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The purpose of this paper is to increase the knowledge and understanding of organizational and supervisory support in the context of employee deviant workplace behavior (DWB) by examining the potential associations of employees’ cultural value orientations. This paper aims to: clarify DWB; review perceived organizational support (POS) and perceived supervisory support (PSS); discuss the meaning of employees’ cultural value orientations (individualism–collectivism, power distance and paternalism); use the fuzzy logic model to analyze relationships between DWB and POS, as well as PSS and employees’ cultural value orientations.

This research applies a fuzzy-set qualitative comparative analysis.

The results show the role of employee perceived organizational and supervisory support and cultural dimension (power distance and paternalism) configurations on employee DWB.

The main originality of this study is to further increase the understanding of organizational and supervisory support in the context of employee DWB by examining the potential associations of employees’ cultural value orientations. This study extends the previous research by providing evidence that organizational and supervisory support influences employees’ DWB.

The purpose of this paper is to increase understanding of the link between various identification foci and performance, and to test whether one’s psychological capital (PsyCap) can explain the influence of collective or relational identification on job performance.

The study sample comprised 235 academicians working in a foundation university from Turkey. The questionnaires were practiced in two different time intervals with using an identifier coding system for avoiding common method bias issues. The authors used structural equation modeling with using AMOS v23.0.

The results showed that PsyCap has positive effects on the job performance and work group identification flourishes employees PsyCap level; there is no evidence of any mediating effect of PsyCap on the relationships between various organizational identification foci and job performance.

This study extends previous research by providing evidence of that rather than the other identification target (organization, work unit, and career) identification with supervisor influenced on job performance.

This study aims to identify and understand the challenges, motivational factors and future needs of female entrepreneurs in Ankara, Turkey.

The study uses the qualitative analysis methodology and uses the qualitative data analysis software, MAXQDA 11. A total of 41 randomly selected female entrepreneurs from the city of Ankara and rural areas of the Ankara region participated in semi-structured in-depth interviews. A total of 284 codes were defined.

Results indicate that female entrepreneurs are mostly intrinsically motivated and are driven by the desire to achieve and to become independent. The socially constructed role of women in Turkey is the primary challenge faced by female entrepreneurs in both urban and rural areas. Moreover, the major future needs identified for female entrepreneurs are support from public institutions and access to managerial consultants.

There are limited number of studies that closely examine the characteristics of female entrepreneurship activity and their challenges/motivations in Turkey. This research contributes to the existing literature through its qualitative nature and by highlighting differences in urban and rural female entrepreneurs. Moreover, the results of this study are useful for policy makers to evaluate the future needs of female entrepreneurs and the programs that will be needed to overcome the challenges facing female entrepreneurs in the entrepreneurial process.

The present paper aims to examine the relationship between perceived organizational support (POS), perceived supervisory support (PSS) and turnover intentions. The paper also aims to investigate whether employee's individual cultural values regarding collectivism and individualism moderate the relationship between POS and turnover intentions.

Data were obtained utilizing survey from a sample of 304 full‐time employed adults working in insurance companies in Turkey. Employees completed regular survey that contained measures of the constructs of interest of this study.

Results revealed that employees who perceive high levels of PSS but report low levels of POS will also report high levels of turnover intentions compared to employees who perceive low PSS and low POS.

For increasing POS to be successful, managers must strive to find out the way to increase their social support, and then tailor support accordingly. Managers may benefit from considering cultural values during the support process. Furthermore organizations may develop different support policies for employees.

The study's findings add to the growing body of research concluding that supervisor‐related perceptions and attitudes can shape organization‐related perceptions and attitudes.

The purpose of this paper is to examine the relationship between employees’ perceptions of organizational identification, job satisfaction and organizational commitment. The study also investigates the influence of organizational commitment and organizational identification on job satisfaction.

The theoretical framework of the positive relationships between job satisfaction and identification, commitment and job satisfaction, and commitment and identification was explored. A total of 578 bank employees engaged in this study. This research used a survey design and was conducted in Ankara in Turkey. Participants completed organizational identification, job satisfaction and commitment scales. Step wise regression analysis was used to assess the strength of the research hypotheses.

All of the measurement instruments had acceptable reliabilities. The correlations observed were generally consistent with the expectations of the researcher. The results of the study indicate that organizational commitment and organizational identification are inversely related to job satisfaction. Furthermore, the study found that the effect of commitment on job satisfaction was stronger than the effect of identification on job satisfaction.

The study's cross‐sectional design limited the researcher's capacity to draw conclusions about the casual direction of the observed relationship. One other limitation is that it covered only one city in Turkey with 578 employees. Whether the present study's findings generalize to other populations in different organizational settings or cultures is unknown.

The paper makes a useful contribution to the current knowledge base by examining the effects of identification and commitment on job satisfaction of bank employees in a developing country.