This study aims at determining how the organizational identification levels of individuals affect their organizational justice perception and organizational silence behavior. The research was performed with contribution of 213 people employed at two five-star hotels located at the province of Afyonkarahisar. The relationships and interactions among the variables of the study were determined through testing the structural regression models established at YEM. The regression models were confirmed as a result of the analyses and statistically significant relationships were observed among the variables. It was determined that organizational identification has significant and positive effects on the distributive justice, procedural justice and interactional justice dimensions of organizational justice. Besides, the research results revealed that organizational identification has negative significant effect on acquiescent and defensive silence dimensions of organizational silence, while it has positive significant effect on prosocial silence.

Human behaviour is strongly influenced by the culture they live in. Therefore, if safety is a priority in a company's culture and this norm is internalized by every member of this organization, elimination of all types of unsafe behaviour would be possible. This aspect of organizational culture is called safety culture. In order to evaluate the safety culture in an organization, one of the useful tools is application of a safety culture survey. Application of a safety culture survey among a company's workers and managers would supply the management with valuable data concerning the safety culture perception of the organization members. Thus, the results from analyses of this data including the demographical features of the organization members would help the managers and OHS professionals design more effective activities to prevent workplace accidents. This paper aims at explaining the importance of safety culture and its contribution to OHS efforts. An empirical study applied at a large state owned coal mine institution located in Kütahya province in Turkey using a safety culture survey tool will be presented as an example of how a safety culture survey is implemented and evaluated for a company with high level of risks. Results of the analyses revealed that the participants' safety culture levels have statistically significant difference for age, education level, work experience, duty at work groups, and the state of having been exposed to any nearmiss accidents. However, no statistically significant difference was determined for their marital status, position at work, the state of having been exposed to any occupational accidents in any workplace and the state of having been exposed to any occupational accident in their current workplace.

İnsan tarih boyunca dünyaya hâkim olmak konusunda yoğun çalışmalar yapmaktadır. Bu çalışmada, temelde insanı özünde vicdanını tanımlayıp, vicdani zekâsını ölçümleyecek geçerli ve güvenilir bir ölçek geliştirmektir. Taslak ölçeğin geliştirilmesinde ilgili literatür uzman ekip çalışanlarınca incelenerek 84 ifadeden oluşan madde havuzu oluşturulmuştur. İlk olarak 446 kişiden oluşan örneklem üzerinden açıklayıcı faktör analizi yapılmıştır. Faktörlerde madde yükleri düşük olan 52 ifade çıkarılarak taslak ölçek 32 madde ile oluşturulmuştur. 32 maddeden oluşturulan taslak ölçek Kütahya ilinde yaşamakta olan değişik demografik özelliklere sahip 1546 kişiye 5'li likert tipinde anket olarak uygulanmıştır. Elde edilen bulgularla Vicdani Zekânın 7 faktörlü yapısının; "1. Etik

No abstract

The main purpose of our study is to descibe the relationship between emotional labor behaviors and the occupational commitment of academicians. The concept of emotional labor on which researchers often emphasized in recent years, is important for a sector where employees is in close and intense relationship with their co-workers. It discussed the three dimensions of emotional labor in this study; surface, deep and sincere behaviors (Oral ve Köse, 2011: 472). The occupational commitment that is a psychological bond between the individual and the occupation were analyzed under three dimensions, including affective, normative and emotional commitment. Within the scope of the research, from 273 academicians who worked at five state universities in Turkey collected data through the online survey method was analyzed using SPSS 18 software. According to research results, while there is a negative relationship between surface behaviour that is dimensin of emotional labour and affective commitment, it has been found to have a positive relationship between surface behaviour and normative and continuance commitment. The dimension of the deep behavior was in a meaningful relationship with normative commitment. A relationship in a positive direction has been determined between sincere behaviour and affective commitment. Keywords :Emotional labor, occupational commitment, scademicians JEL Codes : M10, M19 AKADEMİSYENLERİN MESLEKİ BAĞLILIKLARI İLE DUYGUSAL EMEK DAVRANIŞLARI ARASINDAKİ İLİŞKİNİN BELİRLENMESİ ÖZETÇalışmamızın temel amacı, akademisyenlerin mesleki bağlılıklarının, duygusal emek davranışları ile ilişkisini ortaya koymaktır. Son yıllarda araştırmacıların sıklıkla üzerinde durduğu duygusal emek kavramı, birebir ilişkinin yoğun olduğu sektör çalışanları için önem arz etmektedir. Bu çalışmada duygusal emeğin ele alınan üç alt boyutu; yüzeysel, derin ve samimi davranıştır (Oral ve Köse, 2011: 472). Birey ve mesleği arasındaki psikolojik bağ olan mesleki bağlılık ise, devam bağlılığı, normatif bağlılık ve duygusal bağlılık olmak üzere üç boyut altında incelenmiştir. Araştırma kapsamında Türkiye'deki beş devlet üniversitesinde görev yapan 273 akademisyenden online anket yöntemiyle toplanan veriler SPSS 18 programında değerlendirilmiştir. Araştırma sonuçlarına göre duygusal emek boyutlarında yüzeysel davranış ile duygusal bağlılık arasında negatif bir ilişki varken, normatif bağlılık ve devam bağlılığı ile pozitif ilişki içinde olduğu tespit edilmiştir. Derin davranış boyutu, sadece normatif bağlılık ile anlamlı bir ilişki içindeyken, samimi davranışın ise sadece duygusal bağlılık ile pozitif yönde bir ilişki içinde olduğu belirlenmiştir.