The Effect of Organizational Limitations to the Decision-Making Process in the Context of Crew Resource Management: The Factors Leading Pilots to Make Bad Decisions and an Implementation

The decision-making process has always been the focus of researches in many fields. In this context, the bad decisions pilots make before, during or after the flight are of great importance when considered from the perspective of human factor in aviation industry. This study investigates how organizational limitations effect the decision-making processes of pilots by using data obtained through surveying 222 pilots working in public and private sector in Turkey. The evaluation of data was conducted by correlation and regression analyses. The findings show that bad decisions within the process of decision-making are effected by performance limitations, CRM limitations, management limitations and that CRM is the most important factor in the declaration of bad decisions. Keywords: Organizational limitations, decision-making, pilot, aviatio

The effect of human resource management process on performance: Mediator effect of organizational learning and an implementation

Bu çalışma algılanan performans üzerinde etkili olabileceği değerlendirilen insan kaynakları yönetim süreçlerinin ve örgütsel öğrenmenin etkilerini ve örgütsel öğrenmenin, insan kaynakları yönetim süreçlerinin algılanan performansa etkisindeki aracılık etkisini incelemektedir. Araştırma kapsamında bilgi teknolojileri ve iletişim sektöründen olmak üzere, 18 farklı işletmede çalışan, 220 kişiden toplanan veriler hiyerarşik regresyon analizine tabi tutulmuştur. Araştırma sonuçları insan kaynakları yönetim süreçlerinin algılanan performans üzerinde etkisi bulunduğunu, ayrıca örgütsel öğrenmenin insan kaynakları yönetim süreçlerinin algılanan performansa etkisinde aracılık etkisinin mevcut olduğunu göstermektedir.This study aims to reveal the effect of human resource management practices and organizational learning on perceived performance, an also mediational effect of organizational learning on the relationship between human resource management practices and perceived performance. The data was gathered from 18 different enterprises, 220 employees that are working in information technology and communication sector. The data was analyzed by using hierarchical regression analysis. The results show that there is an effect of both human resource management practices and organizational learning on the perceived performance. Besides, organizational learning has a mediational effect on the relationship between human resource management practices and perceived performance

THE RELATIONSHIP BETWEEN TRUST, TURNOVER INTENTIONS AND EMOTIONS: AN APPLICATION

Managerial leaders and directors are required to succeed the method of “sense” and “emotion” very well, to achieve organizational aims (Lee, 2002). Organizations need to manage all the emotions and feelings and concepts that affect persons health and performance (Gross, 1999). Business life dealing with this issue has increased in seriousness because, the effect of emotions in decision making cleared with academic studies. There is a need to find the path to the correct leadership of emotions. Emotions in the organization help to identify thoughts about the presence and desire to work (Jackson, 2006). The main purpose of this study, which should be considered a descriptive survey in the general sense, is to investigate the relationship between emotional expressions, trust and turnover intentions. Two different surveys were used in order to measure and assess the emotions expressions, trust and turnover intentions. The survey conducted on 200 employees of the public sector institution. Data, obtained from questionnaires analyzed through the SPSS statistical packaged software. We found that especially trust factors (Trust in management, co-worker trust and trust to manager) had a significant effect on “satisfaction” factor of turnover intentions. In addition, we found that “Co-worker trust” had a negative and significant effect on “Seek for job” factor of turnover intentions

Expanding the boundaries of compulsory citizenship behavior: Its impact on some organizational outputs

Researches have mainly been focused on Organizational Citizenship Behavior (OCB) positive effects to organizations. On the other hand, Compulsory Citizenship Behavior (CCB) is a rather new subject in both national and international literature. Transformation of organizational citizenship behaviors, which are expected to have positive effects on the organizational success into CCB due to various administrative and social pressures, brings about numerous negative consequences for employees and the organization. But the quantity of studies conducted on this subject is very limited for the time being. In this framework, the main aim of this study is to contribute to literature by analyzing the dynamics of CCB in a different culture and different line of business. In this study, relations between CCB and some positive and negative organizational attitudes and behaviors are examined. 635 people working in various accommodation businesses have participated in this research. Findings have shown that CCB is positively correlated with negative organizational consequences; and negatively correlated with positive organizational attitudes and behaviors. According to this, manager/supervisor related CCBs increase employees’ intentions to quit work, their level of burnout, job stress, social loafing behaviors, and conflict with their colleagues; and decrease their innovative behaviors, identification with the organization, and individual oriented OCBs

İnsan Kaynakları Yönetim Süreçlerinin Performansa Etkisi: Örgütsel Öğrenmenin Aracılık Rolü ve Bir Uygulama

This study aims to reveal the effect of human resource management practices and organizational learning on perceived performance, an also mediational effect of organizational learning on the relationship between human resource management practices and perceived performance. The data was gathered from 18 different enterprises, 220 employees that are working in information technology and communication sector. The data was analyzed by using hierarchical regression analysis. The results show that there is an effect of both human resource management practices and organizational learning on the perceived performance. Besides, organizational learning has a mediational effect on the relationship between human resource management practices and perceived performance.Bu çalışma algılanan performans üzerinde etkili olabileceği değerlendirilen insan kaynakları yönetim süreçlerinin ve örgütsel öğrenmenin etkilerini ve örgütsel öğrenmenin, insan kaynakları yönetim süreçlerinin algılanan performansa etkisindeki aracılık etkisini incelemektedir. Araştırma kapsamında bilgi teknolojileri ve iletişim sektöründen olmak üzere, 18 farklı işletmede çalışan, 220 kişiden toplanan veriler hiyerarşik regresyon analizine tabi tutulmuştur. Araştırma sonuçları insan kaynakları yönetim süreçlerinin algılanan performans üzerinde etkisi bulunduğunu, ayrıca örgütsel öğrenmenin insan kaynakları yönetim süreçlerinin algılanan performansa etkisinde aracılık etkisinin mevcut olduğunu göstermektedir

İnsan Kaynakları Yönetim Süreçlerinin Performansa Etkisi: Örgütsel Öğrenmenin Aracılık Rolü ve Bir Uygulama

This study aims to reveal the effect of human resource management practices and organizational learning on perceived performance, an also mediational effect of organizational learning on the relationship between human resource management practices and perceived performance. The data was gathered from 18 different enterprises, 220 employees that are working in information technology and communication sector. The data was analyzed by using hierarchical regression analysis. The results show that there is an effect of both human resource management practices and organizational learning on the perceived performance. Besides, organizational learning has a mediational effect on the relationship between human resource management practices and perceived performance.Bu çalışma algılanan performans üzerinde etkili olabileceği değerlendirilen insan kaynakları yönetim süreçlerinin ve örgütsel öğrenmenin etkilerini ve örgütsel öğrenmenin, insan kaynakları yönetim süreçlerinin algılanan performansa etkisindeki aracılık etkisini incelemektedir. Araştırma kapsamında bilgi teknolojileri ve iletişim sektöründen olmak üzere, 18 farklı işletmede çalışan, 220 kişiden toplanan veriler hiyerarşik regresyon analizine tabi tutulmuştur. Araştırma sonuçları insan kaynakları yönetim süreçlerinin algılanan performans üzerinde etkisi bulunduğunu, ayrıca örgütsel öğrenmenin insan kaynakları yönetim süreçlerinin algılanan performansa etkisinde aracılık etkisinin mevcut olduğunu göstermektedir

Validation of breast cancer nomograms for predicting the non-sentinel lymph node metastases after a positive sentinel lymph node biopsy in a multi-center study (vol 36, pg 30, 2010)

Objective: In the study, our aim was to evaluate the predictability of four different nomograms on non-sentinel lymph node metastases (NSLNM) in breast cancer (BC) patients with positive sentinel lymph node (SLN) biopsy in a multi-center study. Methods: We identified 607 patients who had a positive SLN biopsy and completion axillary lymph node dissection (CALND) at seven different BC treatment centers in Turkey. The BC nomograms developed by the Memorial Sloan Kettering Cancer Center (MSKCC), Tenon Hospital, Cambridge University, and Stanford University were used to calculate the probability of NSLNM. Area under (AUC) Receiver Operating Characteristics Curve (ROC) was calculated for each nomogram and values greater than 0.70 were accepted as demonstrating good discrimination. Results: Two hundred and eighty-seven patients (287) of 607 patients (47.2%) had a positive axillary NSLNM. The AUC values were 0.705, 0.711, 0.730, and 0.582 for the MSKCC, Cambridge, Stanford, and Tenon models, respectively. On the multivariate analysis; overall metastasis size (OMS), lymphovascular invasion (LVI), and proportion of positive SLN to total SLN were found statistically significant. We created a formula to predict the NSLNM in our patient population and the AUC value of this formula was 0.8023. Conclusions: The MSKCC, Cambridge, and Stanford nomograms were good discriminators of NSLNM in SLN positive BC patients in this study. A newly created formula in this Study needs to be validated in prospective studies in different patient populations. A nomogram to predict NSLNM in patients with positive SLN biopsy developed at one institution should be used with caution