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The purpose of this paper is to explore the mechanism through which perceived empowerment practices in a firm influence employees’ organizational identification. Specifically, the authors posit the mediating role of leader‒member exchange (LMX) and the moderating role of leader trustworthiness in the relationship.

Data were collected through survey from 236 white-collar employees working in 20 private companies in Turkey. The authors tested the model using hierarchical regression and conditional process analysis.

Findings of this study are as follows: first, LMX mediates the relationship between empowerment practices and organizational identification, second, leader integrity, a dimension of trustworthiness, moderates the relationship between empowerment practices and LMX and the relationship between LMX and organizational identification and, third, leader integrity moderates the indirect effect of empowerment practices on organizational identification via LMX. These direct and indirect effects are stronger when leaders have higher integrity than when they have lower integrity.

This study enhances the understanding of the mechanism through which empowerment practices influence employees’ organizational identification.

This paper presents part of the results of ongoing integrated and interdisciplinary studies conducted at a vulnerable coastal lagoon system with the aim of protecting it from further anthropogenic pollution. The target area is in southwestern Turkey, consisting of a lake that joins the Mediterranean Sea via a lagoon channel system. Land resources in the watershed are identified, including all the elements of the physical environment that influence potential land‐use, and are illustrated by the application of geographical information systems through mapping and visualization of various thematic layers of land. This study will enlighten those working on lagoon watersheds aiming at conservation of natural resources since it states the results of the studies conducted so far through various disciplines, and presents how data are utilized by the groups in an integrated manner. Based on the available data, pre‐modelling studies on hydrodynamic modelling and on water quality modelling are also referred. Identification of a watershed depends on gathering satisfactory data, which will further be used to establish sustainable development and management plans, apart from utilizing the obtained data for watershed and hydrodynamic modelling approaches and to better understand such complex systems.

The contemporary career development models argued more for self-management of careers, yet few researchers emphasized importance of organizational career management. The purpose of this paper is to check association between perceived organizational career management practices, trust in management and turnover intentions.

In this study, authors proposed a model based on social exchange theory. Data for this study were collected from 405 IT professionals employed in India. The proposed model was tested using structural equation modelling.

Results showed significant direct and indirect negative effect of perceived informal organizational career management on turnover intention. In case of perceived formal organizational career management only indirect effect was significant. Trust in management mediated relationship between both types of organizational career management and turnover intentions.

First, this study delineated effect of formal and informal perceived organizational career management practices on turnover intentions. Second, this study introduced trust in management as mediator to explain relationship between organizational career management practice and outcome.

The purpose of this paper is to explore the influencing mechanism of coaching leadership (CL) on employee voice behavior (VB) based on cognitive-affective system theory of personality (CAPS). Specifically, the study intends to build a model of psychological security (PS) and openness to change (OC) that mediate the relationship between CL and employee VB at an individual-level and group-level from cognitive-affective dual perspective.

CL, employee VB, PS and OC were assessed in an empirical study based on a supervisor–subordinate dyads sample of 287 employees and 72 team leaders from enterprises in Southern China.

From CAPS theory perspective, the authors found that CL promotes employee VB and that PS and OC mediate the relationship between CL and VB.

Results underscore the importance of encouraging managers to engage in CL behaviors, which are conductive to enhancing employee PS and OC thereby improving employee VB. These results also highlight the significance of managerial attention to a secure voice atmosphere and the improvement of employees’ affective commitment to organizational change.

The research findings provide a significant contribution to the literature in that it shows PS and OC as crucial dual mediating mechanism through which CL influences VB. Moreover, this paper is one of the few studies answering the call to examine the effect of leadership at multiple levels.

The purpose of the research activity is to identify the best configuration of piezoelectric (PZT) elements for a typical condition of wing aeroelastic instability. The attention is mainly focused on the flutter behavior of the structure. However, the model can be extended with low-impact adjustments to other loading conditions.

The dynamic system consists of a thin-walled beam, whose longitudinal faces are perfectly bonded by two PZT layers and it is excited by the aerodynamic forces to assume a simple harmonic oscillation motion. The equations of motion are obtained using an energy approach by applying the extended Hamilton principle in conjunction with the Ritz method for modal approximation. The external forces acting on the system are modeled according to the Theodorsen derivation.

The flutter speed and the power generated from flutter oscillations can be increased by acting on the length of the PZT elements. The results show that the model with the beam substrate totally covered by the PZT in its longitudinal direction is more effective for low electrical resistance, whereas for high resistance values, the beam substrate that is partially covered provides the best results. Furthermore, both flutter postponement and energy harvesting functions can be maximized by properly choosing the beam stiffness ratio.

Depending on the parameter we want to maximize, that is, the flutter speed or the energy harvested, it is possible to identify the best system configuration from the analysis presented in this paper.

The originality of the work appears in the sensitivity study performed on a three-dimensional piezo-aeroelastic fluttering wing, whose optimal behavior in terms of flutter postponement and power generation is analyzed using two distinct parameters, the beam stiffness ratio and the PZT length.

In this chapter, the authors will examine turnover in Turkey. In the first section, the authors will briefly describe the legal, institutional, and cultural context with a particular emphasis on their implications for employment conditions and turnover in Turkey. In the second section, the authors will review the academic literature on turnover that originated from Turkey. The authors divide the reviewed studies into two groups: generalizability studies, which are primarily replications of the mainstream literature with no focus on any specific characteristics of Turkey, and contextual studies, which emphasized the role of the economic, legal, or cultural background in formulating or interpreting their research. In the final section, the authors will discuss the findings of the review vis-á-vis the mainstream literature as well as practical implications and conclude with potential future research directions in the Turkish context.

This study proposes and tests a conceptual model hypothesizing that perceived high-involvement human resource practices (HIHRPs) influence organizational members’ positive word-of-mouth (PWOM) intentions, via the mediating mechanisms of perceived organizational support (POS) and positive affect (PA).

Questionnaire data were collected from 194 working individuals and were analyzed by using structural equation modeling and the SPSS PROCESS macro.

The findings of this study are as follows: perceived HIHRPs had a significant positive influence on organizational members’ POS and PA; POS and PA were each significantly and positively related to PWOM intentions; the relation between HIHRPs and PWOM intentions was significantly mediated by POS and significantly mediated by PA; when included in one model, POS and PA together fully mediated the relationship between HIHRPs and PWOM intentions.

This study is one of the first to develop and empirically test a model identifying the HR determinants of personnel’s PWOM intentions, an area overlooked within the human resource management and organizational behavior literature. The study is also the first to examine the mediating effects of POS and PA on the relationship between HIHRPs and PWOM intentions.

The purpose of this paper is to develop a Vortex-In-Cell (VIC) method with the semi-Lagrangian scheme and apply it to the high-Re lid-driven cavity flow.

The VIC method is developed for simulating high Reynolds number incompressible flow. A semi-Lagrangian scheme is incorporated in the convection term to produce unconditional stability, which gets rid of the constraint of the convection Courant-Friedrichs-Lewy (CFL) condition; the adaptive time step is used to maintain the numerical stability of the diffusion term; and the velocity boundary condition is readily converted to the vorticity formulation to suit discontinuous boundary treatment. The VIC simulation results are compared with those produced by other gird methods reported in open literature studies.

The lid-driven cavity flow is simulated from Re = 100 to 100,000. Similar vortex birth mechanisms are exhibited though, but distinct flow characteristics are revealed. At Re = 100 to 7,500, the cavity flow is confirmed steady. At Re = 10,000, 15,000 and 20,000, the cavity flow is periodical with a primary vortex held spatially at the center. In particular, at Re = 100,000 highly turbulent characteristics is first revealed and an analogous primary vortex is formed but in motion rather than stationary, which is caused by the considerable flow separation at all the boundaries.

In the lid-driven cavity, the flow becomes extremely complex and highly turbulent at Re = 100,000, and the analogous primary vortex structure is observed. Boundary layer separation is observed at all walls, producing small vortices and causing the displacement of the analogous primary vortex. Such a finding original and has not yet been reported by other investigators. It may provide a basis for conducting in-depth studies of the lid-driven cavity flow.

Given the importance of the extent to which supervisors and their subordinates agree in their assessment of supervisors’ leadership, the purpose of this paper is to investigate the possible relationship between self-other agreement on supervisors’ transformational leadership and subordinates’ perceptions of supervisors’ in-role and extra-role performance, through the mediating role of leader-member exchange.

Self-other agreement was conceptualized as the degree of congruence between supervisors’ self-assessment and subordinates’ assessment of supervisors’ transformational leadership. Data were collected from 36 supervisors and 189 of their subordinates. Cross-level polynomial regressions and surface response analysis were used to analyze the hypothesized relationships.

Statistical analyses revealed that self-other agreement on idealized influence and individual support are positively associated with subordinates’ perception of leader-member exchange, and in turn leader member fully mediates the relationship between self-other agreement and subordinates’ perceptions regarding their supervisors’ performance. Results from polynomial analyses indicate that subordinates’ ratings of leader-member exchange would be highest for underestimator, second for in-agreement/good supervisors, third for in-agreement/poor and lowest for overestimator supervisors both for the idealized influence and individual support.

This is one of the pioneer studies investigating the potential relationship between self-other agreement on supervisors’ transformational leadership and the subordinates’ perceptions on their supervisors’ performance through social exchange. Since researchers have paid scant attention to intervening mechanisms, this study aims to extend previous research in the literature by investigating those associations through the mediating effect of leader-member exchange.