This study aims to test the model that evaluates the eff ect of toxic leadership on job satisfaction and turnover intention as well as understand if job satisfaction of nurses and hospital employees has a mediating eff ect between toxic leadership perceptions (self-seeking, negative state of mind, selfi shness, in appreciativeness) and turnover intention. The data of this study were obtained by questionnaire method from a total of 658 healthcare personnel in three public and three private university hospitals in Istanbul, Turkey. Confi rmatory Factor Analysis (CFA) was applied to test the structure established after the exploratory factor analysis. Structural Equation Model (SEM) was used for testing hypotheses. Sobel test was used to validate the mediating variables. According to the Sobel test, the mediator eff ect of job satisfaction is found to be statistically signifi cant between self-seeking and turnover intention (z = −2.34, SE = .017, p < .050), the mediator eff ect of job satisfaction is found to be statistically signifi cant between inappreciativeness and turnover intention, and the mediator eff ect of job satisfaction is found to be statistically signifi cant between negative state of mind and turnover intention (z = −2.01; SE = .012, p < .050).

Employee well-being is a significant contributor to the development of healthcare professionals' attitudes which are effective in their provision of effective, efficient and quality healthcare services. Employee well-being (Short, 2018), which is described as the well-being of a person in terms of physical, psychological and business life, has a decreasing impact on the burnout level of healthcare staff delivering healthcare services and an increasing impact on the perceived level of organizational support. As a result of being unable to cope with the perceived tension (Tuğrul and Çelik, 2002: 2), the state of burnout felt in physiological, mental and emotional areas is a detrimental condition for healthcare professionals and the individuals they serve. The perceived organizational support (Özdevecioğlu, 2003: 1), defined as the individuals in the organization feeling safe and knowing that the organization is behind them, is a positive situation for healthcare workers and has a decreasing effect on burnout syndrome. For healthcare professionals to provide the best service, their well-being and perceived organizational support should be high, and their levels of burnout syndrome should be low. The study aimed to determine the relationship between employee well-being, burnout and perceived organizational support in healthcare professionals. Therefore, face-to-face interviews were conducted using the survey method in the study, and data were obtained from 240 healthcare professionals. SPSS program was used to analyze the data. According to the findings of the study, there was a positive relationship between employee well-being and perceived organizational support, a negative relationship between perceived organizational support and burnout, and a negative and opposite relation between employee well-being and burnout.

This paper summarises some of my experiences, observations and reflections over more than 30 years in the management of private companies, universities and hospitals, on how to deal with anxieties both in individuals but also in groups. To me the factors required to build and maintain a happy organization, is to understand the people working there, and appreciate

This paper summarises some of my experiences, observations and reflections over more than 30 years in the management of private companies, universities and hospitals, on how to deal with anxieties both in individuals but also in groups. To me the factors required to build and maintain a happy organization, is to understand the people working there, and appreciate

The concept of performance is discussed in different aspects in various disciplines, the recent gaining importance in the field of psychology highlights the studies on the effect of positive psychology on employee performance. In this context, it is thought that the work performance of health professionals working in the field of labor-intensive health services should be evaluated in terms of psychological performance. Objective: This study was carried out to determine the psychological performance perception levels of healthcare workers and to determine whether there is a significant difference between socio-demographic characteristics variables and psychological performance. Materials and Methods: 178 healthcare professionals contributed to the study during the research dates. "Psychological Performance Scale" was used to collect the data. SPSS 21 program was preferred for the evaluation of the data. Results: It has been observed that there is a statistically significant difference between the marital status, total professional years, duration of work in their institution, professional title of the healthcare workers and psychological performance, there is no statistically significant difference between the gender, age, educational status and economic status of the participants and psychological performance. Conclusion: It has been determined that the psychological performance perceptions of healthcare workers are above medium level. It was revealed that there is a significant difference between the total professional year variable and psychological performance, positive energy and mental state, and there are significant differences between the variable of working time in the institution where they are found and psychological performance, mental state, positive energy and self-control. It is recommended to carry out activities and practices to increase the psychological performance perceptions of healthcare professionals.