This study examined the direct effect of organizational career growth on turnover intention, as well as the buffering influence of organizational commitment on this relationship among auditors in Turkey. Organizational career growth was conceptualized by four factors: career goal progress, professional ability development, promotion speed and remuneration growth. Organizational commitment was conceptualized by three components: Affective commitment, normative commitment and continuance commitment. Data was obtained from 226 auditors from 92 audit firms in Turkey. According to results, organizational career growth dimensions, namely career goal progress, professional ability development, promotion speed and renumeration growth are all negatively related to turnover intention. Besides, it was found that professional ability development and renumeration growth have strong influences on turnover intention. In spite of this, career goal progress and promotion speed had no significant effect on turnover intention. According to the results of hierarchical multiple regression, there is not any buffering effect of organizational commitment (affective commitment, normative commitment and continuance commitment) on the relationship between each of the four dimensions of organizational career growth and turnover intention.

The objective of this study was to provide empirical evidence on the relationships among psychological empowerment, perceived organizational support, organizational citizenship behavior, job embeddedness and job performance. Fast food restaurants have existed in Turkey for more than 20 years over which time they have registered an average of 10 percent growth per year, and have attracted foreign fast food chains to invest in Turkey. Istanbul has the most fast food restaurants throughout Turkey with 45 percent. Thus, the fast food restaurants which are located in Istanbul is focused in this study. Questionnaires were distributed to approximately 700 employees and data were collected from June to July 2013. The response rate was 61.2%. Structural equation modelling was used to test the relationships between variables. The results that obtained through the tests support the hypothesized model. This research represented a strong relationship between psychological empowerment, perceived organizational support, organizational citizenship behavior, job embeddedness (as a moderator) and job performance of the employees in fast food industry in Istanbul, Turkey. This result is noteworthy for employers and managers to retain their talented employees. In addition to that, since there is not any study that conducted in fast food industry in this study's context in the literature, this study makes a valuable contribution to the literature.

This study aims to study the effect of career commitment on subjective career success with the mediating role of career satisfaction in the context of hazelnut processing industry in Giresun/Turkey. Giresun is one of the cities that placed in the Blacksea Region of Turkey. Giresun's hazelnut quality is the highest quality hazelnut in the world (Hazelnut Promotion Group (HPG), 2013). Therefore, hazelnut processing industry is vital for Giresun's economy. This study was conducted on employees who work in hazelnut processing industry in Giresun, Turkey. This study's results make a valuable contribution to both career commitment and subjective career success literatures by presenting findings of the mediating effect of career satisfaction on the relationship between career commitment and subjective career success in the context of hazelnut processing industry in Giresun. It argues that the effects of career commitment on subjective career success can be mediated by career satisfaction in this context.

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Organizasyonların rekabet avantajlarını sürdürüp, istedikleri verimlilik ve etkinlik durumuna ulaşabilmelerinde çalışanlarının iş performanslarının önemi yadsınamaz. Aynı şekilde, iş ve aile yaşamında denge sağlanması hem birey hem de çalıştığı organizasyon açısından önemlidir. İş-aile dengesinin sağlanması ve iş performansının istenen düzeyde devamı için farkındalık gerekli unsurlardan biridir. Farkındalık, psikolojik bir durum olarak yaşanan andaki gerçekliğe karşı arttırılmış bir dikkat olarak tanımlanmaktadır. Bu çalışmada, farkındalığın çalışanların iş-aile dengesi ve iş performansı üzerindeki ilişkilerin incelenmesi asıl amacı oluşturmaktadır. Asıl amacın yanı sıra katılımcıların demografik özellikleri ile farkındalıkları arasındaki ilişkiler de incelenmiştir. Araştırma sonuçlarına göre, farkındalık ile iş-aile dengesi arasında ve farkındalık ile iş performansı arasında pozitif yönde bir ilişki belirlenmiştir. Ayrıca farkındalık ile medeni durum, çocuk sahibi olma ve yaş grupları arasında anlamlı ilişki bulunmuştur.