The Relationship Between Burnout and Emotıonal Labour of The Employees in Hospıtal Sector

Emotions of the employees of especially the sectors like banking, tourism, and health care, in which the interaction with the customers is at utmost importance, are expected by the businesses to be properly managed. While the display of emotions by the employees according to the demands of the organization in respect to the payments made has positive contributions to the businesses, it might affect the employees in a negative way. In this study, the relationship between the emotional labour and burnout displayed by the nurses, the employees of one of the career groups in which high level of interaction with the human beings occur, while working in their organizations. In the study, emotional labour and burnout levels of 136 nurses, serving in a community hospital, have been measured by using “Emotional Labour Scale” which was developed by Çukur (2009), and whose validity and reliability studies have been done in Turkey, with Maslach Burnout Inventory. In the result of the study, it has been determined that there is a correlation between Emotional Labour with its sub-dimensions, and burnout with its sub-dimension

LEADERSHIP TRAINING FOR PEACEBUILDING OPERATIONS

Threats were specified and in mass in the past, and then are transformed to multi-directional, multidimensional, and volatile structure in early 21st century. Hence uncertainty and instability dominate operational area. Today, security is comprehended solely not military but political, economic, lawful, psychological, and technological in a holistic approach. Towards this end, global security environment may be defined with three key words: circulation, complexity, and contingency. Within this context, aim of the mission is to enforce peace and restore stability by proactive measures. However, it seems impossible to have fruitful results in peace building operations by training 21st century people with a mindset of pre-Cold War time. Hence, the study aims at revealing the need for change in curriculum of officers to get deployed in peace building operations. The study, therefore, proposes a unified body taking on nationwide responsibility to manage training operations, and lays out relevant programs and tools to be included in curriculum

THE PARADIGM SHIFT IN EDUCATIONAL MANAGEMENT: AN EVALUATION OF DISTRIBUTED LEARNING AS FUTURE APPROACH

ABSTRACT The purpose of this article is to explore the evolution of the paradigm shift in educational management, to evaluate Distributed Learning (DL) as a future approach, to establish data of the perceptions of DL program members and to guide educational managers in improving DL programs. The current study is based on to build a conceptual framework of a holistic approach to DL programs. To investigate the program members' perceptions of DL, a rating scale questionnair

Effects of Teachers' Organizational Justice Perceptions on Intention to Quit: Mediation Role of Organizational Identification

This research aims to discover the effects of teachers' organizational justice perceptions on intention to quit as well as the mediation role of teachers' organizational identification in this process. Interactions between research variables were measured using structural equation models. The sample used comprised teachers working at primary and secondary public schools in the Cankaya district of Ankara, Turkey. Data were collected through questionnaires completed by 292 teachers who participated voluntarily. Participants were selected according to a random sampling technique. The collected data were analyzed using linear regression and multiple correlation analyses. The findings indicate significant relationships between all research variables. Teachers' procedural, distributive, interpersonal, and informational justice perceptions have a positive predictive effect on organizational identification. Distributive and interpersonal justice perceptions coupled with organizational identification have a negative predictive effect on teachers' intention to quit. Organizational identification fully mediates the predictive effect of distributive justice perception on intention to quit; however, it partially mediates the predictive effect of interpersonal justice perception on intention to quit