Effects of the L eadership Styles on the Organisational Commitment, Job Satisfaction, and Intention to Leave: A Research on Turkish Prisons and Detention House

This research was conducted to express the relationship between the leadership styles on the organizational commitment, job satisfaction, intention to leave of the first andsecond grade managers, admin officers, chief prison officers and prison officerswho work in different types of prison and detention centers in Ankara, İstanbul, İzmir, Antalya, Trabzon, İzmir and Antalya. To ensure the validity and reliability of the scales, surveys were conducted to 50 people from Erzurum closed prison and detention center. Results obtained from Erzurum were also subjected to verifiable tests. After the final approval of Ministry of Justice, all surveys have been conducted to 3.026 participants between 12.05.2014 –30.08. 2014. As a result of the research, it has been proved that the participants leadership perceptions have shown differences on job satisfaction, organizational commitment and intention to leave as per their individual characteristics vary. It was also approved that the participants leadership perceptions have affects on their job satisfaction, organizational commitment and intention to leave. It was found that there is a meaningful relation between the organizational commitment and the job satisfaction of the participantslike as the relation between the organizational commitment and their intention to leav

Effects Of The Leadership Approaches Of Managers On The Organisational Commitment, Intention To Leave And Job Satisfaction: Research On Turkish Prisons And Detention Houses

Bu araştırma, farklı ceza infaz kurumu tiplerinde birinci müdür, ikinci müdür, idare memuru, infaz koruma baş memuru ve infaz koruma memuru pozisyonlarında görev yapan kişilerin örgütsel bağlılık, işten ayrılma niyeti ve iş tatmini düzeylerinin belirlenerek ilgili değişkenlerle yöneticilerin liderlik tarzları arasındaki ilişkiyi ortaya koymaya yöneliktir. Araştırmanın evrenini, Ankara, İstanbul, İzmir, Antalya, Trabzon, İzmir ve Antalya illerinde görev yapan ve yukarıda adı geçen unvan sahibi ceza infaz kurumu çalışanları oluşturmaktadır. Ölçeğin geçerlilik ve güvenilirliğini test edebilmek amacıyla oluşturulan anket formları öncelikle Erzurumzdaki kapalı ceza infaz kurumunda çalışan 50 kişiye uygulanmış ve elde edilen veriler üzerinden doğrulayıcı testler yapılmıştır. Adalet Bakanlığıznın da nihai onayı ile sonrasında anketler belirlenen 6 ilde 12.05.2014 30.08.2014 tarihleri arasında 3.026 kişiye uygulanmıştır. Elde edilen veriler SPSS programına aktarılarak, frekans, yüzde analizi, t-testi, korelasyon (r istatistiği), tukey (çoklu karşılaştırma), KMO örneklem yeterlilik ve Bartlett Küresellik testleri yapılmıştır. Araştırma sonucunda; araştırmaya katılanların liderlik algılarının, iş tatmin düzeylerinin, örgütsel bağlılıklarının ve işten ayrılma niyetlerinin bireysel özelliklere göre farklılık gösterdiği doğrulanmıştır. Ayrıca yine araştırmaya katılanların liderlik algıları iş tatmin düzeyleri, örgütsel bağlılıkları ve işten ayrılma niyetleri üzerinde etkili olduğu önermeler teyit edilmiştir. Son olarak, araştırmaya katılanların örgütsel bağlılıkları ile iş tatmin düzeyleri arasında ve yine örgütsel bağlılıkları ve işten ayrılma niyetleri arasında bir ilişki olduğu ortaya çıkmıştır.This research was conducted to express the relationship between the leadership styles on the organizational commitment, job satisfaction, intention to leave of the first grade managers, second grade managers, admin officers, chief prison officers and prison officers who work in different types of prison and detention centers in Ankara, İstanbul, İzmir, Antalya, Trabzon, İzmir and Antalya. To ensure the validity and reliability of the scales used, surveys were conducted to 50 people from Erzurum closed prison and detention center. Results obtained from Erzurum were also subjected to verifiable tests. After the final approval of Ministry of Justice, all surveys have been conducted to 3.026 participants between 12.05.2014 30.08. 2014. Accordingly all results were transferred to SPSS programme and frequency, percentage analysis, t-test, correlation analysis (r statistics), tukey (multiple comparison), KMO sampling adequacy, and Bartlett sphericity tests were conducted. As a result of the research, it has been proved that the participants leadership perceptions have shown differences on job satisfaction, organizational commitment and intention to leave as per their individual characteristics vary. Besides, it was also approved that the participants leadership perceptions have affects on their job satisfaction, organizational commitment and intention to leave. Lastly, it was found that there is a meaningful relation between the organizational commitment and the job satisfaction of the participantslike as the relation between the organizational commitment and their intention to leave

From Heuristic to Mathematical Modeling of Drugs Dissolution Profiles: Application of Artificial Neural Networks and Genetic Programming

The purpose of this work was to develop a mathematical model of the drug dissolution (Q) from the solid lipid extrudates based on the empirical approach. Artificial neural networks (ANNs) and genetic programming (GP) tools were used. Sensitivity analysis of ANNs provided reduction of the original input vector. GP allowed creation of the mathematical equation in two major approaches: (1) direct modeling of Q versus extrudate diameter (d) and the time variable (t) and (2) indirect modeling through Weibull equation. ANNs provided also information about minimum achievable generalization error and the way to enhance the original dataset used for adjustment of the equations’ parameters. Two inputs were found important for the drug dissolution: d and t. The extrudates length (L) was found not important. Both GP modeling approaches allowed creation of relatively simple equations with their predictive performance comparable to the ANNs (root mean squared error (RMSE) from 2.19 to 2.33). The direct mode of GP modeling of Q versus d and t resulted in the most robust model. The idea of how to combine ANNs and GP in order to escape ANNs’ black-box drawback without losing their superior predictive performance was demonstrated. Open Source software was used to deliver the state-of-the-art models and modeling strategies