Today the criterion of innovation has become a paradigm for all institutions to maintain their success. Innovation is essential for service industry as well as production industry. It is the individual that is in the center of innovation, which can be defined as the difference between a good idea and a good product. The innovative work behavior of individuals is an area that needs to be scrutinized in terms of innovativeness. Because innovation directly effects the quality of life, it has a significant role in the health sector.In this perspective, this study aims to identify the innovativeness level of individuals working in health industry where innovation is of significance; to identify the differences of innovativeness levels between generations; and to identify the relationship between individuals' perception of whether the institution they work have learning orientation and their level of innovativeness.

Impact of the activities of people is increasing and nature becomes

ÖzetEn önemli rekabet üstünlüğü kaynaklarından biri olarak kabul edilen inovasyon ile kültür arasındaki ilişkiyi incelemek bu çalışmanın amacını oluşturmaktadır. Bu amaçla kültür, örgüt kültürü, inovasyon kavramları tanımlanmış ve aralarındaki ilişki ortaya çıkarılmıştır. Aralarındaki ilişkiden kaynaklanan bir kavram olan inovasyon kültürünün özellikleri, hem doğrudan inovasyon kültürü ile ilgili araştırmaların hem de örgüt kültürü ve inovasyon arasındaki ilişkiyi araştıran çalışmaların incelenmesi ile belirlenmiştir.Buna göre inovasyon kültürünün örgütsel öğrenme, katılımcı karar verme, risk alabilme, belirsizliği kabul etme, müşteri odaklılık, bağımsızlık, takım ve grup çalışması, başarısızlıktan ders alma, örgütsel güven gibi çeşitli özellikler taşımakta olduğu tespit edilmiştir. AbstractThe aim of the study is examining the relationship between innovation which is considered as one of the most important resources of competitive advantage and culture. For this purpose, culture, organizational culture, innovation concepts are defined and the relationships between them are revealed. Characteristics of innovation culture as a concept that arising from the relationships are determined by examining both studies which are directly related to innovation culture and other studies which are exploring the relationship between organizational culture and innovation. Accordingly, it is determined that innovation culture has various features like organizational learning, participative decision making, risk taking, accepting uncertainty, customer orientation, autonomy, team and group working, learning from failure and organizational trust.

The purpose of this study is to find the important attributes of organizations that effect employee choice, using conjoint analysis as an analytical tool. According to the purpose firstly 11 organizational attributes were determined based on relevant literature then the following five attributes of organizations were identified with a pilot study: pay level, social insurance, organizational reputation, working hours and transportation. Using subjects from a cement factory in Ordu, 105 respondents were asked to rank 16 cards for five organizational attributes with different combinations of these five attributes. The results indicate that pay level has the greatest influence on the respondents' choice, followed by social insurance, organizational reputation, working hours and transportation. Additionally it is revealed that forth card which is one of the created cards based on analysis results represented most desirable situation for employees. Employees are willing to work in businesses which have good reputation, provide social insurance and have ability to pay high wages to its employees. They also want to arrive to business easily and work in normal working hours.

In accordance with increased acceptance of the importance of innovation, businesses and countries want to increase their innovation activities. In particular, industry 4.0 as a new industrial vision makes innovation activities more critical. Innovation activities previously were seen as an activity that occurs within the business. Following, there has been a thought that interaction of various actors facilitated this activity. At this point, the concept of innovation clusters has been developed. Today, however, there is a view that the cluster perspective does not reflect the dynamic dimension of innovation activities. According to this view, innovation requires a vibrant structure in which a wide variety of actors learn, develop and evolve together. The vibrant structure is defined by the concept of "ecosystem". In this study by examining the relevant literature the major variables of Turkey's innovation ecosystem (markets, capital, universities, businesses/enterprises, human resources, culture, and regulations) have been identified, each variable has been analyzed according to relevant indicators and a general overview has been presented.

In 2015, almost all member states of the United Nations adopted seventeen Sustainable Development Goals (SDGs), which provide specific objectives and timelines to promote inclusive prosperity. Innovation is crucial for achieving sustainable development. Innovation itself is one of the SDGs (Goal 9) and also a means for achieving the others.It is aimed to reveal the multidimensional relationship of innovation with the pillars of sustainable development in this study. The dataset of the study consists of 35 OECD member countries and statistics of these countries between 2007-2019 years. Global innovation scores of countries were used for innovation. Human Development Index was used for the social dimension, CO 2 emission values were used for the environmental dimension and GDP per capita was used for the economic dimension. The balanced panel was resolved through Eviews and STATA software packages programs.According to the results of the analysis, innovation has a positive and significant relationship with the social and economic pillars of sustainable development. It also has a significant but negative relationship with CO 2 emission, which negative relationship is a positive situation for the environment. Therefore, the main result of the study is innovation has a positive effect on sustainable development. According to the causality test results, it was determined that there are both short and long-run relationships between the three dimensions of innovation and sustainable development.

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Yenilikçi olmak her örgüt için rekabet gücü kazanma yolunda zorunluluk haline gelmiştir. Örgütlerin yenilikçi olması ise çalışanların yenilikçi iş davranışları göstermesi ile mümkündür. Çalışanları bu davranışları göstermeye sevk eden çeşitli bireysel ve örgütsel faktörler vardır. Bu çalışma kapsamında söz konusu faktörlerden örgüt iklimi algısı ve bilgi paylaşımı ele alınmıştır. İlgili literatür incelenerek bu iki faktörün yenilikçi iş davranışı ile ilişkisi ortaya konmuş ve çalışmanın temelini bu ilişki ağı oluşturmuştur. Çalışmanın amacı çalışanların örgüt iklimi algısı ile yenilikçi iş davranışları arasındaki ilişkiyi incelemek ve bu ilişkiye bilgi paylaşımının aracılık edip etmediğini ortaya koymaktır. Çalışma amacına uygun olarak anket yöntemiyle elde edilen veriler, kalkınma ajanslarındaki çalışanlardan elde edilmiştir. Toplanan verilere öncelikle geçerlilik ve güvenilirlik analizleri yapılmıştır. İlgili literatür taraması sonucu oluşturulan hipotezler SPSS ve AMOS programları yardımıyla test edilmiştir. Elde edilen bulgular neticesinde çalışanların örgüt iklimi algısının yenilikçi iş davranışı üzerinde anlamlı bir etkisinin olduğu ve bilgi paylaşımının bu etkide kısmi aracılık rolü oynadığı görülmüştür.