Öz Birleşik Krallık'ta Haziran 2016'da gerçekleştirilen referandum sonucuna göre, Avrupa Birliği'nden "ayrılma taraftarlarının" oranı daha ağır basmış ve bu sürecin ardından Avrupa bütünleşmesinin geleceğine ilişkin tartışmalar farklı bir boyutta ele alınmaya başlamıştır. Avrupa şüpheciliğinin belirgin olduğu yerlerden biri olan Birleşik Krallık'ta referandum sonucunda %51,9'luk oranla Avrupa Birliği'nden ayrılma yönünde oy kullanılması şaşırtıcı bir resim çizmemekteyken, ayrılma kararında göçmen karşıtı parti söylemlerinin oldukça etkili olması ilginç bir tabloya işaret etmektedir. Çalışmada, Brexit sürecinde göçmen karşıtı söylemlerin hangi derecede etkili olduğuna yanıt aranmakta ve çalışma literatüre dayanarak ele alınmaktadır. Bu anlamda, göçmen karşıtlığının araçsallaştırılmasında önemli bir örnek sunan ve sert Avrupa şüphecisi olan Birleşik Krallık Bağımsızlık Partisi'nin süreçteki söylemleri üzerinde yoğunlaşılmaktadır. Birlik olma anlayışında çokkültürlülük vurgusu artış gösterse de, göçmenlerin Avrupa Birliği üye devletlerinde ekonomik ve sosyal anlamda bir yük oluşturduğu üzerinde tezlerin sunulması ve göçmen karşıtlığının etki alanının genişletilmesi konusunda Brexit süreci somut bir çıktı sunmaktadır.

In the study, gray cast iron experiments were performed using sand molds made from model with geometry designed in geometry to let expansion cavities form in the part. In foundry, models were realized by SolidCast simulation software using casting parameters and physical conditions one by one in the simulation. The results obtained from real casting samples and the ones of simulation were compared. Melting metal, sand casting, modeling, metallographic measurements, and microstructure techniques were employed in the study. It was observed that results of simulation had well-matched with ones obtained from real casting.

Background The COVID-19 pandemic, which has affected the entire world, has driven countries into economic, social, and political uncertainty and has forced quite significant changes, especially in areas such as health, work, education, and social security. Social changes that are occurring as a result of the crisis include the restructuring of businesses and working styles and the shaping of work life along the new-normal axis. Many psychosocial risks such as conflict management, organisational relationships, communications problems, job satisfaction, stress, productivity, and performance are being redefined as the nature of jobs, job descriptions, employee competence, and ways of working are being recreated for a virtual environment. The importance of concepts related to work psychology such as loneliness, cyberloafing, digital mobbing, emotional resilience, psychological resilience, compassion, self-compassion, conscious awareness, design of habits, coping with loneliness, and coping with crisis is becoming apparent. Research aims The aim of this study is to examine cyberloafing and loneliness with its changing structure in terms of work psychology. In addition, the researchers and their results on cyberloafing and loneliness are discussed in terms of both sociodemographic factors and some variables of work life. Methodology The research method of critical analysis of literature on the subject of cyberloafing and loneliness was applied in this study. Common findings of secondary research were used in terms of work psychology. Findings The concepts of loneliness and cyberloafing, which have been evaluated in relation to different sociodemographic and work-life factors and whose mutual relations have been the subject of a very limited number of studies, are examined more intensively in the context of personal and organisational factors applicable to the technology-intensive future.

In personal perceptions and evaluations, job insecurity is one of the facts that threaten employment and assurance to stay at work as a result of the ever-changing conditions of working life beyond finding a job. The negative results of the processes that cannot be coped with in the working life also constitute burnout. Like job insecurity, burnout emerges as a multi-dimensional and chronic response of personalized and failed efforts to manage various negative stress conditions. The purpose of this study is to examine the relationship between job insecurity and burnout. The hypothesis of the research was tested on 224 teachers working in the public sector. In addition, the sample group was asked if they had experienced unemployment and life changes that occurred when they experienced unemployment were also determined. The results of the study confirmed the relationship between job insecurity and burnout and revealed that teachers were less affected by burnout as their employability increased.

Background The concept of sustainable human resource management is becoming a core subject of sustainability reports. Current discussions in the literature focus on how to integrate human resource management (HRM) with sustainability issues and emphasise the concept of “sustainable human resource management” rather than “sustainability and human resource management.” This focus requires a more comprehensive company perspective through the lens of company goals, people, processes and the strategic orientation dimensions of an HRM–sustainability relationship. Within this perspective, new approaches are needed to concentrate on sustainable HRM issues. Research aims The aim of this study is to analyse the contents of the sustainability reports in terms of sustainable HR characteristics and HR orientation dimensions. The content analysis design is based on an integrated approach of the classification of sustainable HR characteristics through HR orientation dimensions. The sustainability reports of seven financial institutions from the Borsa Istanbul Sustainability Index (BIST) are analysed for the year 2019 in order to determine to which degree sustainable HR is actively involved in the sustainability reports. Methodology In this study, an in-depth content analysis is performed on corporate sustainability reports of selected companies in order to form the link between HR orientation and sustainability. This content analysis stands on the integration of two different approaches drawn from the literature (Ehnert, 2014; Ulrich, 1997). Findings The results revealed that there are significant differences between the people-oriented scores and process-oriented scores in private banks, while the scores are more balanced in public banks. Additionally, findings support the shift in the public sector from the traditional bureaucratic model to a new management approach that transfers private sector management techniques to the public sector.