Search results

Change is continuous and leaves many digital traces in contemporary organizations, while research on change usually lacks such continuity. The purpose of this paper is to test and explore the claim that change can be monitored through employee discourse. In doing so, the authors introduce basic text mining methods to detect prevailing keywords and their changes over time. Such monitoring of content and its change promises a continuous feedback and improvement for change management efforts.

The authors use a mixed research design, combining an ethnographic approach with digital methods. The quantitative element of the method involves applying text mining techniques to a document corpus that is representative of people in organizations, and is originally collected as part of a relatively common performance management system. The findings about discursive categories and their change patterns through time are then combined with observations and secondary information about change management for interpretation.

By combining these measurements with additional information about the change program in focus, the authors develop an interpretation of the dynamics of organizational change. Results showed that even in a successfully implied change effort that realize the planned targets, change does not occur directly and fully, with some elements of discourse being more persistent than others.

Method of the research presents a new way of monitoring discursive change. Its incorporation into practice potentially allows for timely correction of change efforts and increasing possibility of success.

This research provides a framework for understanding how, and to what extent, planned change efforts effect organizations. Furthermore, the method developed in this research presents an innovative approach to monitor discursive change and timely managerial intervention.

This chapter investigates the origins of cross-sectoral collaboration by exploring when and why policy networks form within the Turkish health sector – a least likely case for network formation. The analysis presented here draws on information collected from a number of official documents, semi-structured interviews with professional experts, and two multi-stakeholder meetings. Timewise, networks entered the policy jargon during the introduction of the Health Transformation Program in 2003. Yet, the years between 2011 and 2015 were ground-breaking in producing concrete cross-sectoral collaborative instruments of policy making. The findings of the analysis reveal that policy networks form as a result of central government’s choice to devolve responsibility and expand the policy space with new issues and actors. Moreover, policy networks emerge not only during the times of policy change which has a reactionary, abrupt, and nature but also during the times of policy stability and legitimacy. These contextual factors are crucial in maintaining an atmosphere of trust among stakeholders, particularly between state and non-state actors. The refugee crisis and spreading securitization discourse in the post-2015 period explain the shifting policy and political agenda leading to public sector retrenchment from cross-sectoral projects within the field of health. This chapter intends to contribute to the literature of comparative public policy by examining the link between policy networks and policy change in addition to adding to the debates on network governance by exploring the processes of network formation. Finally, this chapter contributes to Turkish studies by examining the process of network formation within the Turkish health sector.

In terms of countries, renewable energy sources are increasing their importance day by day. The decrease in fossil fuels and the difficulty of accessing the related fuels as well as their expensiveness can be cited as reasons for this situation. This situation obliges countries to make legal arrangements for the production and use of renewable energy sources in their legal systems. In this context, legal arrangements have been made in Turkey regarding the production and use of related energy resources. One of these regulations is the law dated May 10, 2005 and numbered 5346. The relevant law aims to bring electrical energy to the economy in a reliable, economical, and at the same time high quality way by using renewable energy sources. At the same time, the main purposes of enacting the law include increasing the diversity of resources in energy, reducing greenhouse gas emissions as much as possible, evaluating waste, and protecting the environment. At the same time, the law includes sustainable energy sources. It has been defined as nonfossil energy sources such as hydraulic, wind, solar, geothermal, biomass, waves, currents, and tides. In this context, the main purpose of the study is to examine what renewable energy sources are and to reveal the legal nature of energy services by considering the production and use of renewable energy sources in Turkey in the context of Turkish legal legislation.

The purpose of this paper is to understand and examine whether the Sarikamish battlefield site can be considered as a dark tourist attraction by exploring the extent to which the site meets the five stages of MacCannell’s sacralisation process.

In the present research, the case study approach was adopted within the context of the battlefield site to examine the sight sacralisation concept, which is credited to MacCannell (1976), by considering its five stages, which include naming, framing and elevation, enshrinement, mechanical reproduction and social reproduction.

The findings of the present study reveal that the Sarikamish battlefield site has the potential for dark tourism consumption. However, there is lack of interest in the Sarikamish site, and little attention has been paid to this issue. The results also show that there is a significant difference between the Gallipoli and Sarikamish battlefields in terms of tourist flows regarding dark tourism.

Because of time limits and the long distance to the Sarikamish province, this research benefited from gathering data both from printed documents and websites related to the province, in addition to interviews that were conducted using semi-structured questions, which were e-mailed to the respondents.

The present study is unique in regards to its objective, which is to increase public awareness about the site. Moreover, it seeks to make people more cognisant in terms of motivation to visit the Sarikamish battlefield, and these issues have been given little attention by scholars.

The current study proposes a moderated mediation model to predict work-from-home engagement during an emergency such as the coronavirus disease 2019 (COVID-19) pandemic based on the integration of well-known concepts, including inclusive leadership, organizational support and perceived risk theory.

An online questionnaire on the Google Forms platform was designed and distributed to Vietnamese employees using a convenience sampling method. A total of 794 valid questionnaires were used for data analysis. Partial least squares structural equation modeling (PLS-SEM) was employed to test the proposed model and hypotheses. The instrument's validity and reliability were tested and ensured.

The study found that inclusive leadership has direct and indirect effects on work-from-home engagement through the separate and serial mediating roles of perceived organizational support and employee motivation. The present study also revealed that the effects of perceived organizational support and employee motivation on work-from-home engagement are strengthened by employee risk perception. Moreover, the study showed that perceived organizational support and employee motivation performed the lowest of the four elements that were considered, while the importance of these two factors was the highest.

These findings suggest that in an emergency such as COVID-19, contextual factors should be given more attention. Based on these findings, several theoretical and practical implications for human resource management are highlighted.

By integrating inclusive leadership, organizational support and perceived risk theory to explore employees' engagement in working from home during an emergency, the present study demonstrated that in addition to traditional factors, leadership and contextual factors should be considered for studies on working from home in an emergency such as the COVID-19 pandemic. The present study established that these factors might encourage employees' work-from-home engagement.

The purpose of this paper is to describe the variations in the ways that principals conceptualize their basis of power in schools.

Phenomenography was used as the research method of this study. The interviewees consisted of 16 principals, eight from public schools and eight from private schools.

The analysis of the interviews revealed eight ways of understanding a principal’s power basis. These potential power bases were: teachers’ sense of reciprocity; teachers’ sense of responsibility; organizational rules and regulations; principals’ deep knowledge and experience; in-service training; principals’ reputation for being fair and impartial; teachers’ sense of identification with their principal; and principals’ control over teachers’ employment. Participants from public and private schools held generally similar conceptions. The conception of in-service training remained limited to private school principals. The power basis of principals’ control over teachers’ employment was not emphasized but could still be perceived as a conception in certain statements by participants.

Coercive power and legitimate power of reciprocity need to be investigated more thoroughly in the field of educational administration.

There is an urgent need for training for principals to raise their awareness of the adverse effect that coercive power has on teachers.

This study is the first known to explore variations in the ways that principals conceptualize their power basis.