Melike Artar

Ethical leadership is usually examined through its consequences for employees, and it is often assumed that employees who rate their supervisor as ethical will also report lower strain and weaker intentions to leave. This study tests that assumption using a person-centred design. Survey data were collected from 247 shift-working employees of a single Turkish manufacturing organisation. Participants rated the ethical leadership of their immediate supervisor and reported their own job stress, perceived organisational support, turnover intention and career planning. Latent profile analysis identified four subgroups. Two of these are of particular interest: both report high ethical leadership and organisational support yet differ sharply in job stress (4.37 vs. 2.48) and turnover intention (4.10 vs. 2.18). This divergence helps explain why job stress is essentially unrelated to ethical leadership (r = 0.02, p = 0.820) and to perceived organisational support (r = 0.04, p = 0.492) at the bivariate level, while remaining strongly associated with turnover intention (r = 0.43, p < 0.001). Favourable evaluations of a supervisor therefore appear compatible with very different experiences of strain. Because the design is cross-sectional and all measures are self-reported by the same source, the findings describe patterns of association rather than causal processes. The results suggest that leadership-focused interventions alone may not address all sources of strain-related turnover intention and that job demands require separate assessment.

This study examines micromanagement as a multilayered leadership phenomenon operating across individual, cultural–relational, and organizational levels. Drawing on a systematic review of 248 peer-reviewed studies (1980–2024) and employing natural language processing (NLP) with BERTopic-based thematic modeling, the research maps how micromanagement has been conceptualized and sustained within leadership and organizational literature. At the individual level, micromanagement appears as a behavioral pattern rooted in leaders’ control orientation, insecurity, and perfectionism. At the cultural–relational level, it manifests through the erosion of trust and autonomy in leader–employee interactions, often disguised as care or support. At the organizational level, micromanagement becomes institutionalized within low-trust, high-control cultures, reinforced by hierarchical structures and rigid performance systems. Findings demonstrate that micromanagement is not a singular leadership flaw but a systemic outcome of imbalances among control, trust, and autonomy. The study proposes an integrative framework that links these four analytical dimensions and explains why micromanagement persists even in well-intentioned organizational contexts. Theoretically, the research contributes to reframing micromanagement as a structural and cultural phenomenon rather than an individual pathology. Practically, it highlights the need for organizational redesigns that strengthen trust systems, distribute authority, and promote psychological safety to counteract control-driven managerial reflexes.

This study examines whether corporate sustainability discourse generates uniformly positive employee reactions or whether its effects are bounded by credibility dynamics. Drawing on signaling theory and legitimacy perspectives, we propose that sustainability communication exhibits a non-linear relationship with employee evaluations. Specifically, we argue that sustainability intensity initially enhances employee evaluations but produces diminishing and eventually negative returns beyond a credibility threshold. Furthermore, we theorize that greenwashing signals reshape this non-linear relationship by altering its curvature and shifting the turning point to lower levels of sustainability intensity. Using a longitudinal firm–year panel design, we test these arguments with weighted fixed-effects models and turning-point estimations. The results reveal a significant inverted-U relationship between sustainability discourse intensity and employee evaluations. Importantly, greenwashing signals do not independently reduce evaluations; instead, they amplify the negative curvature of the relationship and significantly lower the credibility threshold at which evaluative backlash emerges. These findings extend sustainability and management research by demonstrating that sustainability communication is not a uniformly beneficial strategic tool. Rather, its effectiveness depends on perceived credibility and contextual trust conditions. By introducing the notion of a shifting credibility threshold, this study provides a more nuanced understanding of how sustainability discourse influences internal stakeholder evaluations.

This study examines hashtag activism on LinkedIn through the #WomenAtWork initiative, focusing on how it exposes and challenges workplace bullying against women. Using over 15,000 LinkedIn posts from January 2023 through March 2025, this study applies a multilingual, multimodal, mixed-methods approach combining computational topic modeling, interaction analysis, and qualitative interpretation. Findings reveal that emotionally authentic and professionally grounded personal narratives generate significantly higher engagement than institutional or policy-focused posts, highlighting the power of personal storytelling in shaping digital discourse on gendered workplace mistreatment.

This study aims to investigate the phenomenon of nomophobia (fear of being without a mobile phone) among TikTok users from various countries. The study analyzes a dataset of TikTok posts from December 2020 to December 2022, employing volume analysis, keyword and latent distribution analysis (LDA), and sentiment analysis. These methods are utilized to explore the dynamics and nuances of discussions related to nomophobia among a global user base The findings indicate a growing concern about nomophobia across different demographics, with variations in discussion intensity influenced by events such as new smartphone releases and digital well-being campaigns. For example, the release of major smartphone models often coincided with spikes in discussions, as did popular awareness campaigns advocating for reduced screen time. Sentiment analysis reveals a predominantly positive attitude towards managing digital dependency, with a larger proportion of posts expressing positive sentiment compared to negative sentiment. Notably, spikes in positive sentiment were observed during digital well-being campaigns, indicating an increasing trend in proactive discussions around smartphone use. Negative sentiments are mainly linked to the stress and anxiety associated with smartphone usage, while positive sentiments highlight efforts towards digital well-being and responsible online behavior. The study concludes that social media platforms, especially TikTok, are effective in disseminating information and shaping public perception about nomophobia. It suggests that more personalized, bottom-up approaches to digital health communication and strategic utilization of influencer narratives could better engage the public, particularly youth, and promote practical steps towards managing digital dependency.

Women's reproductive health has historically been marginalized within professional environments, regarded as a personal matter rather than a collective institutional issue, and predominantly excluded from organizational policies. Notwithstanding the direct influence of biological phenomena such as menstruation, maternity, and menopause on women's occupational experiences, these subjects have frequently been rendered obscured or deemed inappropriate for discourse in professional settings. This investigation scrutinizes public dialogs on professional social media platforms, particularly LinkedIn, to assess women's encounters with reproductive health and the intersectionality of these experiences with workplace policies. Employing a mixed‐methods framework, the research evaluates 52,592 comments on LinkedIn through both thematic and sentiment analyses. The outcomes reveal that women are increasingly participating in public discussions regarding menstruation, maternity, and menopause, and that such dialogs are significantly contributing to heightened awareness among employers. Drawing on social amplification theory, the study demonstrates how personal experiences shared online are reframed into collective narratives that challenge organizational norms. Simultaneously, feminist organizational theory provides insight into how these voices expose the structural exclusion of embodied female experiences from workplace design. Sentiment analysis indicates that a considerable proportion of these conversations arises from adverse experiences, thereby underscoring the inadequacy of institutional support for women's reproductive health. Concurrently, thematic analysis elucidates an escalating demand for policies including menstrual leave, flexible work arrangements following maternity, and support programs for menopause. The study positions these findings as indicators of a shifting organizational paradigm. Amplifying women's narratives emerges as a critical driver of policy reform, yet systemic change necessitates both cultural and institutional transformation.

This research paper examines the evolution of digital leadership as portrayed in The New York Times articles from 2020 to 2022, addressing the growing complexities and strategic roles influenced by digital technologies. The study identifies critical issues in digital leadership, including ethical dilemmas, cybersecurity threats, and the digital divide, which pose significant challenges to effective digital governance and strategy implementation. The objectives of this research were to uncover and analyze the prevailing themes and sentiments associated with digital leadership using advanced Natural Language Processing (NLP) and Artificial Intelligence (AI) tools, specifically Nvivo and Monkeylearn. Our methodology involved a content and sentiment analysis of 318 articles, chosen from an initial pool of 387, resulting in a dataset of 2,428 content blocks. This analysis enabled the identification of major themes: Digital Transformation, Innovation, Remote Working, and Cybersecurity. The results indicate that ‘Digital Transformation’ and ‘Innovation’ were the most prominent themes, with significant discussions around ‘technology adoption’ and ‘AI’. The sentiment analysis quantitatively underscores the public discourse, revealing that 60% of the analyzed content carried a positive tone, reflecting an optimistic view towards digital advancements. Conversely, 29% expressed negative sentiments, emphasizing the urgent need to address associated risks. Significantly, the statistical evaluation of theme prevalence and sentiment ratios provides a nuanced understanding of the digital leadership landscape, suggesting a critical balance is necessary between leveraging opportunities and mitigating risks. These findings contribute to the theoretical and practical discussions on digital leadership by highlighting the importance of strategic adaptability and ethical considerations in shaping policies that are both inclusive and effective. In conclusion, this study offers a detailed, numerical insight into the complexities of digital leadership, providing valuable evidence for policymakers and business leaders aiming to navigate the challenges and opportunities presented by digitalization.

BACKGROUND: During the Covid-19 period, academics have given great importance to the concept of teleworking. However, despite this interest, empirical studies investigating the effect of workplace isolation on employees’ behavior during Covid-19 are limited. OBJECTIVE: This study aims to investigate the relationship between workplace isolation and psychological well-being in light of the mediating role of perceived organizational support and the moderating role of job insecurity. METHODS: Within the scope of the research, teleworkers in accordance with the isolation rules was used as a criterion for the selection of the participants. In this vein, data collected from 382 respondents were investigated using structural equation modelling analysis. RESULTS: The results indicate that (1) workplace isolation positively relate to perceived organizational support and negatively related to psychological well-being, (2) perceived organizational support positively relate to psychological wellbeing, (3) perceived organizational support mediates the relationship between workplace isolation and psychological well-being, and (4) job insecurity moderates the relationship between perceived organizational support and psychological well-being. CONCLUSIONS: It is imperative to understand telework employees’ psychological and emotional processes, which have gained speed in the last year, in adapting to the new order. This study is critical in understanding the psychological processes of teleworkers.

Purpose: Our proposed machine learning model contributes to improving the quality of Hire by providing a more nuanced and comprehensive analysis of candidate attributes. Instead of focusing solely on obvious factors, such as qualifications and experience, our model also considers various dimensions of fit, including person-job fit and person-organization fit. By integrating these dimensions of fit into the model, we can better predict a candidate’s potential contribution to the organization, hence enhancing the Quality of Hire.Design/methodology/approach: Within the scope of the investigation, the competencies of the personnel working in the IT department of one in the largest state banks of the country were used. The entire data collection includes information on 1,850 individual employees as well as 13 different characteristics. For analysis, Python’s “keras” and “seaborn” modules were used. The Gower coefficient was used to determine the distance between different records.Findings: The K-NN method resulted in the formation of five clusters, represented as a scatter plot. The axis illustrates the cohesion that exists between things (employees) that are similar to one another and the separateness that exists between things that have their own individual identities. This shows that the clustering process is effective in improving both the degree of similarity within each cluster and the degree of dissimilarity between clusters.Research limitations/implications: Employee competencies were evaluated within the scope of the investigation. Additionally, other criteria requested from the employee were not included in the application.Originality/value: This study will be beneficial for academics, professionals, and researchers in their attempts to overcome the ongoing obstacles and challenges related to the securing the proper talent for an organization. In addition to creating a mechanism to use big data in the form of structured and unstructured data from multiple sources and deriving insights using ML algorithms, it contributes to the debates on the quality of hire in an entire organization. This is done in addition to developing a mechanism for using big data in the form of structured and unstructured data from multiple sources.