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The lack of a definite standard for determining the sample size in qualitative research leaves the research process to the initiative of the researcher, and this situation overshadows the scientificity of the research. The primary purpose of this research is to propose a model by questioning the problem of determining the sample size, which is one of the essential issues in qualitative research. The fuzzy logic model is proposed to determine the sample size in qualitative research.

Considering the structure of the problem in the present study, the proposed fuzzy logic model will benefit and contribute to the literature and practical applications. In this context, ten variables, namely scope of research, data quality, participant genuineness, duration of the interview, number of interviews, homogeneity, information strength, drilling ability, triangulation and research design, are used as inputs. A total of 20 different scenarios were created to demonstrate the applicability of the model proposed in the research and how the model works.

The authors reflected the results of each scenario in the table and showed the values for the sample size in qualitative studies in Table 4. The research results show that the proposed model's results are of a quality that will support the literature. The research findings show that it is possible to develop a model using the laws of fuzzy logic to determine the sample size in qualitative research.

The model developed in this research can contribute to the literature, and in any case, it can be argued that determining the sample volume is a much more effective and functional model than leaving it to the initiative of the researcher.

Assessing the performance and stability of financial institutions is crucial for investors, regulators and stakeholders. The primary purpose of this study was to examine the economic resilience and sustainability performance of banks operating in Türkiye through their capital adequacy, asset quality, management quality, earnings, liquidity, and sensitivity to market risk (CAMELS) and environmental, social and governance (ESG) scores. The research examined whether there was a significant relationship between the CAMELS and ESG scores of the banks in the sample and how they affected each other.

This study analyzed the relationship between the CAMELS and ESG scores of five public and private banks operating in Türkiye. The study used statistical techniques such as correlation, regression and descriptive statistics to analyze the relationship between the CAMELS and the ESG score clusters. The data in the research cover the period 2008–2022 and were obtained from open sources disclosed to the public by the banks.

The study found a statistically significant relationship between the financial institutions’ CAMELS and ESG scores. Banks with higher CAMELS scores had a better ESG performance; however, this relationship was not linear. Regression analysis allowed for the identification of factors that had a significant impact on ESG scores within the CAMELS framework. No effect was detected on earnings (E), one of the CAMELS elements in the “economic, environmental, and governance elements” section of the banks' ESG scores. Management quality (M) positively affected only governance (G). Additionally, it was determined that the banks’ environmental performance (ENV) positively affected their CAMELS score.

The positive relationship between the CAMELS and ESG dimensions shows that financial sustainability is essential. The findings are expected to enrich the understanding of financial institutions’ resilience in the context of Türkiye, which constitutes the research sample. In addition, the inferences that can be made from this Turkish sample are essential for informing investment decisions, regulatory frameworks and broader stakeholder engagement in similar markets.

Although a significant and positive relationship was established between ESG and CAMELS scores, a substantial and positive relationship only sometimes emerged when the sub-elements of the variables in question were examined. Investing in environmental initiatives helps companies build sustainable business models for the long term, paving the way for future profits and improved capital adequacy and liquidity. However, new regulations and practices related to environmental activities may introduce additional costs, necessitating changes to existing business processes.

This study provides important information regarding the interaction in financial institutions between financial stability assessed by CAMELS scores and sustainability performance measured by ESG scores. The findings show that institutions with robust economic fundamentals demonstrate better ESG performance. This indicates that there is a positive relationship between financial stability and responsible business practices. This information will help investors, regulators and stakeholders to make informed decisions about financial institutions, decisions that focus on sustainability. The results also suggest that it is necessary to use dynamic models and analytical tools to address the link between CAMELS and ESG.

This study investigates the correlation between economic development and scientific knowledge production indicators in the BRICS countries from 2000 to 2020, highlighting the importance of human resources, natural resources, and innovation. Addressing a gap in the existing literature, this study aims to contribute significantly to understanding this relationship.

Employing a descriptive statistical approach, this study utilizes GDP and per capita income as economic indicators and scientific data from WoS and SCOPUS databases, focusing on scientific document production and citations per document.

The analysis reveals a strong correlation between economic development and scientific performance within the BRICS nations during the specified period. It emphasizes the interdependence of economic progress and scientific prowess, underscoring that they cannot be considered independently.

However, limitations exist, notably the reliance on specific databases that might not cover the entire scientific output and the inability to capture all factors influencing economic and scientific development.

Understanding this interdependence has crucial originality. Policymakers and stakeholders in BRICS countries can leverage these insights to prioritize investments in human capital development and scientific research. This approach can foster sustainable economic growth by reducing reliance on natural resources.

There has been a rapid generational change in the business world in Turkey recently, and X generation managers are rapidly leaving their place to Y generation managers. In countries with relatively young populations such as Turkey, management in family businesses passes into the hands of Generation Y. This study aims to examine the moderator role of the difference between old and new generation Y in the effect of self-efficacy perceptions on decision-making strategies.

This research, which was designed according to the quantitative research method, was designed according to the cross-sectional survey model, one of the general survey models. The research data were collected from a sample of 441 family business managers determined according to the simple random sampling technique. The data were analyzed and interpreted with various statistical techniques. Data analysis was done with AMOS. 20 and International Business Machines statistical package for the social sciences 22 data analysis programs.

According to the analysis findings, there is a significant relationship between the participants’ self-efficacy perceptions and decision-making strategies. Research findings old and new generation Y managers have different decision strategies. The research results showed that the dominant self-efficacy perceptions of the Y generation affect their decision-making strategies.

This research only examines whether the old and new generation Y perceptions have a moderator function in the relationship between the participants’ self-efficacy perceptions and decision-making strategies. The research is quantitative research limited to family businesses. The results can be compared by repeating the research with other variables and in different samples, for example, by researching in public institutions. In addition, the way of reflecting the differences in perception to the management can be subjected to deeper analysis with mixed studies.

One of the important reasons for the difference in people’s approaches to events is their personality structure. Generational differences, which have been discussed primarily in recent years, make themselves felt in working life. The new working models arising from the different perspectives of the Y generation differ from the traditional business models. Today, in traditional business models, the manager profile is usually the X generation. However, the process is moving toward gaining essential positions in the management levels of the new Y generation. They put traditional managers in a difficult situation with their impatient behavior and desire to climb the career ladder quickly.

In the studies conducted on the Y generation, it is understood that they do not favor the classical management approach based on the command-command relationship. The sense of loyalty of the Y generation is low compared to other generations and their organizational commitment levels are weak. There are determinations that they attach importance to flexible working style and want to do business using digital technologies. They are highly motivated in setting vision and participating in strategic decisions in organizations. These features differ significantly from the X-generation managers who adopt the traditional management approach.

Both emotional and cognitive characteristics influence decision-making behavior. The generation gap which shows common personality structures in a certain period is an important predictor of decision-making strategy. Research results and related studies significantly affect the decision strategies of the generation gap. No research has been found comparing the old and new Y generations. In this respect, it is thought that the research will contribute to theory, practice and method.

The purpose of this study is to determine the relationship between five-factor personality traits and workplace spirituality.

The research design of the study is prediction design, one of the quantitative research designs. The participants included 408 people working in a public university in Turkey as an academic or administrative staff. Five-factor personality traits and workplace spirituality scales were used to collect data.

Extraversion and conscientiousness have a positive effect on workplace spirituality. Openness, agreeableness and neuroticism have no significant effect on workplace spirituality.

This study is limited to the relationship between “five-factor personality traits” and “workplace spirituality”. As the participants of the study were chosen among those who voluntarily agreed to participate in the study, the generalizability of the results is limited. The results are limited to explaining the questions such as “what”, “how much” and “who”.

The conclusions of the study are important in terms of showing the managers that everyone cannot be motivated and satisfied by the same motivators and therefore her or his perception of workplace spirituality will not be the same. Managers can improve organizational efficiency and effectiveness by raising employees’ workplace spirituality. It shows that employees attach importance to workplace spirituality, especially since Turkish culture has a conservative structure. In this way, motivation and job satisfaction of employees will increase and negative behaviors in the organization will decrease.

It can be argued that this study makes a significant theoretical contribution to research on the effect of workplace spirituality on the employee.

The purpose of this study is to evaluate the effects of COVID-19 on the Turkish manufacturing sector by using analytical hierarchy process (AHP) and Technique for Order Preference by Similarity to Ideal Solution (TOPSIS) methods on a sectoral basis. In this way, the sectors that had the highest negative effects of COVID-19 will be determined. Thanks to the findings to be obtained as a result of this study, it will be possible for decision-makers to develop strategies that may differ on a sectoral basis at the point of combating the pandemic.

The negative effects of COVID-19 were revealed by a large literature search. The importance levels of the factors determined within the scope of finance, supply, production and workforce were determined by the AHP method. Then, the TOPSIS method was used to determine which sectors were more affected by the COVID-19 pandemic, based on these factors.

The findings of this study obtained reveal that the most important negative effect of COVID-19 was on businesses in terms of reduced sales caused by domestic sales and export. Again, the findings show that the sector most affected by COVID-19 is automotive, which shows that the least affected sector is the pharmaceutical and medical equipment sector.

Primary data was used to determine the criteria weight. Therefore, there is a possibility that the answers are not objectively evaluated. The findings are limited to the criteria that was used, the views of the professionals and AHP-TOPSIS methods. Studies that use more criteria and different decision-making methods can have different results.

The manufacturing sector is at the forefront of the sectors affected by the global bottleneck caused by COVID-19. In this study, the effects of the COVID-19 pandemic on the Turkish manufacturing sector are discussed on a sectoral basis. Studies in the literature have revealed that the effects of pandemics such as COVID-19 vary between sectors. For this reason, it is important to evaluate the effects of COVID-19 from a sectoral perspective. Thanks to this study, it is thought that it will be possible to take measures that may differ between sectors to combat the negative effects of COVID-19.

This study aims to examine the direct and indirect relationships between Personality Traits (PTs) and Conflict Management Styles (CMSs) through Job Performance (JP) in Pakistan.

This is a quantitative study that employed a survey questionnaire to collect cross-sectional data from academic leaders of Pakistan's Higher Education Institutes (HEIs). The researchers derived this study's findings from 320 useable responses.

The authors used a Structural Equation Model (SEM) which shows a positive and significant effect of agreeableness on Integrating Styles (IS), Avoiding Styles (AS), Obliging Styles (OS), Compromising Styles (CS) and Dominating Styles (DS). Extraversion has a positive and significant effect on IS, OS, DS and CS. Emotional Stability (ES) is the positive and significant predictor of IS, AS, OS and CS. The conscientiousness trait has a positive and significant effect in predicting IS, OS, DS, CS and AS. Likewise, openness has a positive and significant effect on IS, OS, DS and CS. On the other hand, extraversion and openness have a negative and insignificant effect on AS. Finally, amongst HEIs' academic leaders ES is the negative and insignificant predictor of DS.

This study's findings offer additional insights into understanding the direct and indirect connections between PTs and CMSs through JP. These support the development of effective policies and organizational arrangements to resolve and manage conflict and employee behaviours. Finally, through another contribution of empirical evidence, these findings further enrich the worth of the literature.

This study’s findings provide both, directly and indirectly, the original contributions of Pakistan’s HEIs’ academic leaders PTs and CMSs.

Current dynamic and turbulent business environment calls for adopting newer strategies so that organizations can create a niche for itself in the market, mass customization (MC) being one of them. The purpose of this paper is to identify the critical enablers necessary to realize the objectives of MC, study the relationship among them and prioritize them in order of their importance so that a clear roadmap can be easily prepared for successful implementation of MC.

A portfolio of enablers of MC has been elicited from a thorough review of literature and experts’ opinion. Then, contextually relevant relations are chosen for each pair. In addition, a hierarchy-based structural model is developed by using Interpretive Structural Modelling (ISM) technique.

The findings classify the enablers into different groups according to their driving and dependence power. The findings show the enablers of strategic importance that need focused attention. This paper develops a structural model including hierarchy of enablers that forms a basis for the firms considering transition to MC.

This paper allows the firms to differentiate the dependent and independent variables and their mutual relationships, also by identifying and establishing the connection and relationships among the enabling practices; firms can better prioritize the resources and implementation effort to successfully provide each customer exactly they want.

This paper happens to be one of the first of its kind in the area of mass customization research that presents a contextual model having a hierarchy of enablers.

This research explores human factors practices in the context of Industry 4.0, Industry 5.0 and the multigenerational workforce, promoting the evolution of Human Capital 4.0. With the emergence of generations Y and Z, organizations are more volatile, heightening the risk of tacit knowledge loss. Conditions conducive to retaining employees must be created, particularly by prioritizing engagement initiatives.

Addressing these imperatives required the adoption of a comprehensive mixed-methods methodology, which integrated a systematic literature review, a qualitative thematic analysis of 30 interviews conducted with employees from three multinational organizations and a quantitative statistical analysis of a questionnaire gathering 560 responses.

The study identifies essential practices for enhancing employee well-being, considering blue and white collars, using the PERMA model. It recommends adopting corporate social responsibility (CSR) initiatives and flexible work arrangements to improve positive emotion. Engagement is strengthened by aligning roles with employee strengths, offering ongoing learning opportunities and incorporating gamification. Strong Relationships are fostered through coaching, mentoring and participatory decision-making. Meaning in work is supported by encouraging a protean career attitude and integrating CSR activities to align personal and professional values. Accomplishment is achieved through lean management principles and recognition programs that facilitate goal achievement and employee appreciation.

This is the first multigenerational study to include Gen Z, both blue- and white-collar workers and the PERMA model, offering a set of practices designed to improve Human Capital 4.0 retention. These practices target adaptation to both the digital paradigm and the multigenerational environment as well as addressing the phenomena of the Great Resignation and Quiet Quitting.