Serkan Naktiyok

This chapter examines how policy practices and organizational change processes should be structured within the context of inclusive cultures. First, the fundamental elements of inclusive culture – equity, justice, belonging, and psychological safety – are explained. Then, theoretical frameworks in relation to policy design and change management are addressed to illustrate how organizations navigate these processes. This chapter highlights how inclusive policies are applied in recruitment, promotion, training, and leadership processes and how their success is achieved when supported by transparency and participation in practice. Resistance, biases, limited resources, and communication gaps faced during change processes are discussed, and participatory methods and strong leadership approaches are recommended to overcome these challenges. Lastly, the chapter evaluates the impact of inclusive cultures on organizational performance, innovation, and sustainability through examples from different sectors. In doing so, it offers a comprehensive roadmap for policy and change processes that support inclusive cultures.

Purpose –The aim of the study is to determine the effect of transformational leadership on organizational cynicism. By addressing the relationship between these two variables, this research seeks to offer insights that can guide businesses operating in a competitive and rapidly changing environment.Design/methodology/approach –In this study, data were collected from 326 employees working in 4-and 5-star hotels affiliated with the Provincial Directorate of Tourism in the Didim district of Aydın, using the survey method. Structural equation modeling (SEM) was conducted to analyzethe data, using SPSS, a quantitative data analysis software.Results–The analysis results showed that the transformational leadership approach has an adverse effect on organizational cynicism. The correlation analysis showed a significant relationship between transformational leadership and organizational cynicism. As a result, it was concluded that the relationship between transformational leadership and organizational cynicism is negative, and the strength of the relationship is at the 99 percent significance level (r=-0,193).Discussion –Based on the outcomes of the interaction between transformational leadership and organizational cynicism and given the importance of both for businesses, it is vital for companies to employ strategies that enhance transformational leadership practices and reduce organizational cynicism among employees to gain competitive advantage over their competitors in terms of sustainability. Businesses should have their management approaches with change-and competition-oriented to remain viable in an increasingly competitive environment, while also placing an emphasis on professional development.

Günümüz örgütleri, hızla değişen çevresel koşullar, yoğun rekabet ve sürekli gelişen teknoloji karşısında varlıklarını sürdürebilmek için yenilikçi ve girişimci bir anlayışı benimsemek zorundadır. Bu anlayışın merkezinde ise örgütlerin en önemli kaynağı olan işgörenler yer almaktadır. İşgörenlerin yalnızca görevlerini yerine getirmeleri değil; aynı zamanda yenilikçi, proaktif ve risk alabilen bireyler olarak örgüte katkı sunmaları, örgütsel başarı açısından büyük önem taşımaktadır. Bu çalışmanın temel amacı, işyerinde yaşanan örgütsel dışlanma olgusunun işgörenlerin iç girişimcilik eğilimleri ile olan ilişkisini incelemektir. Bu doğrultuda Erzurum Organize Sanayi Bölgesi’nde faaliyet gösteren işletmelerde çalışan 386 işgörenden anket yöntemiyle elde edilen veriler analiz edilmiştir. Yapılan istatistiksel analizler sonucunda, örgütsel dışlanma ile iç girişimcilik eğilimi arasında negatif yönlü ve anlamlı bir ilişki olduğu tespit edilmiştir. Elde edilen bulgular, işgörenlerin dışlanma algılarının artması durumunda iç girişimci davranışlara yönelme eğilimlerinin azaldığını ortaya koymaktadır. Örgütlerin rekabet avantajı elde edebilmesi; yenilikçi düşünceyi destekleyen, iletişimi güçlendiren ve çalışanların kendilerini değerli hissettikleri bir çalışma ortamı oluşturmalarına bağlıdır. Bu bağlamda, örgütsel dışlanma gibi olumsuz davranışların önlenmesi ve iç girişimciliği teşvik eden bir örgüt ikliminin oluşturulması, hem yöneticiler hem de uygulayıcılar açısından büyük önem taşımaktadır. Bu kitabın; örgütsel davranış ve girişimcilik alanında çalışan araştırmacılara, yöneticilere ve konuya ilgi duyan tüm okuyuculara katkı sağlaması temennisiyle hazırlanmıştır.

The main objective of the study is to address the problems faced by the workers working from home during the COVID-19 pandemic process due to their roles and the mediation status of the individual's work skills level in solving these problems. In this study, in which 450 employees working in the call center were selected as a sample by using a simple random method and questionnaire technique, data were obtained from 254 people. A structural equation model was used to determine the level of statistical significance between the variables in the study and the AMOS program was used. Thus, the validity of the model, the level of influence and relationship between the variables, and the goodness of fit statistics were discussed within the framework of the stated hypotheses. According to the results of the analysis, it has been observed that working from home had a 49% effect on job crafting, while work-family conflict played a partial mediating role (47.2%) in this effect. It is also another result that there is a positive relationship (r= ,357**) between job crafting and work-family conflict.

The primary purpose of this study is to determine the effect of internet addiction on females’ job performance. Additionally, the results were analysed by adding social support as a regulatory variable. The survey technique has been used to obtain the data, and surveys have been applied to 408 female employees in two private enterprises operating in the information and communication sector. According to the results, it has been found that internet addiction adversely affects individual performance. However, a decrease in adverse effects and an increase in personal performance have been identified with the addition of the regulatory variable to the model.

The main purpose of this study is to determine the effect of spiritual leadership, which wishes that employees find peace by meeting their spiritual and psychological needs, on the quality of workplace relationships. With this purpose, the sample of this study includes 276 employees working at two selected units affiliated to an Incorporated Company operating in the private sector. In the study in which easy sampling method was used, the data were obtained through a questionnaire technique that includes questions regarding demographic features, spiritual leadership and quality of workplace relationships. The data obtained were analysed with SPSS 20 and AMOS programs. In order to reveal the reliability and validity of the measurement models used in the study, confirmatory factor analysis as well as compound reliability (CR) and average variance extracted (AVE) tests were utilized. Hypotheses formed in order to achieve the purpose of the study, were tested using correlation and the structural equation modeling, and the results were interpreted accordingly. In the findings obtained as a result of the analyses, it was determined that the spiritual leadership characteristics of the managers have a positive effect both on the workplace quality and on all sub-dimensions of the workplace quality (leader-member, mentor-member, counterpart).

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.