Purpose -The purpose of this paper is to link consumer use of technology to two very popular themes in the hospitality industry: boutique hotels and environmental responsibility. Design/methodology/approach -The case study focuses on how boutique hotels legitimize their green practices through the use of technology -web sites, social media -to communicate their environmental recognitions to discerning eco-conscious consumers seeking small lodgings. The authors analyze the type of environmental legitimacy practices used by the boutique hotel segment of the tourism industry, using a variety of international, regional, or trade recognized environmental evaluation assessments to legitimize their boutique hotel green practices. A diverse sample of boutique hotel accommodations in two attractive, but similar international destinations -Istanbul, Turkey and San Francisco, California -are used, through content analysis of hotel web sites. Findings -San Francisco Bay Area hoteliers, in the majority of instances, used their web sites to illustrate one international standard, LEED certification, for building structure. However, these hoteliers generally reported use of varying regional standards for legitimizing their green practices. Istanbul hoteliers reported on maintaining international standards for legitimizing their green practices, but did not seek specific standards for building structures. Research limitations/implications -Future research surveys of specific consumer perceptions of their search and experience would prove valuable in terms of destination selection and experience of environmentally-conscious boutique hotels. Social media and related web sites utilize consumer self-reporting, which would add additional insight for future research in this area. Originality/value -The authors' analysis studies the web promotion of two similar geographic tourism destination boutique hotels' use of international versus regional legitimacy of their environmental practices.

INTRODUCTION: The aim of this study is to examine the requirement and distribution of nurse workforce based on workload in public hospitals. METHODS: The number of nurses required in intensive care unit, all inpatient services, emergency room, operating room and dialysis units of the hospitals affiliated to the Ministry of Health in Kocaeli was calculated based on the workload by applying the Workload Indicators of Staffing Need (WISN) method. RESULTS: When the nurses were compared based on the inter-hospital workload ratio in the province, it was found that the number of nurses in the hospitals A, B, C, D, G, H and I was inadequate, the average workload was 0.73 and the number of nurses should be increased by 27% throughout the province. It was determined that the nurses having the highest workload ratio were inpatient service nurses in hospital with A rate of 0.49 and hospital in C with 0.53 rate. In addition, although the total number of nurses in E and F hospitals is sufficient, the units within the hospital are unevenly distributed according to the workload of the nurse workforce. DISCUSSION AND CONCLUSION: It was determined that the number of nurses in the hospitals was insufficient and the workload distribution between the hospitals and within the hospital was unbalanced. The unbalanced distribution of nurse workforce throughout the province causes labour inefficiency, decreases the quality of patient care and causes health inequalities. The study results could set an example of practice that would provide support for health and nursing managers in planning and managing healthcare human resources more effectively.

Türkiye'de sağlık sisteminde son 10 yılda sağlık insan gücü alanında önemli değişimler gerçekleşmiştir. Bu çalışmadaki amacımız; Türkiye'deki sağlık insan gücüne ilişkin mevcut işgücü düzeyini, sağlık işgücü finansmanını, sağlık işgücü eğitim durumunu ve dağılımını ortaya koyarak son yıllarda bu alanda gerçekleştirilmiş olan değişimleri veriler doğrultusunda incelemektir. Türkiye'de sağlık personeli sayısı yetersiz olup dengesiz dağılımı söz konusudur. Sağlık personelinin sayısal yetersizliğini gidermeye yönelik tıp fakültesi, hemşirelik yüksek okulları, diş hekimliği ve eczacılık fakülteleri öğrenci kontenjanları arttırılmıştır. Buna paralel öğretim elemanı sayısı da arttırılmıştır. Sağlık insan gücü dağılımı açısından bölgelerarası dengesizliği gidermeye yönelik sözleşmeli personel alımı, mecburi hizmet uygulaması, vekil hemşire ve ebe alımı gibi uygulamaları gerçekleştirilmiş ancak dengesizliğin giderilmesinde yeterli olmamıştır. Performansa dayalı ek ödeme sistemi, aile hekimliği sistemi ve kamu hastane birlikleri uygulamaları sağlıkta insan kaynaklarını etkileyen önemli değişimler olarak değerlendirilmiştir.