Özge Yanıkoglu

This paper analyzes relationships between job demands, job and personal resources, and how they impact exhaustion, engagement, job crafting, and basic psychological need satisfaction. Data collection for this study involved surveys of 221 professionals. The results indicated that AI-related job demands do not directly lead to exhaustion, but effective use of AI increases work engagement. System resources only indirectly influence engagement and exhaustion through job crafting and engagement. Engagement reduces exhaustion and increases job crafting, while exhaustion hinders it. AI-induced crafting fulfills the needs for autonomy, competence, and relatedness. However, high AI demands weaken the positive impact of resources on engagement.

Purpose: This study examines how privilege is perceived and experienced within Turkish academia, a context shaped by distinctive sociocultural hierarchies, political dynamics, and institutional arrangements. It explores how institutional, socioeconomic, political, and cultural factors shape access to resources, recognition, and career advancement. Design/methodology/approach: A qualitative research design was employed, drawing on semi-structured interviews with 18 academics from diverse disciplines, institutional types, and career stages in Türkiye. Interviews explored participants' experiences of privilege and disadvantage across academic work, evaluation processes, and professional networks. Thematic analysis was used to identify recurring patterns among structural, relational, and epistemic factors shaping academic careers. Findings: Privilege in Turkish academia emerged as multidimensional and intersectional, shaped through interacting structural, cultural, institutional, and relational mechanisms. Key sources of privilege included gender, institutional prestige, disciplinary and methodological hierarchies, socioeconomic background, political alignment, informal networks, and fragmented evaluation and promotion systems. While some patterns reflected broader global academic hierarchies, local sociopolitical and institutional conditions produced distinct configurations of advantage and disadvantage, challenging assumptions of meritocracy, fairness, and transparency within academic labor systems. Practical implications: The findings support efforts to improve transparency, consistency, and equity in academic evaluation and career advancement processes across higher education institutions. Originality/value: This study extends the literature on academic privilege by moving beyond Western-centric frameworks and developing a context-sensitive conceptual understanding of inequality within non-Western higher education systems. By integrating intersectional, institutional, and sociocultural perspectives, the study demonstrates how global academic hierarchies are mediated through local political, institutional, and cultural conditions.

Purpose: This article aims to explore how the backlash against diversity, equity and inclusion (DEI) programs in the aviation industry is portrayed in the media. Through a content analysis of news articles, the goal is to uncover the key narratives, themes and perceptions driving resistance to DEI initiatives. Design/methodology/approach: The study uses content analysis to examine how media portrayals reflect the backlash against DEI initiatives in the aviation industry. A total of 96 relevant articles were selected for their focus on key issues at the intersection of DEI and aviation, aiming to capture real-time public and industry perceptions while uncovering the broader political, cultural and social dynamics shaping these narratives. Findings: The analysis reveals that much of the opposition to DEI in aviation centers around safety concerns, with critics, particularly in the US, arguing that diversity initiatives may compromise the industry’s rigorous standards. Political polarization further intensifies these concerns. While race is the dominant theme in the discourse, gender and disability also emerge as points of tension, especially in reaction to inclusive hiring goals. Practical implications: Understanding how DEI backlash is represented in the media helps identify the underlying themes, biases and misconceptions driving resistance, offering insights into how such challenges can be addressed effectively. Aviation organizations must transparently integrate concerns into their DEI strategies and communicate clearly to build trust and correct misconceptions. Originality/value: This study offers a unique examination of DEI challenges in aviation – an industry with global reach, strict regulations and a diverse workforce – addressing a critical yet overlooked gap in the literature.

Diversity, equity, and inclusion (DEI) refer to the understanding, appreciation, and integration of individuals' unique characteristics, experiences, and perspectives within a group, with a focus on creating fairness, justice, and a sense of belonging for all. This involves recognizing and valuing differences and taking proactive steps to ensure that everyone has equal access to opportunities and is treated with respect. The aviation industry is a global industry serving diverse communities worldwide and employing a diverse workforce in terms of background, ethnicity, age, gender, education, and experience. Consequently, DEI is a fundamental issue for the aviation industry to address. This study aims to investigate the DEI strategies of airlines through the official statements of the top 100 airlines with the highest Available Seat Kilometres (ASKs). More specifically, by exploring their official statements, the aim is to analyse the prioritization of DEI issues and assess the implementation of equity and inclusivity practices by airlines. The findings reveal that although many airlines have taken significant steps toward DEI management, there is still room for improvement. The results aim to offer airlines an opportunity to gain insights from their peers and identify areas to improve their DEI initiatives. The outcomes will prove beneficial not only for the aviation industry but for other industries as well.

The aim of this study is to explore university students' experiences with bias, discrimination, exclusion, and marginalization within their campus environment. By shedding light on individual experiences, this study contributes to the existing literature on the subject and provides valuable recommendations for universities to foster a more inclusive and supportive campus atmosphere. The study utilized a focus group approach involving ten international and national students at a foundation university in Istanbul, Turkey. Research findings showed biased attitudes towards international students in academic and social realms, leading to their alienation and exclusion. This divide was further amplified by language barriers, hindering international students' engagement in courses and related activities. Equally concerning were mental health issues resulting from rigorous academic demands, which imposed substantial stress and highlighted faculty and staff's inadequate familiarity with mental health concerns. Instances of exclusion based on religious and gender identities further underscored the need for a more inclusive and empathetic campus environment. Research findings can inform policy decisions and guide institutional practices to enhance access, retention, and success rates for marginalized and underrepresented groups.

This study undertakes a comprehensive examination of Diversity, Equity, and Inclusion (DEI) literature in higher education, aiming to identify central themes and assess the theoretical frameworks that shape scholarly discourse. By conducting a thematic analysis of 1,010 DEI-related articles sourced from the Web of Science (WOS) database and utilizing MAXQDA for qualitative data analysis, this research provides a systematic evaluation of existing studies. The findings reveal a predominant focus on gender and racial dynamics, particularly within the U.S. context, alongside a disciplinary concentration in medical and health-related fields. This pattern suggests a limited scope in DEI research, often neglecting broader social identities such as disability, socioeconomic status, religion, nationality, first-generation status, and political perspectives, and overlooking the intersectionality of these identities and their distinct experiences. Additionally, the analysis uncovers a lack of diverse theoretical applications, highlighting the need for alternative conceptual frameworks to advance the depth and applicability of DEI scholarship. The study also points to a significant gap in international perspectives, with most research centered on Western institutions. By synthesizing these insights, this study contributes to the DEI discourse by offering a critical overview of existing research and identifying key areas for further investigation. Ultimately, it advocates for a more inclusive and globally relevant understanding of DEI in higher education.

Purpose: In this study, I employ an autoethnographic approach to critically examine the concept of privilege within academia. I investigate how systemic privilege in traditional academic settings contributes to disparities in support, resources and recognition for individuals like myself who follow nontraditional academic paths or work in less established fields within traditional academic structures.Design/methodology/approach: My nontraditional academic background, combined with my involvement in a nontraditional field, became a lens through which I observed and experienced the often-unspoken privileges within academia. I use autoethnography to reveal how systemic privilege within academia creates barriers for nontraditional scholars and those working in fields that deviate from established academic norms. With this approach, I invite readers to connect emotionally and intellectually with my narrative.Findings: I illuminate the unique challenges faced by individuals who enter academia through nontraditional routes. Drawing on my personal journey and years of observation, I highlight how systemic privilege creates barriers that foster exclusion for those who deviate from the traditional academic mold. I reveal the significant hurdles nontraditional academics encounter in adapting to academic norms and expectations. These challenges contribute to feelings of marginalization and alienation, complicating the journey toward achieving success and recognition. Ultimately, my study underscores the urgent need for a more inclusive and equitable academic environment that values diverse forms of expertise and experience.Practical implications: The insights gained from this research can inform policy changes at both institutional and regulatory levels, promoting more inclusive environments for academics with diverse backgrounds and career trajectories.Originality/value: This research highlights the privilege dynamics and systemic barriers encountered by nontraditional academics and those in nontraditional disciplines, an underexplored area in the existing literature.

Airlines frequently experience several disruptive events that can substantially deviate operations from planned routines, resulting in significant losses. It's crucial for airlines to develop resources and consistently identify opportunities for adaptation to these unpredictable circumstances. Despite predetermined plans for specific situations often exist, there is often a lack of policy-level guidelines for preparing for unknown circumstances— a concept known as resilience policy. This study delves into the constructs of resilience policy by drawing insights from 10 semi-structured interviews conducted with executives from 6 airline companies in Turkey. The findings pinpoint seven key criteria that offer a roadmap for effective policy development: financial management, flexibility and adaptability, effective risk management, strong leadership and culture, talent management, robust IT infrastructure, and collaborative partnerships. These criteria collectively provide a roadmap for developing policies that enhance an airline's ability to manage unexpected disruptions efficiently.

Considering that flight attendant is one of the most gender-stereotyped jobs, this study aims to explore gender-based challenges experienced by female flight attendants throughout their careers. In order to reach the research objectives, an open-ended questionnaire is conducted to 90 flight attendants working in 4 airlines in Turkey. The findings of the study reveal that female flight attendants are experiencing several gender-based challenges, such as being subjected to strict make-up requirements, facing society's negative prejudice, confronting sexual harassment from passengers and colleagues, having trouble establishing authority, and dealing with difficulties associated with a woman-dominated workplace. The study especially reveals the psychological challenges female flight attendants face in the workplace and in their daily lives. The findings and the associated recommendations provided to society and the airline company management aim to create a psychologically and physiologically healthier working environment for female flight attendants and support their career advancement.