Organizational voice described as employees' attitude of expressing their opinions to influence organizational activities reluctantly has three varieties of "acquiescent voice" including acquiescence behaviour relying on submission; "defensive voice" including self-defence behaviour because of a certain fear; and "prosocial voice" behaviour toward others relying on cooperation; and these varieties differentiate according to the motives underneath of organizational voice. In the present study, it was investigated whether organizational voice behaviour and varieties of organizational voice behaviour significant origin of organizational change and development exhibit significant difference according to the demographical variables, or not. To that end, a survey study was conducted on the white-collar employees of the Denizli City companies ranked in the ISO 500 list. In the analysis of data collected from 202 white-collar employees, T-Test and ANOVA methods were employed. As a result of these analyses, it was revealed that organizational voice behaviour varieties displayed by employees were not significantly correlated with any demographical variable statistically.

This study explores the issue of internationalization through forming alliances with foreign capital in the small business sector in Turkey. Using a sample of 257 SMEs from this emerging market economy, collected via a field study, it finds that Turkish SMEs would like to form alliances with foreign capital for expanding their production capacity and accessing to world markets. Multivariate multinomial logit models are employed to analyse the survey data econometrically. Size-specific, sector-specific and management-specific factors are identified in the alliance motivation. The `market' and `finance' aspects of alliances prevail in the multivariate analysis with significant implications. There is also evidence that some conditional relationships offered by multivariate analysis differ from unconditional associations found in the survey, which implies that alliance motivation is partly a product of multidimensional decision-making process on behalf of SMEs.

Öz Günümüz dünyasında örgütler hızla değişen rekabet koşulları altında hayatta kalabilmek için üstün çaba göstermektedirler. Bu değişimlere uyum sağlayabilmek için örgüt kültürü önemli bir rol üstlenmektedir. Örgüt kültürü birçok örgütsel değişken üzerinde etkili olduğu gibi örgüt içinde çalışanların davranışlarına yön veren temel değişkenlerinden biri olan örgütsel güç algılamalarını etkileyebilmektedir. Bu çalışmanın amacı, örgüt kültürünün örgütsel güç kullanımı ve yönetsel güç algılarını hangi boyutlarda etkilediğini ortaya koymaktır. Elde edilen bulgular incelendiğinde örgüt kültürü ve örgütsel güç değişkenlerinin tamamı ile bu değişkenlerin alt boyutları arasında pozitif ve doğru orantılı bir ilişki olduğu belirlenmiştir. Ayrıca örgüt kültürünün örgütsel güç ve örgütsel güç kaynaklarını yordadığı ortaya konmuştur. Bu bağlamda değerlendirildiğinde bütün analizlerde öncelikli olarak yasal güç olmak üzere, zorlayıcı güç ve ödüllendirme gücünden oluşan olan pozisyon kaynaklı güçlerin, uzmanlık gücü, karizmatik güç ve bilgiye dayalı güç olan bireysel kaynaklı güçlere göre daha yoğun tercih edildiği ve kullanıldığı sonucuna ulaşılmıştır.

The aim of this study is to examine the relationships between the emotional labor of private bank employees and their task, contextual and innovative job performances. The hypotheses generated in accordance with the literature review are tested by a field survey, which is carried out with the sample individuals (N=135) from various branches of a private bank in Denizli. The data obtained from this study have been evaluated by applying descriptive statistics (mean, standard deviation, etc.) and correlation analysis. As a result of the analyses; there is a negative and important relationship between the task performance and surface acting; there is a positive and important relationship between the innovative job performance and deep acting; there is a positive and significant relationship between the natural feelings and task performance, contextual performance and innovative job performance.

Learning organizations and internal entrepreneurship are among the most important concepts for the organizations who are struggling to survive in the long term through achieving sustainable competency advantage. In this study these two concepts, which allow organizations to be dynamic to adapt change and development, are handled with their dimensions and analyzed for the sample. In addition, the effect of learning organizations concept, which is defined as the ability of an organization to learn from experiences and apply this knowledge to changing environment conditions systematically, on internal entrepreneurship, which means entrepreneurial activity inside the organization. According to the descriptive analysis results; the employees in the sample perceive their organizations as learning organizations in high level; and internal entrepreneurial activities are found to be high. Regression analysis is utilized to test the research model, and the results imply that if an organization is perceived as a learning organization, the internal entrepreneurship activities in the organization display an increase.

Çalışmada, bir kamu hastanesinden hizmet alan yatan hastaların, hizmet kalitesi değerlendirmelerinin yaş, cinsiyet ve öğrenim durumlarına göre farklılık gösterip göstermediğinin belirlenmesi amaçlanmıştır. Çalışma, 2015 yılı 1 Ekim -14 Ekim tarihleri arasında Samsun ilinde bir kamu hastanesinde yatan hastalar üzerinde gerçekleştirilmiş ve çalışmada anket yöntemi uygulanmıştır. Çalışmada hastalara veya yakınlarına toplam 180 adet anket dağıtılmış ve %63 (113)'ü geri dönüş sağlamıştır. Araştırmada Carman tarafından 1990 yılında oluşturulan ve ardından Cronin ve Taylor tarafından birkaç soru eklemesi ile son haline kavuşan 34 soruluk anket seti uygulanmıştır. Veriler normal dağılım gösterdiği için verilerin analizinde parametrik testler kullanılmıştır. Katılımcıların memnuniyet düzeyinin en yüksek olduğu ifade "Hastane çalışanları hasta mahremiyetine saygı gösterirler." ifadesi olurken, memnuniyet derecesinin en düşük olduğu ifade ise "Hastanenin otopark imkânı yeterlidir." ifadesi olmuştur. Çalışmada elde edilen bulgulara göre, cinsiyet ve yaş gruplarının algıladıkları hizmet kalitesinde anlamlı farklılık bulunmazken, eğitim düzeyi farklı olan hastaların algıladıkları hizmet kalitesinde anlamlı farklılıklar bulunmuştur.

We believe that income divide among countries due to globalization, growing poorness and increasing unemployment aroused a necessity for social values to create on economical base. In this context arising economical and social issues bring some new responsibilities upon international institutions, governments, NGO’s, and firms. Social entrepreneurship concept is among these responsibilities. This concept is particularly important for firms that are placed in intersection of private and third sector and other institutions adopting market-based methods. Social entrepreneurism that focusing on social missions affect all the decisions how to capture and evaluate opportunities in all the dimensions of life. Social entrepreneurs who are motivated by social bearings rather than solely making profits are present in social and cultural aspects of life in addition to presence in the market. In this study social entrepreneurism producing more economic and social value than its traditional counterpart is about to be examined in Turkish context with two awarded cases. First is SineMASAL (Cine-Tale) social entrepreneurship that aims to embrace all the rural kids with artistic fields including the cinema. This entrepreneurship particularly aims to provide country kids who have limited access to social and economical life with some opportunities that would help them to have a better future, at least to support them having a positive attitude towards potentialities. Another one is the e-Hastam (My e-Patient) entrepreneurship that matches physicians and patients on virtual platform where everybody could benefit from actual health information and activities.

The perceptions of empowerment and justice that employees create in their minds affect all processes within the organization. Psychological empowerment is the perception of the organization that the organization has built to empower its employees. Organizational justice encompasses rules and social norms developed in the distribution of benefits, distribution processes and interpersonal relationships. This study aims to determine the relationship between psychological empowerment and perceptions of organizational justice. The 105 employees who work in a public institution constitute the universe of the researcher. According to Spearman correlation analysis results, the statistically significant relation was found between psychological empowerment and organizational justice perception. The main hypothesis has not been rejected. The study also examined the relationship between dimensions of psychological empowerment and dimensions of organizational justice. The results revealed a statistically significant relationship. The most striking result is that the relationship between the dimension of autonomy and the dimension of organizational justice is found to be strongest. The weakest relationship is the relationship between the meaning dimension of psychological empowerment and the dimensions of the concept of organizational justice.