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The purpose of this study is to address the challenges of teaching sustainable development to computer engineering students. Part of the problem is that they perceive the topic as irrelevant for their future profession.

To address this challenge, we introduced a project element into a course on sustainable development where the students developed applications for sustainable mobility together with the local public transport authority, an academic institution and a multinational telecom company.

The findings conclude that the course changes improved the overall student satisfaction while succeeding in anchoring sustainable development in a context which the students can relate to. The collaboration was also perceived as fruitful by the external stakeholders who encouraged the students to stay in touch for their bachelor theses and internships.

The theoretical implication is a first attempt in integrating sustainable development education with entrepreneurial experiences, whereas the practical implication is a description of how the integration can be realized.

The contribution is therefore of value for both educational researchers to open novel research opportunities and for teachers to describe new possibilities for sustainable development education.

The contribution describes how entrepreneurial experiences can be used to motivate engineering students in mandatory courses on sustainable development and ethics. The approach is novel in that the approach has not been described earlier in this context.

This paper aims to manage better the conflicts in labor disputes by improving the understanding of mediation dynamics from a game-theoretical perspective.

Signaling game model is adapted to a hypothetical labor dispute based on the legislative regulations on the mandatory mediation system in Turkey.

The paper determines mediation equilibria in which both players get positive payoffs. Analysis of the mediation equilibria helps to improve the understanding about the litigation and mediation dynamics depending on the variables. The variables are clearly separated from each other due to their reverse effects on strategy choices of the parties. Mediation payoff and litigation cost are characterized by their incentive effects on mediation preferences, whereas mediation fee and litigation payoff are characterized by their disincentive effect. While increasing amounts of incentive variables strengthen the mediation tendency of the employee, increasing amounts of disincentive variables reveal the opposite effect. Furthermore, the analysis also indicates that if the litigation payoff is too small to recover litigation costs, accepting the mediation becomes the optimal strategy. This prediction is contrary to that of traditional game-theoretic litigation/settlement models, in which small-claim disputes typically cannot be settled.

The assumption that the mediation fee is not a part of the litigation cost eliminates the disincentive effect of mediation fee and makes it neutral on the strategy choice of employee.

This paper first analyzes the strategic role of mediation in labor disputes by using a signaling game. Despite its mediation focus, the paper also provides practical insights for litigation.

The purpose of this study is to estimate the average cost of treatment and investigate the related parameters of HIV/AIDS among patients based on their annual treatment regime during the 2017 in Izmir.

The average annual direct cost of an HIV patient's treatment was estimated for 2017 at four university hospitals in a retrospective study in Izmir, Turkey. Inclusion criteria included confirmed HIV infection, age = 18 years, visited one of the hospitals at least three times a year and with at least one CD4+ T cell count. The average annual treatment cost per patient was calculated using accounting data for 527 patients from the hospitals' electronic databases.

The mean treatment cost per patient was US$4,381.93. Costs for treatment and care were statistically significantly higher (US$5,970.55) for patients with CD4+ T cell counts of fewer than 200 cells/mm³ than for other patients with CD4+ T cell counts above 200 cells/mm³. The mean treatment cost for patients who were 50 years old or older (US$4,904.24) was statistically significantly higher than for those younger than 50 years (US$4,216.10). The mean treatment cost for female patients (US$4,624.92) was higher than that of male patients ($US4,339.72), although the difference was not statistically significant. The main cost driver was antiretroviral treatment (US$3,852.38 per patient), accounting for almost 88% of all costs. However, the high burden of antiretroviral treatment cost is counterbalanced by relatively low care and hospitalization costs in Turkey.

The paper contributes to the literature by providing average annual treatment cost of an HIV-infected patient in Turkey by using a comprehensive bottom up approach. Moreover, cost drivers of HIV treatment are investigated.

Firstly, leaders are assessed according to a wide variety of criteria. To be an effective leader, one should be aware of these criteria and perform accordingly. Secondly, there is an ongoing debate between scholars on whether leaders are lonely at the top or not. Leaders might feel lonely because of the great responsibility and exhaustion related to the role. Social support from the leader’s network helps to cope with the loneliness. Thirdly, work motivation and job satisfaction have an impact on employee performance. A leader should pay attention to these concepts for higher organizational performance.

In the early 2020s, the world of Turkish football met a new leader: Hakan Karaahmet, the club president who led Giresunspor’s rise to the Turkish Super League. In the summer of 2020, Karaahmet was elected as the president of Giresunspor, which is the most popular football club in Giresun, a small city in Turkey on the Black Sea coast. The club was founded in 1925 and re-formed in 1967 as three other small clubs merged. It played in Turkish Super League (Turkish first league) between 1971 and 1977 and was back in the top flight after a 44-year absence, with the leadership of Karaahmet in the 2020–2021 football season. Even though it was quite a difficult task, the president ensured that the club was not relegated from the super league in the 2021–2022 season. Although Giresunspor made a promising start to the 2022–2023 football season with two wins out of three matches, the team fell behind its rivals regarding squad depth because of financial difficulties. As of 1 February, the consecutive crushing losses pushed the team into the relegation zone. The team, fans and the president were devastated. Karaahmet was faced with the dilemma of resigning from the club or not.

This case study can be taught to undergraduate students.

Teaching notes are available for educators only.

CSS 6: Human resource management.

This study aims to investigate the preferences of 96 educational researchers on the use of digital technologies in scientific research.

The study was designed as a quantitative-dominant sequential explanatory mixed-method research.

Despite the spreading use of advanced technologies of big data and data mining, the most preferred digital technologies were found to be data analysis programs, databases and questionnaires. The primary reasons of using digital technology in scientific research were to collect data easily and quickly, to reduce research costs and to reach a higher number of participants.

The use of digital technologies in scientific research is considered a revolutionary action, which creates innovative opportunities. Through digitalized life, probably for the first time in history, the educational researchers have analytical information, which we can benefit from more than the individual's own statements in research involving human factor. However, there are a few studies that investigated the preferences of educational researchers who use digital technologies in their scientific research.

Drawing on the social exchange theory, the purpose of this paper is to examine the relationship between despotic leadership and employee’s organizational deviance. Specifically, the authors take a relational approach by introducing employee’s organizational identification as the mediator. The moderating role of value congruence in the relationship between despotic leadership and organizational deviance is also considered.

Data were collected from 15 universities in Turkey. The sample included 1,219 randomly chosen faculty members along with their department chairs. Hierarchical multiple regression analysis was conducted to test the proposed model.

The results of this study supported the positive effect of despotic leadership on employee’s organizational deviance as well as the mediating effect of employee’s organizational identification. Moreover, when the level of value congruence is high, the relationship between organizational identification and organizational deviance is strong, whereas the effect is weak when the level of value congruence is low.

The findings of this study suggest that educational administrators in the higher education should be sensitive in treating their subordinates, as it will lead to positive interpersonal relationship, which, in turn, will reduce organizational deviance. Moreover, they should pay more attention to the buffering role of value congruence for those subordinates with high distrust and showing organizational deviance.

This study contributes to the literature on workplace deviance by revealing the relational mechanism between despotic leadership and employee organizational deviance. The paper also offers a practical assistance to employees in the higher education and their leaders interested in building trust, increasing leader-employee relationship and reducing organizational deviance.

The purpose of this study was to expand available knowledge on predictors of male inmate violence by examining a large set of variables offered by the importation, deprivation and threat appraisal and coping theories.

A total of 465 male inmates from five medium-security prisons in Wisconsin completed surveys to report demographics, violence, personality, social stressors and healthy coping behaviors to help manage risk by identifying key factors.

Inmates reported more violence with the “imported” characteristics of younger age, less incarceration, no college experience and personality patterns of impulsiveness, hostility and internal locus of control. More violence was reported by inmates with social stressors experienced from family and correctional staff. Additionally, less violence was reported by inmates with more healthy coping behaviors of exercise and social support, especially from family and other inmates.

One must remain uncertain about whether similar patterns of demographics, personality, social stressors and coping behaviors associated with inmate violence would be found in other US prisons. Future research can determine whether similar predictors of violence are found for women inmates and the consideration of ethnicity should be warranted when examining predictors of inmate violence.

Prison administrators can develop new programs to reduce social stressors and increase healthy coping behaviors found by this study to be significantly associated with reduced violence, exercise and social support from other inmates and family.

This research recommends that educating and training correctional staff for a trauma-informed care approach is an integral part of lessening the effects of “pains of imprisonment” on inmate violence and healing the effects of trauma.

To the best of the authors’ knowledge, this study provides the first direct comparison of social stressors from other inmates, correctional staff or family members outside the prison as possible predictors of male inmate violence.

Information is scarce on healthcare managers' understanding of simulation educators' impact on clinical work. Therefore, the aim of this study was to explore healthcare managers' perceptions of the significance of clinically active simulation educators for the organisation.

Healthcare managers were invited to be interviewed in a semi-structured manner. Inductive thematic analysis was used to identify and analyse patterns of notions describing the managers' perceptions of simulation educators' impact as co-workers on their healthcare organisations.

The identified relevant themes for the healthcare unit were: (1) value for the manager, (2) value for the community and (3) boundaries. Simulation educators were perceived to be valuable gatekeepers of evidence-based knowledge and partners in leadership for educational issues. Their most prominent value for the community was establishing a reflective climate, facilitating open communication and thereby improving the efficacy of teamwork. Local tradition, economy, logistics and staffing of the unit during simulation training were suggested to have possible negative impacts on simulation educators' work.

The findings might have implications for the implementation and support of simulation training programs.

Healthcare managers appreciated both the personal value of simulation educators and the effect of their work for their own unit. Local values were prioritised versus global. Simulation training was valued as an educational tool for continual professional development, although during the interviews, the managers did not indicate the importance of employment of pedagogically competent and experienced staff.

The study provided new insights about how simulation educators as team members affect clinical practice.

Interactivity is a dimension that describes a certain condition in business networks – a propensity to use interaction in business as a major means in development processes. Expectations formed as a collective attitude and knowledge about existing economic conditions and the importance of joint solutions formed through interactions to handle them are an expression of interactivity in the network. This collective condition is important because there are some obstacles confronting the development of substantive interaction. Businesses engage in interaction only when they acknowledge and accept that mutuality is something positive and a necessary condition to achieve some positive outcomes that cannot be achieved in isolation, and that interdependencies can be used in a constructive way. Finally, there must be managers prepared to use resources to build up relationships and to develop joint solutions that will pay in the long run. All relationships require investments. These attitude and knowledge factors, which are aspects of interactivity, are a condition for handling resources and activities to create efficiency and innovativeness.