Energy can play a kind of major role for improving life quality and providing sustainable developments is one of the basic inputs of economic and social progress all of the Eurasian countries. It is necessary for improving of the Eurasia countries to providing continuous clean energy, requires to create a suitable market atmosphere. Energy demand is increasing by quick growing up and increase of population of global economy. Most of the increased of energy demand is going to provide by using fossil fuels that are coal, petroleum and like a natural gas. At the end of using these types of fuels creating greenhouse gas emissions that is creating climate changes so it is a major reason of ecological environmental and climate changes is effecting life securities in all areas. With this threat of global warming becoming increasingly urgent, to provide economic development and expectation in healthy environment for future life quality is bringing usage of clean energy resources in front plan. It is a kind of requirement for providing clean energy we need to transforming a unique understanding of using energy resources most economically and effectively. We need to guidance on how to achieve a clean and competitive energy future usage management in renewable energy is energy generated from natural resources-such as sunlight, wind, rain, tides and geothermal heat-which are renewable for Eurasia countries. In this study, we are evaluating of energy management and alternative and renewable clean energy source management for common strategic approaches for Eurasian countries.

Today, there is an intense competition regarding the provision of private health services. In the context of such competition, it is important to provide that health personnel commit to their jobs and have job satisfaction in order for hospitals to thrive. However, perceptions and cognitions related to leaving employment are affected due to the specific features of health services and due to the heavy workload of personnel. The current study was conducted in order to determine the effect of organizational commitment and job satisfaction on employee turnover rates among health personnel. A total of 415 nurses who were employed in 5 private hospitals located in Istanbul completed questionnaires. In the study, expected employee turnover, organizational commitment, and job satisfaction scales were administered. Data was analyzed using the SPSS 17.0 software. It was found that expected employee turnover levels showed significant differences according to the demographic features of the nurses. In addition, employee turnover rates were negatively related to organizational commitment and job satisfaction. According to this, employee turnover levels decrease as organizational commitment and job satisfaction increase. Based on these results, it is recommended that hospital administrations should place importance on programs that aim to increase organizational commitment and job satisfaction among nurses in order to reduce employee turnover rates.