In the literature, quite limited research exists on the subject of Society 5.0. The present study examined the existence of Society 5.0 and the effectiveness of Industry 4.0 and evaluated the efficiency of United Nations Development Goals (SDGs) in this process, especially in Turkey. The research was carried out based on data obtained through a survey form with 30 questions which was conducted with 335 academicians working at Kafkas University. The data were analyzed by means of exploratory factor analysis with the SPSS program, confirmatory factor analysis with AMOS, and structural equation modeling with Smart PLS. The analysis results indicated that SDG9, SDG10, SDG11, SDG12, SDG13, and SDG14 had a low influence (i.e., R2: 0.172) on the application of Industry 4.0 and Society 5.0. Moreover, it was observed that the participants were heavily affected by order of the day and gave responses to the questions with that impact. The study also revealed that Turkey did not have a leading philosophy in the field of Society 5.0 and Industry 4.0 and made progress by concentrating on out-dated processes.
The primary goal of this study is to investigate the intermediary role of the credibility to manager in the effect of the organizational communication performed in organization on job satisfaction by the personnel. In former studies, it is clear that there are many studies on the organizational communication, the credibility to manager and the job satisfaction, but in this study, these concepts have been separately tackled. This study differs from the other studies in point of determining how the credibility to manager plays a role in the effect of the organizational communication on the job satisfaction. For that purpose, this study contributes to the related field by addressing the organizational communication and job satisfaction variables and by adding the credibility to manager as a mediator. In this study, the data have been obtained from the 173 workers in construction sector (paint) by the means of questionnaire and analyzed through the Structural Equation Modeling. It reveals that the organizational communication has got the positive impacts on the job satisfaction. More clearly, the effective communication performed in organization increases the job satisfaction which means letting the workers be happy in their work. In addition, it is determined that the credibility perception to manager plays a role as a partial intermediary in interaction between the organizational communication and the job satisfaction. In other words, the credibility perception to manager together with the organizational communication in organizational process increases the job satisfaction more. Accordingly, the managers should create the credibility perception on the personnel as well as the effective communication and positively affect the organizational outcomes by means of the more job satisfaction.
Bu çalışma, sağlık kurumlarında çalışan işgörenlerin algıladıkları etik iklimin onların işe yabancılaşma ve iş tatmin düzeyleri üzerine olan etkisini incelemektedir. Bu amaçla, etik iklim, işe yabancılaşma ve iş tatmini değişkenleri kullanılarak ilgili alana katkı sağlanmaktadır. Veri toplama işlemi 160 sağlık çalışanına dağıtılan anketlerle gerçekleştirilmiş ve 150 anket toplanmıştır. Analizlere dâhil olan anket sayısı ise 143'tür. Veriler yapısal eşitlik modeli ile analiz edilmiştir. İşgörenler tarafından algılanan etik iklimin işgörenlerin işe yabancılaşma düzeyleri üzerine anlamlı bir etkisi tespit edilememiştir. Etik iklimin iş tatmini üzerine ise pozitif yönlü ve anlamlı etkisi olduğu bulunmuştur. Son olarak iş tatminin işe yabancılaşma üzerine olumsuz ve anlamlı etkisi tespit edilmiştir.
The purpose of this study is to examine the mediator role of psychological empowerment in the effects of organizational support provided by organization managers to employees on employees' work life quality. In alignment with this purpose, the variables of "organizational support" and "work life quality" were used. Organizational support refers to employees' perceptions of being values by their organizations and thus, the understanding of their organization takes employee well-being and interests into consideration while "work life quality" refers to an emotional outcome of employees' evaluation of their jobs and the work environment they are in. In addition to these two variables, "psychological empowerment" which refers to employees' psychological state on having control of employees on their jobs, was included as the mediator variable in the study. In the study, the data were collected from 242 administrative staff working in a state university through a survey instrument and analyzed with structural equational modelling. The results showed that organizational support has positive effects on work life quality and psychological empowerment. Similarly, a positive relationship was found between psychological empowerment and work life quality. Additionally, a mediator role of psychological empowerment on the interaction between organizational support and work life quality was identified.
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