Previous research on the antecedents of mindfulness is scarce. This study examines the individual and contextual antecedents, specifically ethical climate and goal orientation, of trait mindfulness. Data for this study came from 302 white-collar employees working in Istanbul who completed cross-sectional questionnaires on ethical climate, goal orientation, and mindfulness. First, it was found that caring climate, which refers to organizations that consider the wellness of its workforce, positively predicted employees’ trait mindfulness. Second, goal orientation was significantly associated with trait mindfulness. Mastery and performance-approach orientations both predicted positively to trait mindfulness with mastery orientation the strongest predictor. In contrast, a performance-avoidance orientation predicted negatively to trait mindfulness. As a caring climate predicts to employees’ mindfulness, it is recommended that organizations create a workplace where employees perceive themselves as family members, with an emphasis on teamwork, participation, and intrinsic motivation.

Severe ethical lapses have damaged the reputation of established corporations in the last decade worldwide. This study aims to investigate the relationship between mindfulness and ethical behaviour. Mindfulness refers to being here and now. Freiburg Mindfulness Inventory was translated into Turkish and used for measuring mindfulness. Ethical Behaviour was assessed with Ethical Behaviour Rating Scale. Data were gathered from 250 white collar employees working in İstanbul. Results indicate that mindfulness has significant relationships with ethical behaviour. This study provides a unique theoretical contribution by examining the link between mindfulness and ethical behaviour among white collar employees. Since mindfulness is a skill, cultivating employee's mindfulness through training programs is among the practical suggestions.

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Bu araştırmanın amacı, yöneticilerin algılanan kültürel zekâsı, çalışanların farklılık iklimi algısı ve çalışanların deneyime açıklık özelliklerini araştırmak, olumsuz çalışan davranışı olarak adlandırılan sinisizm üzerindeki etkilerini açıklamak ve farklılıkların yönetiminin önemine değinmektir. Veriler, otellerde çalışan 160 kişiden anket yöntemiyle toplanmıştır. Anket formu, kültürel zekâ, örgütsel sinisizm, farklılık iklimi algısı ve deneyime açıklık ölçeği ile demografik soruları kapsamıştır. Değişkenler arasındaki ilişkiler, korelasyon ve regresyon analizi yöntemiyle incelenmiştir. Araştırma bulguları, çalışan farklılık iklimi algısının yöneticilerin algılanan kültürel zekâsı ile örgütsel sinisizm arasındaki ilişkide aracı değişken olduğunu göstermiştir. Çalışanın gelişime açıklık seviyesinin yöneticilerin algılanan kültürel zekâsıyla farklılık iklimi algısı arasındaki şartlı değişken etkisi bulgulanmamıştır. Çalışmanın kuramsal açıdan önemi, yöneticinin algılanan kültürel zekâsının örgütsel sinisizm üzerindeki etkisinin bütüncül bir modelde incelenmesi ve çalışanın farklılık iklimi algısının aracı değişken olarak test edilmesidir. Bu hususta araştırmamız özgün bir nitelik taşımaktadır. İnsan kaynakları uygulamalarıyla çalışanlarda kültürel zekâ geliştirilmesi ve süreçlerde farklılıkların etkili yönetiminin sağlanması çalışmanın pratik anlamda sunduğu çözümlerdendir.

Women are more disadvantaged than men in terms of participation in the workforce, equal pay for the same job, and representation in managerial positions worldwide. It is questionable how societies that cannot fully offer economic, social, and political rights to half of their population will develop. As seen in many countries, in Turkey, the number of female managers is less than men. Therefore, identifying the factors that prevent women from becoming managers and creating policies to eliminate these obstacles is essential. Thus, it may be possible to achieve gender equality at the management level. In this study, semi-structured interviews were done among 22 female managers reached with convenience sampling to learn about their career narratives and their experiences in the process leading to management. Study findings were interpreted with the descriptive analysis method. On the way to management, it was observed that the participants emphasized similar characteristics such as working devotedly and giving importance to self-improvement. Besides, it was seen that various factors make it easier to become a manager, such as support from superiors and the opportunities provided by the institution. Also, several factors that make it difficult for women to become managers, such as work-family conflict, and pressures from men, have been identified. It is understood that the participants had different views on gender equality in the workplace. On the other hand, some participants had further career goals for the future, while others planned to focus on their personal development. Findings were discussed in the context of gender. It is believed that qualitative research, in which women describe the path to becoming managers, will create a rich data source in terms of identifying the difficulties and conveniences encountered in this way. The expectation is that such research can provide a roadmap for young women with career goals and contribute to forming gender equality policies.