This study examines the determinants of employee voice behavior, focusing on the critical roles of affective commitment and personality traits, specifically, conscientiousness and openness. It aims to investigate how commitment and specific personality dimensions, such as conscientiousness and openness, can predict employees’ inclination to express their perspectives, opinions, and suggestions for organizational improvement. This research applies a comprehensive methodology, using surveys from a diverse group of employees, to investigate how these factors influence the propensity to engage in voice behavior. The analysis, which is based on multiple regression, reveals that affective commitment, conscientiousness, and openness are significant predictors of such behavior. These findings show that fostering a work environment that promotes these qualities can greatly enhance organizational practices and innovation. The study concludes by emphasizing the importance of these elements in facilitating a more proactive and engaged workforce, highlighting the practical implications for managers and organi0 zations in encouraging voice behavior. Finally, the study provides a compelling argument for organizations to focus on enhancing these attributes among their employees to promote a more dynamic workplace.

Public relations assume a managerial role in communication between institutions and their target audi' ences and are increasingly valued daily. Women play an important role in the formation of this value. In the literature review, studies were found that have investigated the status of women in the public relations profession and have observed that the number of women working in this field is higher than that of men; however, this number is not the same ratio for women in senior management. The present study aims to determine the ratio of female to male academics working in the public relations and publicity and public relations advertising departments of state and foundation universities in Turkey and determine their roles and ratios in management. The numerical data used in the present study was obtained from the academic staff information on the “YÖK (CoHE) Atlas” and university websites in January 2025 and evaluated using content analysis. There are undergraduate public relations departments in 43 state and 34 foundation universities in Turkey in which 293 male and 451 female academics work. Of the female academics, 11 were appointed as rectors, 57 as vice'rectors, 32 as deans, and 56 as vice'deans. The research and these data show that female academics have an important role in public relations education, although they do not equally share senior management positions with men, and that the glass ceiling syndrome continues to affect their career advancement in public relations education. This study can provide guidance for universities to develop policies on gender equality in academic leadership roles and reflect these policies in institutional practices. 

The 21st-century business ecosystem is rapidly transitioning from the modern to the postmodern paradigm. This study examines the concepts of organizational commitment and organizational citizenship behavior within the context of the postmodern paradigm. At the same time, the study questions the efficacy and legitimacy of these concepts in addressing contemporary managerial and organizational challenges. This study is based on an exhaustive literature review and a meticulous examination and analysis of previous research on organizational commitment and organizational citizenship behavior within the framework of shifting paradigms. Adjustments in goals, restructuring of organizational structures, modifications in leadership understanding, and alterations in time perception cause conventional organizational behavior concepts such as organizational commitment and organizational citizenship to be problematized and questioned. The management and organizational approach of the previous century, which claimed rationality, objectivity, and universality, has been superseded by management and organizational approaches prioritizing concepts such as irony, parody, subjectivity, and locality. The concept of organizational commitment, which is a precursor to organizational citizenship behavior, is being replaced by career or professional commitment. Therefore, organizational citizenship behavior is fading away within the postmodern paradigm. Due to delays in grasping this transformation and transition process, administrators persist in defining and applying management policies based on modern paradigms, including their concepts, tools, and techniques.

For the past 100 years, Turkishwomen have had the opportunity to obtain an education and enter the labor force due to the democratic regime established in 1923. Despite some economic and social barriers, they have taken advantage of these opportunities and advanced in their careers to some extent. However, as with all women around the world, they face barriers in their career paths. This study aims to analyze the scientific research studies on the glass ceiling syndrome conducted in Türkiye to gain detailed insights into people’s perception of the glass ceiling and capture their perspectives on the factors that contribute to it. This is a meta-synthesis study aimed at conducting a systematic review of selected qualitative studies and integrating their findings. A systematic search was conducted across local academic databases, namely, Dergipark and Tubitak Ulakbim-Equal. MAXQDA2022 software was used to code and analyze the articles. The factors forming glass ceiling defined by the studies were renamed as 18 subthemes in total and classified under three themes: (1) personal factors, (2) sociocultural factors and (3) organizational factors. Although the role of motherhood and work life balance was found to be the most frequently referred factor, some current research revealed that not only women but also men experience this syndrome in Türkiye, despite the patriarchal culture of the country. The study’s limitations are noted, and the implications and future research directions are discussed.

Erratum: It was noticed after publication of the article titled “A Study to Determine The Antecedents of The Prosocial Rule Breaking Behaviour: A Qualitative Practice for Hotel Businesses” in the 2023/94 issue of the Istanbul Management Journal that the note regarding the thesis work of the authors was not included in the article. The relevant note is shared below:* This study was carried out by Merve Gözde Durmaz, under the supervision of Prof. Dr.Gülten Gümüştekin, in 2022, at Çanakkale Onsekiz Mart University, Faculty of Political Sciences, Department of Business Administration, International Business Administration Program, titled "A Study to Determine The Antecedents of The Prosocial Rule Breaking Behavior: An Application for Hotel Businesses" derived from the doctoral thesis.

This research examines the nexus between entrepreneurial finance (EF) and entrepreneurial development (ED) as well as the moderating role of institutional finance agencies (IFA) in Nigeria. We employed a survey approach using questionnaires and interviews to elucidate information gathered from 450 entrepreneurs and five selected institutional finance agencies. In this regard, 450 questionnaires were circulated, and only 300 copies were retrieved from the respondents. Data retrieved was subject to examination using the bivariate correlation and multiple linear regression. The outcomes revealed that EF was strongly correlated and significantly related to ED. Furthermore, the test for the multicollinearity on the moderating role of institutional finance agencies indicated that IFA had a relationship with EF (R2 337, p < 0.05, β .581) and ED (R2 .384, p < 0.05, β .618). The result further indicated that IFA contributes significantly to both EF and ED. This study underscores the practical knowledge of EF and how it can lead to the ED of micro, small, and medium enterprises (MSMEs) and also provides adequate information on the institutional framework.JEL Classification : M1

Prosocial behaviours are considered as pro-social behaviours that contribute to social welfare, benevolent, and do not consider individual interests. Prosocial behaviours are basically shaped by the motive of providing benefit and helping the society. While the employees exhibiting these behaviours in the social sense engage in pro-social behaviours, the social and institutional benefitoriented mindset can sometimes result in behaviours that can bend the rules of the institutions. For this purpose, nine 4 and 5 star hotels operating in the city centre of Bursa were included in the study. Data were collected by conducting face-to-face interviews with 37 hotel employees with at least two years of experience working in different departments. The data obtained from the interviews were coded, categorized and interpreted using the MAXQDA qualitative data analysis program. According to the results of the qualitative analysis, it was determined that the hotel employees expressed the prosocial rule breaking behaviour intensively behaviour required by the industry, customer orientation, benefiting the business, etc.). However, the antecedents of the prosocial rule breaking behaviours of the employees were classified under 3 main themes as individual, organizational and environmental. According to the results of our study, it can be stated that there is no sense of personal interest behind the prosocial behaviour of hotel employees, and the basis of this behaviour is reinforced by customer-oriented and organizational-oriented benefits and/or benevolence feelings.

The green transformational leadership (GTL) type adopting green values is an important internal resource and capability of the corporations in terms of environmental sustainability. This situation rationalises why the GTL needs to be deeply explored and comprehensively developed. Therefore, it is very important to analyse the studies on GTL and to classify existing studies collecting as titles with an interpretive approach. In this study, it has been proposed that with an integrative systematic literature review, both the situation of present knowledge about GTL will be described and future research agenda is to be suggested. In direction of this aim, the subjects analysed are national context, method, economic sector, research focus, mediator variable of research and the position of GTL in the analytical model. Results show that most researchers conduct their research on developing countries, and usually prefer quantitative methods and mostly discuss GTL style as drivers of employees’ green behavior at work. A future research agenda with six propositions is made by evaluating basic theoretical gaps in the field.

The study was conducted in an industry leading company to examine the two dimensions of market orientation (customer orientation and competitor orientation) from the perspective of its sales employees and customers and to explain their relationship with marketing performance. The research data were collected from company’s sales group field employees on the firm side and company’s sales dealer employees on the consumer side. With the research, it was aimed to measure the differences, changes and relations between regions, years, and parties (employee-customer) based on three-year measurements carried out in 7 geographical regions (18 provinces) throughout the country at the scale of an industryleading company. The first finding points to the significant relationship between marketing performance and customer orientation. The second finding reveals that the firm tends towards customer-oriented behaviors in macroeconomic growth periods and towards competitor-oriented behaviors in recession periods. Another important finding is that the analysis at the level of geographical regions indicates that there are significant differences between regions, but it is understood that this difference is caused by a small number of provinces. In this context, it is possible to say that the country market reflects similar orientation trends in general.

Bilgi işletmeler için hayati önem arz etmektedir. Değişen çevreyi takip etmek oldukça zor olduğu için yöneticiler astlarına kendi yetki ve sorumluluklarını dağıtmakta, onların da çevreden gelen bilgileri değerlendirip karar verme süreçlerine dahil olmalarını beklemektedir. Çalışanlar ise, edindikleri bilgileri çevresiyle paylaşarak örgüt içi etkinlik ve verimliliğin devamlılığını sağlamaktadır. Bu bağlamda, bilgi paylaşımında tarafların birbirlerini tanımaları ve doğru zamanda, doğru bilgiyi birbirlerine aktararak birbirlerine destek olmaları gerekmektedir. Bahsi geçen bu nedenler örgüt düzeyinde bilgi paylaşımının ne kadar önemli olduğunu göstermektedir. Bu çalışmada da bilgi paylaşımını tetikleyici unsurlar olarak güçlendirici liderlik ve örgütsel destek algısı ele alınmıştır. Bunun için “Bilişim 500” listesindeki işletmelerde görev yapan 149 bilişim sektörü çalışanından anket yoluyla veri toplanmıştır. Bilgi paylaşımı, güçlendirici liderlik, algılanan örgütsel destek ölçekleriyle elde edilen bu veriler öncelikle geçerlilik testi için faktör analizine tabi tutulmuştur. Daha sonra her bir ölçeğin Cronbach Alpha değerleri güvenilirlik için incelenmiştir. Son olarak hipotez testi için hiyerarşik regresyon analizi yapılmış ve bu analizin sonuçları PROCESS makrosu ile doğrulanmıştır. Araştırmanın sonucunda güçlendirici liderliğin bilgi paylaşımı davranışına etkisinde algılanan örgütsel desteğin kısmı aracılık rolü üstlendiği bulunmuştur.