Dynamic technological learning trends in Turkish manufacturing industries

Efficient development of industries requires a broad range of technological capabilities which can be acquired only by a long process of learning. Continuous measuring and monitoring of the ever-changing technological learning would be useful for building technological capability and managing technological policies. Nevertheless, research on how to measure the technological learning over time at macro levels remains largely untouched. In this paper, by adding the experience curve into the multifactor productivity part of Neoclassical production function, we will develop a model which will allow one to estimate the technological learning levels over long periods. This model would allow a user to both estimate the past learning experiences and forecast its future path on a time varying basis. The model has been used and tested in the estimation of the annual technological learning values for 28 Turkish manufacturing industries from 1981 to 2000.     

Size and diversity in VC syndicates and their impact on IPO performance

This paper investigates the impact of venture capital (VC) syndicate size and composition on the IPO and post-IPO performances of investee companies in an attempt to shed some light on the extent to which larger and more diverse syndicates are more likely to suffer from internal agency problems which might hinder the decision-making process and lead to less value added for their portfolio companies. The question is of great relevance because, while the vast majority of the empirical literature compares VC backed IPOs with non-VC backed ones, most VC funding is provided by syndicates of two or more financiers. We construct alternative measures of size as well as diversity based on several VC characteristics such as age, geographic location, type and affiliation of VC firms and find that larger and more diverse syndicates are associated with higher underpricing and lower valuation at the IPO date. Furthermore, we provide evidence that that diversity and size are negatively correlated to the long-term performance of the IPO firms and this finding is robust to several alternative measures of long-term performance.     

Resource concentration,institutional quality and the natural resource curse

Employing panel data from 14 regions in Kazakhstan, this investigation aims to discover the effect of energy (point-source) and agricultural (diffuse) resource abundance on economic growth through institutional quality. A fixed effects panel data model and Roger's standard errors model are used to consider the possible endogeneity problem. Kazakhstan has two major export products, oil (point-source) and wheat (diffuse), and in theory these two products have different impacts on growth. Auty (1997), Woolcock et al. (2001) and Isham et al. (2005) found that it is the composition of resources, rather than any kind of natural resource, which is problematic for economic growth. The novelty of this research is that the natural resource endowments are considered as a nonlinear function of institutional quality. In contrast to others, we observe that it is not the type of natural resources that breeds economic failure, but rather their “overabundant” or excess production that is often associated with rent-seeking activities.     

Structural changes in exports of an emerging economy: Case of Turkey

This paper indicates that Turkish exports are subject to structural changes as Turkey integrates into global production networks. Integration, which leads vertical specialization in production and changes in the commodity composition of Turkish exports in favor of non-traditional commodities, paces up during economic reform periods. As the export shares of non-traditional commodities, which have higher import and income sensitivity but lower real exchange rate elasticity, increases, coefficients of the aggregate export function change accordingly. Nevertheless, high import and income elasticity of exports imply that the global growth pattern plays a significant role in determining exports of Turkey.     

The effect of pregnancy Pilates-assisted childbirth preparation training on childbirth fear and neonatal outcomes: a quasi-experimental/quantitative research

This research aims to determine the effect pregnancy Pilates-assisted childbirth preparation training for primiparous women has on the fear of childbirth and neonatal outcomes. Fear of childbirth is very common among women and has negative effects on the birth process and neonatal outcomes. The study was designed as quasi-experimental/non-randomised/quantitative and prospective. Primiparous women presenting to the antenatal clinic of a hospital between 27.2.2015 and 01.03.2016 constituted the study population (reached 149 women). The study sample included 108 women, 54 of whom were in the experimental group and 54 of whom were in the control group. The sample had agreed to participate in the study and had met the sample criteria. In collecting the data, the Wijma Delivery Expectancy/Experience Questionnaire Version A, the birth outcomes data collection form were used. The data were analyzed using means calculation, Fisher’s Exact Test, Pearson’s Chi Square Test and T Test. The study found that the experimental group had a moderate level of childbirth fear prior to the training and a low level of childbirth fear following the training (p < 0.05). The study was determined that the experimental group, as compared to the control group, was positively affected by the training, in terms of childbirth fear, mode of the birth, planned or unplanned cesarean birth, the Apgar score and body weight of the newborn, and problems in the development of the newborn, the first contact time with newborn, and the first time breastfeeding (p < 0.05). The childbirth preparation program had a positive effect on fear of childbirth and neonatal outcomes.     

A multi-level examination of quality-focused human resource practices and firm performance: evidence from the US healthcare industry

In today's business world, the role of quality has become ever more significant for organizations to compete in a global marketplace. Based on the quality management theory, this study empirically examines the relationship between quality-focused human resource practices (QHRP) and organizational performance outcomes. Data from 69 healthcare organizations indicate a strong support for this relationship. A Human Resource (HR) system focused on quality management was directly related to multiple dimensions of organizational performance outcomes (i.e., intangible – employee satisfaction and customer satisfaction – and tangible – profit). Specifically, two measures of QHRP, knowledge management and strategic management, were found to be positively related to the financial performance of firms implementing quality management. Process management is found to be negatively related to employee satisfaction. General Human Resources were positively related to both employee and customer satisfaction. Employee focus of the firms is also positively related to employee satisfaction. In addition, employee satisfaction is also related to both customer satisfaction and financial performance while customer satisfaction is found to be positively related to employee satisfaction. The findings indicate a generally strong positive relationship with the organizational performance outcomes. The results of this study are particularly important in showing HR's contribution to the organization's bottom line.     

Examining transformational leadership,job satisfaction,organizational commitment and organizational trust in Turkish hospitals: public servants versus private sector employees

Leadership, job satisfaction, organizational commitment and trust have become important processes for healthcare management in recent years. One of the contemporary human resource management functions in the organizations involves engaging in leadership development, improving organizational trust and organizational commitment and increasing job satisfaction. Considering the rapidly changing healthcare technology and higher levels of occupational complexity, healthcare organizations are increasingly in need of engaging in leadership development in any given area of expertise to address ever-changing nature of the industry and the delivery of quality of care while remaining cost-effective and competitive. This paper investigates the perceptions of both public servants and private sector employees (outsourcing) on transformational leadership, organizational commitment, organizational trust and job satisfaction in Turkish healthcare industry. Additionally, the paper analyzes the predictability of organizational commitment based on employee – both public servants (physicians, nurses, administrative personnel and other healthcare professionals) and private sector employees (outsourcing) (auxiliary services such as administrative assistants, security personnel, kitchen, laundry and housekeeping employees) – perceptions of transformational leadership, job satisfaction and organizational trust. Using a survey instrument with items adopted from the transformational leadership inventory (TLI) [Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (1990). Transformational leader behaviors and their effects on followers' trust in leader, satisfaction, and organizational citizenship behaviors. Leadership Quarterly, 1, 107–142], the organizational commitment questionnaire [Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage], the organizational trust inventory (OTI) [Cummings, L. L., & Bromiley, P. (1996). The occupational trust inventory (OTI): Development and validation. In R. Kramer & T. Tyler (Eds.), Trust in organizations: Frontiers of Theory and Research (pp. 302–330). Thousand Oaks, CA: Sage] and job satisfaction survey (JSS) [Spector, P. E. (1985). Measurement of human service staff satisfaction: Development of the job satisfaction survey. American Journal of Community Psychology, 13, 693–731], this quantitative study was conducted among 2108 healthcare employees (public servants and private employees) in two large government hospitals in Turkey. The study findings indicate a significant difference between the public servants and private sector employees in terms of their perceptions on two dimensions of transformational leadership (being an appropriate model, providing individualized support), overall transformational leadership and one dimension of job satisfaction (communication). The two dimensions of job satisfaction – operating procedures and communication – as well as organizational trust were the significant predictors of organizational commitment of public servants, whereas the two dimensions of leadership – individualized support and fostering the acceptance – as well as the two dimensions of job satisfaction – promotion and contingent rewards – and organizational trust were the significant regressors of organizational commitment of private sector employees. In addition, there is a significant difference between the predictors of the dimensions of organizational commitment (transformational leadership, job satisfaction and organizational trust) in terms of public servants versus private sector employees. Finally, organizational trust has a significant effect on overall organizational commitment as well as its three dimensions for public servants and private employees.     

A balanced scorecard-based composite measuring approach to assessing the performance of a media outlet

In an attempt to overcome massive challenges to survive in today's global and volatile marketplace, companies are adopting newer management systems to clarify their vision and strategy and translate them into action. The balanced scorecard (BSC) is one such approach which is gaining significant interest, especially within the small and medium size enterprises. This paper describes a BSC-based composite measuring approach to performance measurement and illustrates how the approach was used by a media outlet in Turkey as part of strategic policing initiative. In the paper, first, a BSC framework was adapted, and then a composite measure was developed thereon to assess the performance of the organization with regard to its strategic business objectives. The scorecard-based composite measure was built around a vision to create superior growth of aggregate value through outlet operations. It was found that by using the suggested framework, it is possible to identify and measure the cause-and-effect relationship of using an effective operations strategy, and to assess its impact on the company's competitive advantages. This research exercise confirms the validity and usefulness of the proposed methodology and offers managerial insights and guidelines for similar implementations.