A hegemonic neoliberal ideology dominates all areas of work in Turkey, including healthcare. Though neoliberalism has been studied extensively from the perspective of meaning, values, and processes, managerial and leadership behavior dynamics require further research. This study analyzes the relationship between managerialism, toxic leadership, and ethical climate in an industry swept up by untamed neoliberalism, particularly in a nation where employment and human rights are ceremoniously protected. Through an analysis of medical doctors working in 207 public and private university hospitals in Turkey, we explored the role of managerialism and four distinct ethical climate types, resulting in the emergence of toxic leadership behaviors during the global pandemic. We theorize the extent to which toxic leaders emerge from managerialism. We further explain why the hegemonic Turkish leadership culture thrives in toxic behaviors such as paternalism, fealty, ingratiation, nepotism, and cronyism in the context of neoliberal expansion.

In the wake of the increasing popularity of tattoos, the present study explored whether tattoos have an adverse impact on employees. Specifically, this research examined the relationship between visible tattoos and unwanted sexual attention, along with perceived sexual harassment climate and perceived inclusion climate as potential moderators of this relationship. With a sample of 417 restaurant and retail employees, the results from logistic regression analyses demonstrated that possessing a visible tattoo was associated with increased odds of experiencing unwanted sexual attention. Perceived inclusion climate attenuated this relationship, whereby individuals with visible tattoos were less likely to experience unwanted sexual attention in a more favorable climate. Although perceived sexual harassment climate was directly related to unwanted sexual attention, it did not moderate the visible tattoo-unwanted sexual attention relationship.

Since seminal meta-analytical work in 2006 we have witnessed burgeoning research on ethical climates. This article offers a comprehensive review of literature examining the antecedents and outcomes of ethical climates over the last decade, as well as moderators of the relationship between ethical climates and other variables. Based on the review, an agenda for future research is also presented. In addition to highlighting the potential for incorporating alternative theoretical perspectives such as situational strength theory, trait-activation theory, social information processing theory, and institutional theory to better our understanding of ethical climates, this article highlights the need for future research to incorporate a dynamic perspective to study ethical climates, examine the curvilinear effects of ethical climates on work outcomes, extend the study of ethical climates to different levels of the organization, and examine the effects of culture on ethical climates.

There is substantial evidence showing that it is not uncommon for workers to face, for example, unfriendly relationships, poor organizational climate, and aggressive bosses in their work settings. While self-help readings, relaxation exercises, yoga, mentalization therapies and psychological counseling help to address workers' reactions, this paper focuses on prayer and its effects, through a phenomenological study. The results indicate that the sample members usually pray everyday and/or many times during the day. The majority of them seek for some form of celestial support, like to express gratitude to some deity, and believe that there is no right place or time to pray. The findings show that the average time that is spent on praying varies. Further, prayer is also seen as a form of communication with a divine power and it is also regarded as beneficial to deal with tasks, colleagues' relationships, negative emotions and spiritual vibrations at work settings, among other things.

This study examined the individual and combined effects of the organisational-level variables of climate and task design, and the group-level variables of group citizenship behaviour (GCB), market orientation, group self-efficacy (GSE), and group climate for innovation (GCI) on work group service innovativeness. Specifically, this study theorised that work group service innovativeness is a product of both organisational (organisational climate and task design) and work group (GCB, market orientation, and GSE) contexts. Drawing upon the theories and literature, six hypotheses were derived. Data were collected through a 64-item questionnaire using a 7-point Likert scale from four hotels in Melbourne, Australia. Results indicated that organisational climate, task design, GCB, group self-efficacy, and group climate for innovation were significant predictors of work group service innovativeness, while market orientation was not. Limitations, future directions, managerial and research implications are explored.