The changing perception towards leadership reveals that different leadership types are felt to be needed to deal with different problems that modern organizations face. Even though there is lots of research which focuses on the effects of different leadership types on organizations’ performance, there is no research to be found which only focuses on employees’ perceptions. Therefore, this paper aimed to figure out the most important leadership characteristic for employees and their choice of leaders to work with. In order to reach these goals, a two-sectioned survey was given to eight hospitality employees in the Sultanahmet Region. Since the evaluations of the employees are subjective, the answers were analyzed with the Fuzzy TOPSIS method by transfiguring the verbal assessments of the participants into numbers to ease the decision-making process. With regard to the results, the most important leadership characteristics discovered were: being a guide to the followers, being capable of creating mission and vision, and encouraging the followers. According to employees’ leader choices, the results showed that the hospitality employees in the Sultanahmet region mostly want to work with Transformational Leaders. Considering the implementation and the results, this paper is important as a pioneering study, which will fill the gap in the literature about investigating employees’ leadership preferences and choices.
With the Covid-19 pandemic, which is a very new period, many organizations had to quickly adapt to working from home or working remotely. Especially for the health and safety of their employees, there are many organizations that have switched to working from home, and still some organizations are continuing it. As a research article, this work examines the work-life balance of employees and statistical differences in terms of a variety of characteristics during the Covid-19 pandemic. A survey was conducted with 165 employees, and the SPSS 24 Package program was used for analysis. In the study, the work-life balance of employees during the pandemic differed statistically significantly by gender, age, marital status, lifestyle, sector, and position. In terms of having children, education level and receiving phone or e-mail working hours, there are no statistically significant differences in work-life balance.
This study was conducted tries to reveal if cronyism is a problem in tourism sector just like in others, or not. For this reason, the main purpose of this study is to measure the tourism employees' cronyism perceptions and their career plateau experience arising from cronyism.Design/methodology/approach -This study was conducted with qualitative research methods and designed with exploratory research pattern. Interviews were made with 23 employees who work in different tourism enterprises. During the interviews, eight questions were asked to the participants and the answers were analyzed by content analysis.Findings -As a result, it was revealed that tourism employees were aware of cronyism in their companies, and cronyism mostly showed itself in promotion, salary increase and workload distribution. Because of the cronyism seen in promotions, employees emphasized that they began to feel distrust and did not see a future for themselves in their companies. This result shows that the cronyism experienced in tourism enterprises also causes the employees to experience a career plateau.In addition to all these results, this research is also important in that it is the first study in the literature to establish a direct relationship between cronyism and career plateau in the tourism sector.Discussion -Regardless of the sector, employees think that when they are faced with cronyism, they cannot be promoted and plan their careers as they are just because of cronyism. All of this result with cynical behaviors and being alienated to the companies and the sector itself.
In this study, the concept of intellectual capital and its components are examined first. Then, the standard features of intellectual capital and human capital with career capital are revealed. Moreover, finally, a new model has been proposed for the concept of intellectual capital. The study aims to show the bond of career capital in intellectual capital and to emphasise that it can be considered as a separate essential element. The theoretical model proposed by the study considered career capital as a sub-component of human capital within intellectual capital. Accordingly, human capital in the study consists of two main sub-components: attitude capital and career capital. The career capital supported by the attitude capital of the human can be evaluated as the whole capital in a concrete career life rather than the individual characteristics of the employee. The study aims to bring a different perspective to studies on the subject. It is the review of the related conceptual literature in order to contribute to the information in the relevant literature.
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