scale. Conclusion-In general, studies have lacked a commonly accepted measurement instrument that comprises all components of talent management. Our study in its originality provided a talent management scale which the validity and reliability analyses are tested through both SPSS and AMOS programs.
Given the salience of the interplay between trust and power relations in organizational settings, this paper examines the perceptions of social power and its effects on trust in supervisors within the context of public hospitals. Following the theoretical background from which the study model is developed, the recent situation of hospitals within Turkish healthcare system is discussed to further elucidate the working conditions of physicians. Sample data were collected employing a structured questionnaire that was distributed to physicians working at seven different public hospitals. The statistical analyses indicate that perceptions of supervisors' social power affect subordinates' trust in supervisors. Although coercive power is found to have the greatest impact on trust in supervisors, the influence of the power base is weak. In addition, the results show that perceptions of social power differ between genders. However, the results do not support any of the hypotheses regarding the relations between trust in supervisors and the examined demographic variables.
Today women an important part of the total workforce are women. The ones who are able to balance their work life and their family life can be very successful in their businesses. The aim of this study is to analyze the relationship between job satisfaction and job stress of female employees and to investigate the effects of marital status, presence, age and number of children on their job stress levels. In addition, the relationship between the demographic variables, age and educational levels of female employees and job stress is also examined in order to determine whether these variables have any influence on job stress levels.The data to be in this study were obtained from female employees working in two different audit companies in İstanbul. A questionnaire consisting of 41 items was administered to female employees. Results were tested through statistical analysis depending on the types of the variables. According to research results four of five hypotheses were accepted.
Strategic responses of organizations can be triggered by both environmental and organizational antecedents. Even though environments impose some constraints on organizations, they still have a range of response. We find that newspapers, in Turkey, have three different identities. One rooted in journalistic values. One rooted in running the newspaper as a business. And one rooted in maintaining its leadership role. These identities trigger three different transitive strategic responses. A transitive response is one in which an organization has an attack and a fall-back position. Further, we show how the link between an organization’s identity and its strategic response is moderated by the dominance of relations with institutional environment and the dominance of relations with technical environment. We tested these ideas in a pilot test with supportive interviews, and then in a large scale quantitative study.
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