Highlights Lack of protective equipment is the most important problem of the healthcare employees during COVID-19 pandemy. The major cause of the anxiety or stress levels of healthcare employees comes from the fear to contaminate COVID-19 virus to their families. The highest depression, anxiety and stress levels come from pandemy, emergency and internal services. Levels of depression, anxiety and stress of the female employees are higher than that of male employees.

Chronic diseases served as a silent global epidemic before the pandemic, and individuals living with chronic disease now form one of the groups most affected by COVID-19. This study aims to determine the problems that employees with chronic disease face during the COVID-19 pandemic. As part of the study, data were collected from 952 individuals who live with chronic disease in Turkey. Of these, 76.6% of respondents worked for the public sector, a large majority of whom (67.7%) have worked full time during the COVID-19 pandemic. It was found that the COVID-19 fear level of employees living with chronic disease was higher than moderate (21.061 ± 7.607). When the variables affecting the COVID-19 fear level are listed in order of relative significance, eating problems, residing in the Mediterranean region, having asthma, and working as a female employee made the greatest impact, respectively. Necessary conditions of work should be provided to those living with chronic disease who could adapt themselves to working flexibly or working from home, so that they would not feel isolated from business life. This group should be provided with essential protective equipment, their working conditions must be reviewed and vaccination priority could be given to them.

Radiation safety has become more important issue due to increased use of ionizing radiation in diagnosis and treatment. The aim of this study is to investigate the awareness and knowledge level concerning radiation safety among healthcare professionals who work in a radiation environment. The study population consisted of healthcare professionals who work in a radiation environment at a state hospital, a university hospital and a private hospital in Edirne province. The survey used in this study was prepared by the investigators after reviewing previous studies on similar subjects, and opinions were sought from experts in relevant fields. The survey consists of two parts and a total of 28 questions. Results of this study revealed that the rate of correct answers was 68.6% for questions on radiation safety among all healthcare professionals. The present study demonstrated an insufficient level of knowledge and awareness on radiation safety, even in the occupational groups that continuously work in a radiation environment. Periodic trainings should be conducted in hospitals. Pre-test and posttest exercises should be performed in order to increase the effectiveness of the trainings, and interactive case studies specific to the clinic should be included in the program. Finally, with electronic learning programs which may be implemented at national level, all relevant persons would have access to these programs.

This study aimed to determine the depression, anxiety and stress levels that have negatively impacted nurses’ mental health during the COVID-19 pandemic. A sample group of 826 nurses working in Turkey were asked to fill in an online questionnaire in order to evaluate their psychological responses and the related factors that have adversely affected their mental health during the COVID-19 pandemic. In total, 696 nurses (84.3%) showed symptoms of depression, 644 (78%) reported anxiety and 543 (65.74%) reported stress. This study also highlighted that the most concerning factor for the nurses was the risk of transmitting the COVID-19 infection to their household members (89.2%). The most important problems faced by the nurses during COVID-19 included equipment shortages (50.7%), administrative problems (38.5%) and issues such as accommodation and nutrition (27.4%). These were found to have a statistically significant correlation with the nurses’ levels of depression, anxiety and stress. The fear of losing a household member, the inability to their household’s social needs and the fear of death were among the factors that concerned nurses during the COVID-19 pandemic, significantly affecting their levels of depression, anxiety and stress. Taking the necessary measures to deal with the aforementioned problems and fears is important to protect the health, productivity and efficiency of nurses during the pandemic period.

<p>Technologic improvements, rising competition conditions, importance of ‘knowledge’, diffusion of continuous innovation principles are effected human resources politics of organizations. The aims of this study are to analyze the relationship between intention to leave, transformational leadership, job satisfaction, job stress and organizational commitment; to determine effects of transformational leaderships, job satisfaction and job stress on intention to leave and effects of transformational leadership, job stress and organizational commitment on job satisfaction. In this cross-sectional study, survey method was used for measurement technique. A survey was conducted among 208 permanent  hospital staff who worked in public hospital in Kahramanmaraş. In this study, personal information form, intention to leave scale, transformational leadership scale, job satisfaction scale, job stress scale and organizational commitment scale were used. Correlation and regression analyze were calculated. In this study, it was determined that intention to leave was at low level, on the other hand transformational leadership and job satisfaction were at moderate level and job stress and organizational commitment were at partly above average. According to Pearson Corelation Analyze, (a) intention to leave is negatively correlated with  job satisfaction and positively correlated with job stress; (b) there was negative relationship between job satisfaction and job stress; positive relationship between transformational leadership and organizational commitment. According to Multiple Linear Regression Analyze, it was determined that transformational leadership, job satisfaction and job stress explained 18% of total variance in intention to leave. Job satisfaction provided negatively and job stress provided positively contribution to model. According to other Multiple Linear Regression Analyze, it was shown that transformational leadership, job stress and organizational commitment explained 23% of total variance in job satisfaction. Organizational commitment provided positively and job stress provided negatively contribution to model.</p><p> </p><p><strong>Özet</strong></p><p>Teknolojik ilerlemeler, artan rekabet koşulları,  sürekli yenilik prensiplerinin yaygınlaşması, örgütlerde insan kaynağı ile ilgili politikaları etkilemeye başlamıştır. Çalışmanın amacı; işten ayrılma niyeti, dönüşümcü liderlik, iş tatmini, iş stresi ve örgütsel bağlılık değişkenleri arasındaki ilişkileri analiz etmek; dönüşümcü liderlik, iş tatmini ve iş stresinin işten ayrılma niyeti üzerine etkisini; dönüşümcü liderlik, iş stresi ve örgütsel bağlılığın iş tatmini üzerine etkisini incelemektir. Kesitsel bir saha araştırması olan bu çalışmada ölçüm tekniği olarak anket yöntemi kullanılmıştır. Araştırma Kahramanmaraş’ta bulunan bir kamu hastanesinde görev yapan 208 kadrolu hastane çalışanı ile yapılmıştır. Çalışmada katılımcıların kişisel özelliklerini ortaya koyan soruların yanında işten ayrılma niyeti ölçeği, dönüşümcü liderlik ölçeği, iş tatmini ölçeği, iş stresi ölçeği ve örgütsel bağlılık ölçeği kullanılmıştır. Çalışmada korelasyon ve regresyon analizleri yapılmıştır. Çalışmada, işten ayrılma niyetinin düşük düzeyde çıktığı, dönüşümcü liderlik ve iş tatminin orta düzeyde, iş stresi ve örgütsel bağlılığın kısmen de olsa ortalamanın üzerinde çıktığı belirlenmiştir. Yapılan Pearson Korelasyon Analizine göre (a) işten ayrılma niyeti ile iş tatmini negatif, iş stresi pozitif yönde ilişki gösterirken; (b) iş tatmini ile iş stresi arasında negatif, dönüşümcü liderlik ve örgütsel bağlılık arasında pozitif ilişki gözlenmiştir. Yapılan Çoklu Doğrusal Regresyon Analizine göre dönüşümcü liderlik, iş tatmini ve iş stresinin işten ayrılma niyetindeki toplam varyansın %18’ini açıkladığı belirlenmiştir. Modele iş tatmini negatif yönde, iş stresi ise pozitif yönde anlamlı katkı sağlamaktadırlar. Diğer Çoklu Doğrusal Regresyon Analizine göre ise dönüşümcü liderlik, iş stresi ve örgütsel bağlılığın iş tatminindeki toplam varyansın %23’ünü açıkladığı saptanmıştır. Modele örgütsel bağlılık pozitif, iş stresi ise negatif yönde anlamlı katkı sağlamaktadırlar. </p>