Sürdürülebilir Kalkınma Amaçları

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Araştırmacılar(10)

• Akdeniz, Fatih
• Akyüz, Ahmet Mutlu
• Benk, Osman
• Denizli, Umut
• Gökçe, Ahmet
• Kenek, Gökhan
• Küçük, Mahmut
• Özbek, Mehmet Ferhat
• Şimşek, Tuğçe
• Yıldız, Emel

• MakaleAçık Erişim2026/r/gumushane/16670
  A SEMIOTIC ANALYSIS OF HUMAN AND MACHINE INTERACTION: THE BLACK MIRROR

  Denizli, Umut

  This study examines the ethical implications ofcontemporary digital technologies for human existence, focusing on the semiotic construction of human-machine interaction in the anthology series Black Mirror. The research gap addressed in this article concerns the limited attention paid to the sign systems through which the series produces ethical meanings: while existing studies have discussed BlackMirror mainly as a thematic critique of technological dystopia, fewer have systematically examined how visual and verbal signs organise questions of consciousness, autonomy, surveillance, identity, and responsibility. To address this gap, the study uses a Saussurean and Peircean semiotic framework to analyse how selected episodes encode ethical problems at the intersection of organic and artificial life. The empirical corpus consists of fourteen purposively selected episodes from seasons 2-6, excluding the later seventh season released in 2025, and was examined through qualitative coding of visual and verbal signs related to consciousness transfer, artificial intelligence (AI), social media, virtual reality, surveillance, and digital vigilantism. The analysis identifies recurring oppositions between embodiment and disembodiment, autonomy and control, presence and mediation, and responsibility and outsourcing, which together articulate specific moral narratives about technological progress. The articles' original contribution lies in linking semiotic form to technological ethics: it shows how popular techno-dystopian fiction not only represents ethical problems thematically but also constructs them through recurring signs, oppositions, motifs, and narrative patterns. The findings suggest that Black Mirror foregrounds the fragility of human agency in technologically mediated environments and problematises unregulated innovation as a threat to dignity, privacy, and social cohesion within the selected corpus. The study concludes that these findings are interpretive insights from a purposively selected corpus, while also indicating the need for further research on how AI and related technologies are represented, governed, and ethically implemented in ways that protect human agency, dignity, and the broader public interest.

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• MakaleAçık Erişim2026/r/gumushane/19465
  The More Secure I Feel, the More I Exist Through My Voice: The Mediating Role of Psychological Safety in the Effect of Perceived Supervisor and Coworker Support on Employee Voice

  Kenek, Gökhan

  The purpose of this research is to examine the relationship between supervisor support and coworker support with employee voice, and the mediating role of psychological safety in these relationships. The sample of the study consists of 203 white-collar employees working at the headquarters of an international construction company in Ankara. Based on the data obtained and the analyses conducted, there are positive and significant relationships among supervisor support, coworker support, psychological safety, and employee voice. The results of the SEM analysis reveal that psychological safety partially mediates the relationship between coworker support and employee voice, and fully mediates the relationship between supervisor support and employee voice. The findings indicate that supportive social relationships and psychological safety are key mechanisms in the emergence of employee voice.

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• MakaleAçık Erişim2026/r/gumushane/19425
  Örgüt Kültürü ile Yenilikçi İş Davranışı Arasındaki İlişkide Örgütsel Çevikliğin Aracı Rolü: Araştırma Üniversiteleri Örneği

  Kenek, Gökhan

  Bu çalışma, araştırma üniversitelerinde yenilikçi kültür, destekleyici kültür, örgütsel çeviklik ve yenilikçi iş davranışı arasındaki ilişkileri incelemektedir. Veriler, Kasım 2025 içerisinde araştırma üniversitelerinde görev yapan akademik personelden toplanmış ve 410 geçerli anket analize dâhil edilmiştir. Önerilen araştırma modeli, Mplus 9 programı kullanılarak yapısal eşitlik modellemesi (YEM) ile test edilmiştir. Bulgular doğrultusunda, yenilikçi örgüt kültürünün yenilikçi iş davranışı üzerindeki doğrudan etkisinin anlamlı olmadığı gözlemlenmiştir (β = 0,146; p > 0,05). Buna karşılık, yenilikçi örgüt kültürünün yenilikçi iş davranışı üzerinde örgütsel çeviklik aracılığıyla anlamlı dolaylı bir etkiye sahip olduğu belirlenmiş ve tam aracılık etkisi tespit edilmiştir (β = 0,230; p < 0,001). Destekleyici örgüt kültürünün ise yenilikçi iş davranışı üzerinde hem doğrudan (β = 0,274; p = 0,05) hem de örgütsel çeviklik aracılığıyla dolaylı (β = 0,195, p < 0,001) etkisi tespit edilmiştir (kısmi aracılık). Sonuçlar, yenilikçi iş davranışının yalnızca kültürel unsurlarla değil, aynı zamanda hızlı uyum sağlayabilen ve yapısal açıdan bunu destekleyen örgütsel bağlamla mümkün olduğunu göstermektedir.

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• MakaleYalnız künye2026/r/gumushane/19399
  Determination of Human Resoruces Policies Based on Regional Labour Dynamics by Cluster Analysis

  Sımsek, Tugçe

  Regional labour force differences create strategic and operational challenges for national service sector firms, particularly in securing comparable employee competencies and maintaining consistent service quality across regions. This study analyses regional labour force dynamics in Türkiye and examines how human resource policies can be aligned with regional labour market profiles. Using 2023 provincial data from the Turkish Statistical Institute (TurkStat), six labour market indicators for 81 provinces were analysed through K-means clustering. The results classify provinces into three clusters: metropolitan cities, characterised by higher education levels, stronger knowledge-intensive service capacity and a larger working-age population; medium-sized cities, with relatively balanced labour market structures but more limited knowledge-intensive service development; and disadvantaged regions, marked by lower labour force participation, higher unemployment and weaker human capital conditions. Cluster differences were further examined using descriptive statistics, one-way ANOVA and Tukey HSD post hoc tests. Based on these findings, the study proposes cluster-specific HR policy priorities for service sector firms, including talent attraction and retention strategies for metropolitan cities, skill development and retention-oriented practices for medium-sized cities, and training and capacity-building policies for disadvantaged regions. By linking provincial labour market profiles to cluster-specific HR priorities, the study contributes to strategic human resource management research and regional labour market studies, while offering practical guidance for policymakers and service sector managers.

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• MakaleAçık Erişim2026/r/gumushane/19395
  Çevresel Faktörler ile Finansal Performans İlişkisi: BIST Sürdürülebilirlik Endeksi Üzerine Bir Araştırma

  Akdeniz, Fatih

  Günümüzde doğal kaynakların hızla tükenmesi, iklim değişikliği ve çevresel bozulma gibi küresel sorunlar, sürdürülebilirlik odaklı çalışmaların önemini her zamankinden daha fazla artırmaktadır. İşletmeler için sürdürülebilirlik stratejilerinin en temel unsurlarından biri çevresel sorumluluk ve bu doğrultuda gerçekleştirilen çevresel yatırımlardır. Bu çerçevede, pek çok şirket çevreye duyarlı projelere ve yatırımlara daha fazla kaynak ayırmaktadır. Ancak, çevresel yatırımların şirketlerin finansal performansı üzerindeki etkisi hâlen tartışmalı bir konudur. Bu araştırmanın amacı, 2020-2024 döneminde BIST Sürdürülebilirlik Endeksi'nde yer alan 18 sanayi ve üretim şirketinin çevresel harcamaları ve kaynak kullanımları ile finansal performansları arasındaki ilişkiyi analiz etmektir. Çalışmada, finansal performans göstergeleri olarak aktif kârlılık, özsermaye kârlılığı ve fiyat/kazanç oranı bağımlı değişken olarak kullanılırken; çevresel harcamalar, enerji tüketimi, tehlikeli atık miktarı, su tüketimi ve sera gazı emisyonu ise bağımsız değişkenler olarak ele alınmıştır. Analiz bulguları, çevresel harcamalar, enerji tüketimi ve sera gazı emisyonlarının aktif kârlılık üzerinde negatif bir etkisi olduğunu göstermektedir. Öte yandan, tehlikeli atık miktarı ile aktif kârlılık arasında pozitif yönlü ilişki tespit edilmiştir. Özsermaye kârlılığı açısından yalnızca tehlikeli atık miktarıyla pozitif yönlü bir ilişki saptanmış, diğer çevresel değişkenlerle anlamlı bir ilişki tespit edilmemiştir. Fiyat/kazanç oranında ise tehlikeli atık miktarı dışında çevresel değişkenlerle anlamlı bir ilişki bulunmamıştır. AR-GE yatırımları finansal performans üzerinde pozitif, finansal kaldıraç oranı ve şirket büyüklüğü ise genellikle negatif etki göstermiştir. Çalışma genelinde çevresel harcamaların finansal performans üzerindeki etkisinin sınırlı olduğu ve piyasa değerleme ölçütleriyle çevresel göstergeler arasındaki ilişkinin zayıf kaldığı sonucuna ulaşılmıştır.

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• MakaleAçık Erişim2026/r/gumushane/13850
  Differential Associations Between ESG Performance, Firm Value, and Profitability: Evidence From S&P 500 Companies in Energy and Energy-Related Sectors

  Akdeniz, Fatih; Güven, Birol; Zuhal, Mustafa

  Amid the growing prominence of sustainability considerations in financial decision-making, the question of how environmental, social, and governance (ESG) performance translates into measurable financial outcomes has become particularly salient for industries exposed to intense regulatory pressure and environmental scrutiny, such as the energy sector. Addressing this issue, the paper investigates the relationship between ESG performance and firm-level financial outcomes for a selected sample of 58 S&P 500 companies operating in energy and closely energy-related activities, using historical firm-level data covering 2015–2024. The analysis focuses on two widely used performance indicators, Tobin's Q and ROA, while ESG performance is captured through both a composite score and its environmental, social, and governance sub-dimensions. The empirical models control for firm size, leverage, and sales growth and incorporate firm and year fixed effects with Driscoll–Kraay robust standard errors. The findings indicate that, in the preferred two-way fixed-effects specifications, aggregate ESG performance is negatively associated with both firm value and profitability, although the Tobin's Q association is statistically weak and sensitive to model specification. When the ESG pillars are estimated separately, environmental performance is negatively and significantly associated with both Tobin's Q and ROA, social performance is negatively and significantly associated with ROA but statistically insignificant for Tobin's Q, and governance performance is negatively associated with both outcomes, with weaker statistical evidence for Tobin's Q. In the combined-pillar specifications, the environmental dimension remains negatively and significantly associated with Tobin's Q, while governance is also negatively associated with Tobin's Q and remains weakly negatively associated with ROA. The social dimension is statistically insignificant in both combined-pillar models. Sales growth is positively associated with financial performance, with particularly consistent and statistically significant coefficients across the ROA specifications. Overall, the findings reveal that ESG–financial performance associations are heterogeneous across ESG dimensions and performance measures and suggest that, within the analyzed energy-sector setting, stronger contemporaneous ESG performance does not necessarily translate into higher market valuation or accounting profitability. These results highlight the importance of accounting for firm growth dynamics and sector-specific characteristics when evaluating the financial implications of ESG performance.

  İncele
• Kitap BölümüYalnız künye2026/r/gumushane/13720
  Prioritising Digital Talent Initiatives in Universities: Evidence From Turkey

  Şimşek, Tuğçe; Şimşek, Aybala; Şimşek, Ahmet Bahadır

  Universities are under growing pressure to advance digital transformation, yet priorities in digital talent management often remain unclear. This chapter develops a document-based multi-criteria decision framework to identify and compare such priorities across universities of different institutional scale in Türkiye. Drawing on public strategic plans, quality reports, distance education documentation, and staff development texts from Anadolu, Sakarya, and Tarsus Universities, the study constructs a decision matrix covering three initiatives and six evaluation criteria. Criterion weights are calculated through entropy, and initiative rankings are generated with TOPSIS. The findings show that digital infrastructure support has the strongest discriminating power. Strengthening distance education and LMS infrastructure emerges as the top priority, followed by a needs-based in-service training system and a digital competence development programme. The chapter offers a transparent and transferable framework for setting scale-sensitive digital transformation priorities in higher education.

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• MakaleYayıncıda açık erişim2026/r/gumushane/13504
  A data-driven decision-support framework for prioritizing retention interventions among high attrition-risk employee segments

  Şimşek, Tuğçe; Şimşek, Aybala

  Predicting employee attrition risk provides a useful signal for human resource decision-making. However, this signal alone does not determine which employee groups should be targeted first for retention interventions. This study develops a data-driven decision-support framework for prioritizing retention interventions among employees at risk of attrition. The framework uses the IBM HR Analytics Employee Attrition and Performance dataset and integrates calibrated machine learning, SHAP-based explanatory analysis, Entropy-CRITIC weighting, and PROMETHEE II ranking. Machine-learning models were first used to estimate employee-level attrition probabilities. These probabilities were then aggregated into segments defined by combinations of Department, JobRole, and OverTime, from which the high-risk segment pool was identified for multi-criteria analysis. Eight high-risk segments were detected. The segment ranked first by PROMETHEE II was not the segment with the highest attrition risk, indicating that intervention priority and attrition risk represent distinct decision outputs. Sensitivity analyses further showed that the segment-ranking structure remained stable under alternative weight-shift and threshold scenarios. The proposed framework is therefore not intended to identify individual employees at risk; rather, it supports transparent, auditable, and ethically compliant segment-level retention decisions.

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• MakaleYalnız künye2026/r/gumushane/13439
  Some are more equal than others: workplace favoritism and hospital employees’ intent to quit

  Özbek, Mehmet Ferhat; Banai, Moshe; Stefanidis, Abraham; Bekar, Fevziye; Roberts, Sara J.

  Purpose – This study refines equity theory by explaining the mediating roles of job frustration and job dissatisfaction, as well as the moderating role of personal income in the relationship between discriminatory workplace favoritism and hospital employees’ intent to quit. Design/methodology/approach – The study consists of two samples. In the first sample, survey questionnaires were administered to 267 public hospital employees in Turkey. In the second sample, 1, 426 university healthcare students in Turkey answered four different scenarios that narrated school favoritism as well as students’ frustration, dissatisfaction and intent to quit. Structural equation modeling and ANOVA statistical analyses were conducted. Findings – Workplace favoritism positively affected employees’ intent to quit through the mediation of job frustration and job dissatisfaction. The mediating role of job frustration between workplace favoritism and intent to quit was stronger for high-income than for low-income employees and students. Practical implications – Favoring one employee may result in voluntary organizational exit by other employees, which is costly for the organization. Favoritism may encourage employees who were not previously prone to favoritism to seek favoritism. This may create a cycle that spreads favoritism further within the organization. Originality/value – This is the first study to investigate the role of income in the relationship between workplace favoritism and employees' intent to quit.

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• Kitap BölümüYalnız künye2026/r/gumushane/12315
  Privacy, Fairness, and Model Risk Governance in Sustainable People Analytics

  Şimşek, Tuğçe; Şimşek, Ahmet Bahadır

  Whilst sustainability targets are driving organisations to make more intensive use of human data, this trend is transforming HR analytics from a reporting tool into a component of decision-making architecture. This transformation is expanding the scope of data collection, increasing the visibility of employees, and intertwining privacy, fairness, perceptions of surveillance, and model risk within the same process. This study addresses the question of how this interplay can be managed at the project level. A literature review has been combined with an analysis of publicly available corporate documents, from which a compact toolkit for sustainable HR analytics has been derived. The toolkit is structured around defining project boundaries, documenting data and model assumptions, matching risks with controls, and ensuring transparency and human oversight. In this way, the chapter provides a practical framework that ensures analytical capacity is considered alongside organisational legitimacy and employee trust.

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