This paper examines the relationship of entrepreneurial self-efficacy (ESE) and entrepreneurial intention in the Turkish culture. Sub-dimensions of ESE were investigated and the level of entrepreneurial intention was discussed. The sample comprised of 245 undergraduate students of a university in Turkey. Results suggest that students have a high intention to be entrepreneurs. ESE has a strong effect on entrepreneurial intention, but sub-dimensions of ESE have different impacts. The results of the study were compared with a previously published study conducted in the USA and Korea by a group of researchers. In this comparison, the national cultural context was considered as an influential factor in entrepreneurship.

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Purpose-The aim of this study is to investigate possible direct and indirect effects (through leader-member exchange-LMX) of member's ethical leadership perception on their career success and individual creativity. Methodology-Survey method was used to test the hypothesized effects in the proposed model. A total of 212 employees from private sector companies in a province of Turkey participated in the survey. Survey results were analysed by structural equation modelling. Findings-The results show that ethical leadership affects LMX positively and in turn LMX has a positive and significant impact on creativity. Thus, ethical leadership was found to have only indirect effect on creativity through LMX. On the other hand, ethical leadership was found to have a positive and statistically significant direct effect on career success. Conclusion-Working with an ethical leader brings close interaction between employee and the leader, fosters employee's loyalty to the leader and commitment to the organizational tasks beyond formal requirements. In turn, high leader-member exchange leads to an increase in employee's creativity. Moreover, if employees believe that their leader adopts ethical beliefs and performs ethically, they would be satisfied with their improvement in achieving career goals regarding promotion, salary and work success regardless of the quality of their relationship with the leader.

Bu çalışmanın amacı örgütsel etik iklim, çalışan sesliliği ve psikolojik güvenlik arasındaki ilişkileri ele almaktır. Çalışmada örgütsel etik iklimin psikolojik güvenlik aracılığıyla çalışan sesliliği üzerindeki etkisi incelenmiştir. Çalışmanın teorik kısmında sırasıyla örgütsel etik iklim, çalışan sesliliği ve psikolojik güvenlik kavramları açıklanmıştır. Hipotezlerin testi için Siirt ilinde görev yapan 409 sağlık çalışanından anket tekniği aracılığıyla veri toplanmıştır. Veriler SPSS programıyla analize tabi tutulmuş ve faktör, korelasyon ve regresyon analizleri gerçekleştirilmiştir. Gerçekleştirilen analizlerde çalışan sesliliği değişkeni, teşvik edici ve yasaklayıcı seslilik olmak üzere iki boyutta ele alınmıştır. Araştırma bulgularına göre örgütsel etik iklimin, çalışan sesliliği davranışını ve çalışanların psikolojik güvenlik algısını olumlu yönde etkilediği görülmüştür. Ayrıca analizler sonucunda örgütsel etik iklimin çalışan sesliliği üzerindeki etkisinde psikolojik güvenlik değişkeninin kısmi aracılık rolü üstlendiği bulgusuna ulaşılmıştır.

The aim of this study is to investigate the relationship between job crafting and psychological capital. The survey was conducted on randomly selected 200 employees working at a sugar manufacturing business. Data were gathered through question forms. Job crafting was measured with 19 items developed by Slemp and Vella-Brodrick (2013) and psychological capital was measured with 24 items developed by Luthans et al. (2007). The three dimensional structure of job crafting exhibited high reliability and validity. Also, it was found that there was a positive correlation between psychological capital and all dimensions of job crafting. There is a positive and statistically significant relationship between job crafting behaviors of employees and their psychological capital.