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    A Study on the Impact of Agile Leadership and Innovative Behaviors on Psychological Empowerment
    (2023) Bayram, Vildan; Öztırak, Mesut
    In this study, the effects of agile leadership and innovative behaviors on psychological empowerment and its dimensions were examined. “Agile Leadership Scale”, “Innovative Behaviors Scale” and “Psychological Empowerment Scale” were used in the questionnaire form used in the research. The data of the research were obtained from 410 employees in the information and communication sector operating throughout Türkiye. Parametric test techniques were used for the analysis of the data, the relationship between the scale scores was examined by Pearson correlation and the effect was examined by regression analysis. Factor analysis was applied to the scales used in the study. As a result of the factor analysis of the agile leadership scale, it was determined that the scale consisted of 4 sub-dimensions, and items 1, 21, and 27 were not included in the analysis due to overlap. As a result of the factor analysis of the innovative behavior scale, it was determined that the scale consisted of one dimension, and the 12th item was not included in the analysis because the factor load was below 0.300. As a result of the factor analysis of the psychological empowerment scale, it was determined that the scale consisted of 3 sub-dimensions. According to the results of the analysis, it has been determined that agile leadership and innovative behaviors have an effect on psychological empowerment and on the sub- dimensions of psychological empowerment. The research generally emphasizes the importance of agile leadership and innovative behavior on employees' perceptions of psychological empowerment. In order to achieve success in leadership, it is necessary to implement approaches that will show that employees and their work are important in order to develop agile features, to follow the developments in technology, communication and information systems to increase innovative behaviors, and to increase psychological empowerment.
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    Empirical Study on the Effect of Mentoring Effectiveness on Career Awareness and Professional Expectations
    (2023) Bayram, Vildan; Öztırak, Mesut
    The aim of the research is to achieve the success of the university in training the career of the university and mentoring on it with pleasure. In addition, you did not show your demographic characteristics, Mentoring or not, above your Career and Professional expectations. The questionnaire form used in the research is about the “Career Development Scale”, “Mentoring Future” and “Result Expectation” programs. The education of the research consisted of 412 students at Esenyurt University using an imaginary sampling method. In terms of scale, it is the state of displaying appearance according to the 2-groups. In the case of the ANOVA test, Tukey's difference was used for case pairwise comparison. In-scale connectivity was analyzed with Pearson information. The international system was analyzed by regression testing in disease. The health assessments collected provided detailed information about the evaluation of schools, the information of practice schools and, in general, the school. In addition, mentoring attire, career style and behavior; age, marital status, educational status, destinations, likes and dislikes. Suggestions were made in line with these results. It is thought that the study will have a positive effect on students' career awareness and professional expectations.
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    Examining the relationship between the perceptions of favouritism and organizational silence behaviours of healthcare professionals: A comparative study on public and private hospitals
    (2022) Öztırak, Mesut; Bayram, Vildan
    The main purpose of this study is to examine the relationship between the perceptions of favouritismand silence behaviours of healthcare professionals in terms of public and private hospital employees. In addition, it was examined whether demographic characteristics differ in the perception of favouritism and organizational silence. The research population consists of a total of 4700 healthcare professionals, 3200 employees of a public hospital and 1500 employees of a private hospital working in the province of Istanbul in 2021. Using the convenience sampling method, 411 healthcare workers were reached between 01.06.2021 and 30.08.2021. Data analysis was done with SPSS 24.0. T-test and ANOVA tests were used in the analysis of demographic variables. The relationship between the scale items was analyzed with the Pearson correlation test. The effect between the scale items was analyzed with the regression test. According to the results of the analysis, it was observed that the perceptions of favouritism, nepotism, favorism and cronyism were higher in those working in public hospitals than in those working in private hospitals (p<0,05). It was observed that accepting, defensive and prosocial silence behaviours were higher in those working in public hospitals than those working in private hospitals (p<0,05). It was determined that the organizational silence score did not show a stati stically significant difference in terms of the health sector (p>0,05). In addition, it was understood that there were significant differences between the perception of favouritism and organizational silence variables according to demographic variables. Demographic questions include age, gender, marital status, educational status, working time in the enterprise, total working time, position in the enterprise and whether it is familiar. With these results, it is thought that the study will draw attention to nepotism behaviours in the health sector. In line with the proposed solutions, it is thought that it will reduce nepotism behaviours and c reate working environments where employees can express their thoughts freely instead of in organizational silence.
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    Pathway to energy transition and sustainable environmental development and management: Analysis of hydropower energy policy as part of climate actions
    (Pergamon-Elsevier Science Ltd, 2025) Yazici, Ayse Meric; Udemba, Edmund Ntom; Oztirak, Mesut; Bayram, Vildan; Mei, Yu
    Achievement of sustainable development in both economic and environment performance involves engaging a clear cut climate actions which can be emulated by other countries in forming their climate goal policies. On this note, this study seeks to examine the environmental implication of hydropower energy policy on environment sustainable development and management of the 10 largest hydroelectric energy generating countries. By extension, the study examines the possibility of achieving hitch-free energy transition through hydropower energy sources. A study of the 10 largest hydroelectric energy producing countries is vital in framing policy based solution to environmental problems, and advice on easy way to achieve climate goal. Following the nature of this study and to derive home the objectives of the study, methods such as slope homogeneity and cross-sectional dependence (CSD) tests were applied, followed by the unit root and cointegration tests with the causality and long-run relationship. Findings from the long run relationship between the dependent variable and the independent variables are: The findings show that the N-shaped environmental Kuznets cure (EKC) hypothesis is confirmed. Also, the level of hydroelectric power generation increases in these countries, carbon dioxide (CO2) emissions level decreases. Again, as the level of financial development increases, CO2 level also increases. However, according to the results from causality tests, there is a one-way causal link from hydroelectric power generation to carbon emissions, and from financial development to carbon emissions. Further, a two-way causal relationship was found between economic growth and CO2. The policy makers will pay strict attention to this development and regulate the influence of financial development to balance the sustainable development between economic growth and environment.
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    THE MEDIATOR ROLE OF INDIVIDUAL MOTIVATION IN THE RELATIONSHIP BETWEEN DIGITAL LEADERSHIP AND ORGANIZATIONAL AGILITY
    (Gaziosmanpasa Univ, 2023) Oztirak, Mesut; Bayram, Vildan
    This research studies the relationship between digital leadership and organizational agility and the role of individual leadership in this relationship. It also studied if demographic features vary for digital leadership, organizational agility, and individual motivation. The survey form is made up of the Digital Leadership Scale, Organizational Agility Scale, and Individual Motivation Scale. The research universe comprises 480 private and public sector employees in the Istanbul district from May 2021 to July 2021. The obtained data were analyzed through t-test, ANOVA, and Process Analysis. Analysis results suggest that individual motivation has a mediator role in the impact of digital leadership and organizational agility. Besides, digital leadership, organizational agility, and individual motivation vary depending on such demographic features as gender, marital status, education status, employment sector, status, management type, and professional seniority. The conclusion highlights that digital improvement is necessary for successful leadership and suggests ways to boost agility and individual motivation in a workplace environment.
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    Üniversite Öğrencilerinin Kişilik Tipleri İle Girişimcilik Eğilimleri Arasındaki İlişkinin Demografik Özellikler Açısından İncelenmesi: Bir Vakıf Üniversitesi Örneği
    (2021) Bayram, Vildan; Öztırak, Mesut
    Bu çalışmanın temel amacı, üniversite öğrencilerinin kişilik tipleri ile girişimcilik eğilimleri arasındaki ilişkide\rdemografik özelliklerin etkisini araştırmaktır. Bu amaç doğrultusunda öğrencilerin kişilik özellikleri ve girişimcilik\reğilimleri incelenmiş, demografik özelliklerin girişimcilik eğilimlerine etkisi araştırılmıştır. Çalışma ile\rilgili olarak İstanbul Esenyurt Üniversitesi’nden 20.05.2021 tarihli ve 2021/06-09 No’lu gerekli etik kurul izni\ralınmıştır. Bu amaçla kolayda örneklem yöntemi kullanılarak, bir vakıf üniversitesinde öğrenim gören 196\röğrenciye ulaşılmıştır. Toplanan veriler SPSS 21.0 programı ile analiz edilmiştir. Analizlerde parametrik olan\rBağımsız gruplar t testi, ANOVA testi, Tukey testi ve Pearson korelasyon testi kullanılmıştır. Kişilik özellikleri\rbeş faktör altında incelenmiştir. Araştırma sonuçlarına göre farklı kişilik tiplerinin girişimcilik eğilimlerinin de\rfarklı olduğu ortaya çıkmıştır. Dışa dönük kişiliğe sahip öğrencilerin girişimcilik eğilimlerinin daha yüksek\rolduğunu, girişimcilik eğitimi almış öğrencilerin ve ailesinde girişimci olan öğrencilerin girişim eğilimlerinin\rarttığı ifade edilebilir. Üniversite öğrencilerinin kişilik tipleri dikkate alınarak, girişimcilik eğilimleri geliştirildiği\rtaktirde iş hayatında daha etkili olacağı ve kendi işlerini kurmak yönünde daha kararlı davranacakları\rdüşünülmektedir. Üniversite eğitimleri sırasında aldıkları girişimcilik eğitimleri sayesinde kurdukları firmalarda\rbaşarıyı yakalayacak, firmaların sürdürülebilirliğini sağlayarak ekonomiye katkıda bulunacaklardır. Çalışma,\rhem öğrencilerin kişilik özelliklerine göre girişimcilik eğilimlerinin geliştirilmesine ışık tutmak, hem de demografik\rözelliklerin girişimcilik eğilimleri üzerindeki etkisine dikkat çekmek için yol gösterici olarak önem arz etmektedir.
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    Yeşil İş Etiği: Bir Ölçek Geliştirme Çalışması
    (2023) Bayram, Vildan; Öztırak, Mesut
    Çalışmada, işletmelerin yeşil iş etiğine ne derece uygun faaliyet gösterdiği konusunda çalışanların algılarını ölçmeye yönelik geçerli ve güvenilir bir ölçme aracının geliştirilmesi amaçlanmıştır. Bu kapsamda iki farklı örneklem grubu belirlenerek ilk araştırma grubu ile pilot uygulama yapılmış, çevrimiçi ve yüz yüze yapılan anket çalışması ile nicel veri toplanmıştır. Pilot uygulamanın örneklemini sağlık sektöründe 104 çalışan oluşturmuştur. Oluşturulan ölçek, sağlık sektöründe 126 çalışana uygulanmıştır. Yapılan analiz sonucunda yeşil iş etiği ölçeğinin 2 alt boyut ve 20 maddeden oluşan yapısı ortaya çıkmıştır. Yeşil iş etiği ölçeğinin alt boyutları, “Çevresel Etik” alt boyutu (12 madde) ve “Çalışma Etiği” alt boyutu (8 madde) olarak belirlenmiştir. Ölçeğin 2 alt boyutlu yapısının doğrulayıcı faktör analizi ile doğrulaması yapılmış ve ölçeğin kabul edilebilir düzeylerde uyuma sahip olduğu anlaşılmıştır. Ölçeğin işletmelerin yeşil uygulamalarını değerlendirmek ve geliştirmek için kullanılabilecek etkili bir araç olacağı düşünülmektedir. Ayrıca örgütlerin sürdürülebilirlik stratejilerini geliştirmesi ve toplumsal sorumluluk bilincini artırmaya katkıda bulunması beklenmektedir.