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Based on a sample of 208 Turkish firms, this paper investigates the integration of two management systems, quality management and environmental management, and explores the effect of this integration on firm performance. First, a conceptual framework was developed, relying on the premises of the resource‐based view. Second, mediating roles of quality performance and environmental proactivity were examined on the association between integrated quality and environmental management systems and firm performance. Among the underlying trends, both quality performance and environmental proactivity were found to fully mediate the relationship between integrated quality and environmental management and firm performance.

Aim This meta‐analytic review aimed to synthesize and analyse studies that explored the relationship between nurses’ work–family conflicts and turnover intentions. Design This meta‐analytical review was conducted according to the Joanna Briggs Institute guidelines and PRISMA checklist. Data Sources A total of 191 (k = 14) publications published between 2005 and 2019 in English, including grey literature on turnover intention and work–family conflict, were retrieved from PubMed, PsycINFO, Web of Science, ProQuest and Scopus databases. Review Methods Studies on the relationship between work–family conflict and turnover intention were summarized. Results An overall effect size of r = .28 (N = 5781, 95% CI [0.23−0.33]) was obtained, indicating a moderate, positive and significant relationship between work–family conflict and turnover intention. The moderator analysis showed that individualism and long‐term orientation accounted for 90% of effect size heterogeneity of work–family conflict and turnover intention relationship. Conclusion Exploring the correlation between work–family conflict and turnover intention can provide guidelines and recommendations for the development of strategies to promote nurse retention and alleviate the nursing shortage. National culture, particularly individualism and long‐term orientation, were found to play a significant moderator role in this relationship. Cultures that are highly individualistic and have a long‐term orientation have a diminishing effect on the relationship between work–family conflict and turnover intention. Impact Work–family conflict and turnover intention are significantly correlated factors regardless of the studies’ cultural characteristics examined in this study. Policymakers and managers should consider this finding and develop strategies that provide a balance‐oriented work design to prevent nurse shortage.

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This study examines the organizational citizenship behavior (OCB) of employees by designing and developing an analytic network process (ANP) methodology. The viability of the proposed methodology is demonstrated via the sales representatives of Beko, a brand name of domestic appliance and consumer electronics giant of Arçelik Inc., controlled by Koç Group. We first develop a conceptual framework based on qualitative research methods − in-depth interviews and focus group sessions. We employ the principles of ANP methodology to examine and discover the interrelationships among the OCBs. This process results in a descriptive model that encapsulates the findings from both qualitative and analytics methods. Necessity, altruism, departmental, compliance, and independence are the underlying dimensions of OCBs found to be the most influential/important. The key novelty of this study resides in designing and developing a prescriptive analytics (i.e. ANP) methodology to objectively evaluate the OCBs, which is rare in the area of organizational behavior (a managerial field of study that have been dominated by traditional statistical methods), and thus serves as a useful contribution/augmentation to the business/managerial research methods, and also extends the reach/coverage of analytics-based decision support systems research and practice into a new direction.