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This study aims to investigate the impact of toxic leadership, organizational justice and organizational silence on hospital employees' intention to leave their jobs.

A questionnaire survey was conducted with permanent and contractual employees of a university teaching hospital, including nurses, medical assistants, health technicians and clerical staff. Structural equation modeling was used to develop and test the model.

The findings reveal that toxic leadership is directly and negatively related to organizational justice, while all dimensions of organizational silence and the intention to leave are positively related. In this model, the coefficients of the relationships are found to be higher, almost doubling in permanent employees than in contracted employees, except for the relationship between toxic leadership and silence to protect the organization. This exception lies in the fact that permanent workers with long-term employment have been dealing with the managers for many years.

The model can be extended with counterproductive behavior, work performance and satisfaction measures and work stress and compared with different sectors using higher sample volumes.

In the human-centered health-care industry, it is essential to know the way leadership behaviors guide health-care professionals. The negative leadership behaviors can negatively affect both employees' self-esteem and their attitudes toward patients and their relatives. The results of the present study are expected to contribute to the development of more effective manager selection and promotion policies by policy-makers as well as the determination of short- and long-term employment policies.

Outward foreign direct investments (FDI) by Turkish firms in the new millennium show intriguing geographic distribution pattern and unlike the predictions of classical theories of FDI. In this study we contribute by linking the observed pattern of outward FDI with Turkish firms’ motivation for investment across national borders. We enrich research by collecting and analyzing FDI motivation data at the firm-level for a very important but less researched developing country: Turkey. Content analysis of text material on the foreign investments made by 211 Turkish firms reveals that Turkish firms primarily perform FDI in European developed countries for reasons other than conventional, namely, market- and strategic-asset-seeking motivations. More importantly, Turkish firms seem to be using the European countries to (1) present themselves as a European Union company, (2) make use of special features of these countries to expand their businesses within and to other countries and, (3) make use of the favorable tax treatment policies available to foreign investors. Surprisingly, our analysis shows that in spite of its small size, the Netherlands is a preferred destination for Turkish FDI over other Western European countries due to its strategic location and favorable investment policies.

Immigrants are important contributors to workplaces, but HRM scholars have only recently begun to study them systematically. We document the prevalence and cross-national variation in populations of immigrant employees. Going beyond a treatment that considers them as another element of diversity, we propose how gradients of status at each level of country, organization, and work group admittance can result in unique outcomes for immigrants who are equally (dis)similar. We offer a taxonomy of immigrant pathways into their destination countries to explore the status hierarchies they are assigned by governments and reinforced by organizations. We provide insights into the ascribed status of immigrants and develop a typology of individual and organizational acculturation strategies based on the cultural tightness and looseness of the destination and origin cultures. We then describe how the reactions of members of an immigrant employee’s social environment are sensitive to ascribed status and cultural tightness-looseness. We do so in a three-stage process that begins with immigrant categorization, followed by conferral of (il)legitimacy, and finally brought together with perceptions of outcome interdependence. Finally, we offer ideas about HRM interventions to guide management scholars in their quest for understanding and improve the experiences of immigrants in the workplace.

The purpose of this paper is to investigate the level of influence that civil liberties has on the marginal effect of remittances on gross domestic investment and consumption separately and measures it across all levels of civil liberties.

The authors employ a two‐stage system generalized method of moments procedure and the civil liberties subset of the Freedom in the World Index as a proxy for civil liberty.

The findings indicate a substitution effect from investment to consumption as civil liberties deteriorate for developing south economies, though not for emerging economies. In addition, the marginal effect of remittances on investment diminishes less quickly as economies become less free than it increases for consumption indicating that the substitution is not quite one‐for‐one.

Economies with low levels of civil liberties could benefit by improving them in ways that would encourage recipients to channel remittances into investment rather than consumption.

This paper differs from previous research in that the authors evaluate investment and consumption separately rather than embedding these component parts within growth. In addition, when interactions are employed in existing literature, the inference drawn is static with regard to the varying degrees of institutional development. Third, none of the prior studies directly explores civil liberties proper; they usually aggregate civil liberties with other aspects of political or economic freedom.

This paper seeks to highlight hip‐hop's contribution to the entrepreneurship and place marketing literature. Hip‐hop is taken from the lens of an individual artist, Akon, whose music and lyrics – a “hybrid of silky, West African‐styled vocals mixed with North America's East Coast and Southern beats” – provides fresh insights for place marketers.

A “discourse analysis” of the lyrics from two non‐chart songs Senegal and Mama Africa provided the conceptual base for a better understanding of the fusion of music and entrepreneurship with place marketing.

Through music, Akon has bridged socio‐cultural (ethnic cuisine, immigration and social exclusion, faith or spirituality) and economic attributes (notably remittances) – with implications for entrepreneurship and place marketing.

The paper demonstrates that music and entrepreneurship can be extended to place marketing using discourse analysis. Future research may need to consider how to leverage the potential of celebrity endorsement or partnerships in place marketing strategies. It was by no accident that Akon was recruited by PepsiCo for the recently concluded 2010 FIFA World Cup in South Africa through a charity single – Oh Africa!

The paper is an attempt to fuse three distinct streams of literature (music, entrepreneurship and place marketing). The value lies in extrapolating a well‐known, but little discussed, subject in academia, i.e. the role of hip‐hop music in the place marketing discourse.

This chapter presents an overarching overview of how the rather recent technological phenomena, like data mining, machine learning, and artificial intelligence, are applied in the field of education. The author provides examples of how technological developments associated with the so-called Fourth Industrial Revolution are applied in education and considers the benefits and challenges they may bring regarding the economic system, as education (at least in the higher education sector) tends to be monetized and commercialized. The framework for education is perceived in the context of the economic intelligence of states, which is instrumental in ensuring their economic security. It is further expanded to the global scale, as Digital Education is crossing national borders and is being implemented in broader national processes.

The purpose of this study was to determine the relationship between the leadership orientations of nurses and their clinical decision-making skills.

This descriptive study was conducted between June and December 2018 on nurses working at three hospitals in Turkey. This study was completed with 1,100 nurses. The Personal Information Form, Leadership Orientation Scale and Clinical Decision-Making Scale in Nursing were used for data collection.

A significant correlation was found between the leadership orientations of nurses and age, sex, institution where they were employed, time spent in the profession, being in a management position and satisfaction with the current unit of employment (p < 0.05), and a significant correlation was found between clinical decision-making skills of nurses and age, sex and occupational status (p < 0.05). Furthermore, a significant correlation was found between the mean scores of the Leadership Orientation Scale and Clinical Decision-Making in Nursing Scale (p < 0.05).

The development of leadership orientations of nurses positively affects their clinical decision-making skills. In this respect, it is important to instill effective leadership orientations in nurses and to incorporate novel training methods in nursing education to develop accurate and timely clinical decision-making skills.

The purpose of this paper is to break down south-north migration along both the skill and the occupational dimension and thus to distinguish and compare several types of south-north migration and brain drain.

This paper presents south-north migration rates by occupational category at two distinct levels of disaggregation according to International Standard Classification of Occupations 1988 (ISCO-88). The data sets combine information about the labor market outcomes of immigrants in Organisation for Economic Co-Operation and Development (OECD) countries around the year 2000 provided by the Database on Immigrants in OECD Countries by the OECD with employment data for the developing migrant-sending countries from the International Labour Organization.

The incidence of south-north migration was highest among Professionals, one of the two occupational categories generally requiring tertiary education, and among clerks and legislators, senior officials and managers. At the more disaggregated level, physical, mathematical and engineering science (associate) professionals, life science and health (associate) professionals, as well as other (associate) professionals exhibited significantly larger brain drain rates than teaching (associate) professionals. The data also suggest non-negligible occupation-education mismatches due to the imperfect transferability of skills acquired through formal education because south-north migrants with a university degree worked more often in occupational categories requiring less than tertiary education compared to OECD natives. The employment shares of most types of professionals and technicians and associate professionals, as well as of clerks and corporate managers were significantly smaller in the migrant-sending countries compared to the receiving countries.

The constructed data sets constitute the first comprehensive data sets on south-north migration by ISCO-88 major and sub-major occupational category for cross-sections of, respectively, 91 and 17 developing countries of emigration.