Uysal, H. Tezcan; Kiliçkaya, Fatma Yilmaz

The goals of this study are to examine employees' perceived levels of organizational identification (OI) in terms of their sense of workplace loneliness (WL), to determine whether there is a significant relationship between these concepts and, if any WL exists for an employee, to reveal its role in a workplace on the employees' OI. A significant and negative relationship was found between WL and OI; a significant and negative relationship was found between the independent sub-variable, emotional deprivation, and OI. Also, a significant and positive relationship was found between social friendships and OI. It was found that a 1 unit increase in the emotional deprivation sub-dimension caused an increase of 0.111 units on OI, and a 1 unit increase in the social friendship sub-dimension caused an increase of 0.836 units on one's OI.

Ak, Murat; Uysal, H. Tezcan; Yilmaz, Fatma

The purpose of this study is to develop the Organizational Health Scale for employees and test its validity and reliability. The experimental form created for this purpose has been presented to the experts for their opinions. In line with the feedback from experts, exploratory factor analysis (EFA) has been conducted in a pilot study within a sample group of 50 people, and 1 item has been removed from the survey consisting of 29 items. The data obtained by 354 participants working in the health sector responding the 28-item test form have been analysed using the SPSS 20.0 and AMOS 24.0 software. In exploring factor analysis, a three-dimensional structure such as career, managerial ability and social psychology have been reached. Together, these three factors explain 88.4% of the total variance. As a result of confirming factor analysis for scale, fit values have been obtained as RMSEA=0.055, CFI=0.926, TLI=0.925, GFI=0.901, AGFI=0.911, RMR=0.062 and the organizational health scale has been found to have good fit criteria. Cronbach's alpha reliability coefficients have been found to be 0.86 for the whole scale, 0.76 for the career sub-dimension, 0.80 for the managerial ability sub-dimension, and 0.64 for the social psychology sub-dimension, and the scale has been found to have internal consistency. The findings of the research have revealed that organizational health scale is a valid and reliable measuring tool. T Test, one-way variability analysis and Tukey Test have been carried out in order to determine if the organizational health levels of the participants are different in terms of demographic variables. As a result of the analysis carried out; it has been found out that there are significant differences between organizational health sub-dimensions according to the variables of gender, age, marital status, education, title, working time.

Eren, Arif Selim; Balkar, Oguz Emre

Knowledge intensive processes are being deployed as the conditions of the market evolve according to the needs of the customers. Firms need to adopt their production systems to catch up the latest technology and this challenge involves intensive use of innovation. However, innovation is accepted to be a risky and costly process as it includes the use of venture capital not for being more profitable in the short term. Thus, the economic outcomes of innovation is more important for firms as the position of the firm mostly depends on it. In mobile device production, the situation discussed above is more prominent as everyone can remember the case of Nokia. Once a company can be the leader of the market, but it can lose its position in a short time. Therefore, continuous effort is vital for the firms in this sector. Moving fromhere, we conducted the present research on the Turkish mobile device producers. We investigated the antecedents and consequences of indigenous innovation as these firms are deploying many efforts in this context. A sample of 272 practitioners are asked to fill in questionnaire forms the items of which are adopted froma previous study. Succinctly, we have found that business performance is being affected by indigenous innovation. In addition, we found empirical evidence that supports the idea that intellectual capital and university knowledge are the antecedents of indigenous innovation. Lastly, we found that environmental uncertainty and dysfunctional competition is affective on the antecedents of indigenous innovation. In conclusion, we provide some research implications and policy directions for the practitioners.