Suchergebnisse

Bu çalışmanın amacı uzaktan çalışmanın işyerlerinde nasıl uygulanacağına dair bir öneri geliştirmektir. Uzaktan çalışma özellikle 2019'dan beri çokça tartışılan bir konu olmuştur. Kovid-19 pandemi sürecinde gerek genel gerekse akademik olarak uzaktan çalışma tartışmaları tüm zamanların yaklaşık 3-4 katı artışla gündeme gelmiştir. Türkiye'de 10 Mart 2021'de uzaktan çalışma yönetmeliği yürürlüğe girmiştir. Bu yönetmelik sözleşmenin nasıl yapılacağı, çalışma ortamının nasıl düzenleneceği, iş araçlarının temini ve kullanımı, çalışma süreleri, iletişim, verilerin korunması, iş sağlığı ve güvenliği (İSG), uzaktan çalışmanın yapılamayacağı işler ve uzaktan çalışmaya nasıl geçileceği ile ilgili genel hükümleri içermektedir. Bu düzenleme yol gösterici olmakla birlikte uzaktan çalışmanın uygulanması işyerlerinin özelliklerine göre ayrıntılı bir takım düzenlemeleri gerekli kılmaktadır. Bu nedenle çalışmada bir yerel yönetime bağlı kamu kuruluşunda uzaktan çalışmanın uygulanabilmesi için yürütülecek sürece dair bir yol haritası oluşturma çalışması yapılmıştır. İlk olarak literatür taramasının ardından uzaktan çalışma sürecinde karşılaşılabilecek sorun alanları tespit edilmiştir. Bu çerçevede Uzaktan çalışmanın bir işyerinde o işyerinin özelliklerine uygun olarak nasıl uygulanacağı tasarlanmıştır. Bu düzenleme yapılırken iki birim öne çıkmıştır. Bunlar bilişim ve insan kaynakları departmanlarıdır. Bilişim departmanıyla yapılan görüşmelerde uzaktan çalışmanın gerektirdiği ve işletmede var olan bilişim altyapısı değerlendirilmiştir. İnsan Kaynakları departmanıyla yapılan görüşmelerde ise uzaktan çalışmaya uygun görevlerin tespiti bu süreçte yapılması gereken yükümlülükler değerlendirilmiştir. Sonuçta uzaktan çalışmaya geçmek isteyen işletmelerde mevzuattaki yükümlülüklerin karşılanabilmesi ve uygulamada karşılaşılabilecek sorunları çözmeye yardımcı olabilecek bir öneri geliştirilmiştir.

This study aimed at investigating teachers' workplace friendship and organizational happiness perceptions levels and the relationship between them. The relational survey model, a quantitative research method, was employed in the study. 6024 teachers employed in public schools in Malatya in 2021-2022 academic year constituted the universe of the study. In this sense, 230 teachers selected using stratified sampling method participated in the study. In data collection three different tools were used: workplace friendship scale, organizational happiness scales and a personal information form which was developed by the researcher. SPSS 26.0 was used in the analysis of the data. The t-Test, ANOVA and Tukey test were performed. The findings showed that participants' friendship opportunity perception in the schools they were working were quite high, while the friendship prevalence perceptions were lower. The findings revealed a strong and positive relationship between the friendship opportunity and friendship perceptions of the participants in the current environment and their positive feelings, which are the source of organizational happiness.

Son yıllarda Azerbaycan ile İsrail gibi etnik, dini, sosyal, kültürel ve ekonomik anlamda birbirinden oldukça farklı iki ülke arasında gözlemlenen yakınlaşma, Kafkasların ve Ortadoğu'nun geleceği kadar küresel siyaset hakkında düşünen uzmanların ilgisini çekmiştir. Aralarında başarılı uluslararası entegrasyon örneklerini yakından takip edenlerin de bulunduğu bu uzmanlar için ortaya çıkan gelişme, Azerbaycan ile İran gibi aralarında pek çok ortak yönü bulunan iki devletin giderek birbirinden uzaklaştığı bir süreçte oldukça şaşırtıcı gelmiştir. Dolayısıyla, biri Yahudi, diğeri Müslüman nüfus ağırlıklı iki ülke arasındaki yakınlaşmanın, İsrail'in Azerbaycan topraklarını olası bir İran saldırısı için kullanmak istemesi gibi bir temel gerekçeye dayandırılıp dayandırılamayacağı esaslı bir merak konusu olmuştur. Ancak bu çalışmada, Azerbaycan-İsrail ilişkilerinin tarihsel seyri ile bu ilişkilerin temel niteliğini belirleyen strateji-güvenlik, diplomasi ve ekonomi gibi konulara odaklanılarak, iki ülke arasındaki yakınlaşmanın daha rasyonel gerekçelerinin aranması gerektiğine işaret edilmektedir. ; The ever increasing rapprochement between two countries as diverse as Azerbaijan and Israel in terms of ethnicity, religion, culture and economy has attracted the attention of many specialists who ponder over the future of Caucasia, the Middle East and global politics. The same development added to the existing confusion when it appeared to occur at a time when Iran and Azerbaijan, both of which share several similarities, have slowly begun to drift away from each other. With that a critical question as to whether this aforementioned rapprochement between a Muslim and Jewish dominated country could be attributed to mainly Israel's attempt to win over Azerbaijan's approval for letting her to use the latter's territory for a potential attack towards Iran. Yet, a study over the historical settings of the Azerbaijani-Israeli relations as well as on the subject of strategy-security, diplomacy and economy, all of which appear to have determined the primary attributes of those relations, reveal that the more rational causes of the said rapprochement should be looked in these areas.

Araştırmanın Amacı: İlgili yazında güven kavramı ağırlıklı olarak tek yönlü olarak ele alınıp; örgütsel süreçlerdeki rolü incelenmiştir. İkili güven kavramını araştıran çalışmamızda, işgörenlerin hem örgüte hem de sendikaya bağlı olmaları nedeniyle, güvenin iki yönlü (sendika/örgüt) olarak incelenmesi ve bir tarafa duyulan güven ya da güvensizliğin diğer tarafı nasıl etkileyeceği, konusu önem taşımakta olup; ilgili yazında bu yetersizliğin belli ölçüde giderilmesi amaçlanmıştır. Yazındaki bu boşluğu doldurabilmek için, bu çalışmada örgütsel güven kavramı iki yönlü olarak ele alınıp incelenecektir. Yöntem: Araştırmanın teorik kısmı ilgili yazın taraması ve yararlanılarak araştırma araştırması ise Enerji, Sağlık ve Eğitim olmak üzere üç farklı Kamu sektöründen 553 işgörene anket yöntemi kullanılarak tamamlanmıştır. Elde edilen veriler SPSS ve LISREL istatistik programlarında temel ve ileri düzey (Yapısal Eşitlik Modellemesi) testlere tabi tutulmuş ve sonuçlara ulaşılmıştır. Bulgular ve Sonuç: Yapısal Eşitlik Modeli (YEM) analizi sonucuna göre örgütsel güven düzeyinin bütün alt boyutlarının, sendikaya güven düzeyindeki bütün alt boyutları pozitif şekilde etkilediği, sendika yöneticisine karşı olan güven düzeyinin sendikaya olan güveni pozitif yönde etkilediği ve en yüksek güven düzeyinin enerji sektöründe, en düşük ise eğitim sektöründe olduğu sonucuna ulaşılmıştır. ; Objectives of the Research: In related literature, the concept of trust, approached from such one-way perspective, and its role in the organizational process, has thoroughly been discussed and studied. Our research aims to investigate the concept of dual trust, built upon experience of two-way relations and commitments of the employees towards both sides of their polarised environment to better reflect the character of these dual links with the organization on one, and the trade union, on the other side of this polar structure. Examining the issue of trust from this new perspective will allow to better establish, how exactly, the measure of confidence or distrust, existing in relation with any one side of such environment, can simultaneously be found affecting the relation of the employee with the other side of the organizational system. Thus existing theoretical deficiency is intended to be resolved upon the results of this study, to fill the gap in literature with concept of organizational trust, which comprises of extended model of analysis of these dual, simultaneous relations. Methods: The theoretical part of the study has been developed based on reviews of literature and in conjunction with conducted researches. Field research has been completed by using a questionnaire method, applied to 553 employees from three different public sectors: Energy, Health, and Education. Data obtained has been subjected to basic and advanced tests (Structural Equation Modeling) in SPSS and LISREL statistical software suites and results achieved were evaluated. Results: According to the results of Structural Equation Modeling (SEM) analysis, it is concluded that all the sub-dimensions of organizational trust level affect all the sub-dimensions of trust toward the trade union, the level of trust towards the union leaders, positively affects the trust towards the union itself and, that the highest levels of the trust in general, are seen in energy sector, while the lowest levels, within the scope of this research, respectively, are seen in the sector of educationroblem of the Research: If employees work in a situation of direct and simultaneous relations with two organizations (workplace and a trade union) which are both, competing with each other in conflict of interest. This situation, can be found in literature, described as a 'dual link' (Stagner, 1954). The necessity of maximizing organizational aims through relations with employees on both sides will be seen directly affecting the perceptions and behaviors of employees towards both of the organizations. Within such a context, the concept of 'organizational trust' will also have to be seen as linked to, and in either positive or negative manner affected by these dual links relations. However, when the relevant literature is examined, it is seen that this concept is discussed and approached, either as a trust to the union, or only to the workplace. The concept of trust of the employees, built upon the two conflicting influences and affected by rival organizations, not being previously examined as a concept of 'dual trust', can thus be highlighted, as the problem of this study. Objectives of the Research: In related literature, the concept of trust, approached from such one-way perspective, and its role in the organizational process, has thoroughly been discussed and studied. Our research aims to investigate the concept of dual trust, built upon experience of two-way relations and commitments of the employees towards both sides of their polarised environment to better reflect the character of these dual links with the organization on one, and the trade union, on the other side of this polar structure. Examining the issue of trust from this new perspective will allow to better establish, how exactly, the measure of confidence or distrust, existing in relation with any one side of such environment, can simultaneously be found affecting the relation of the employee with the other side of the organizational system. Thus existing theoretical deficiency is intended to be resolved upon the results of this study, to fill the gap in literature with concept of organizational trust, which comprises of extended model of analysis of these dual, simultaneous relations. Methods: The theoretical part of the study has been developed based on reviews of literature and in conjunction with conducted researches. Field research has been completed by using a questionnaire method, applied to 553 employees from three different public sectors: Energy, Health, and Education. Data obtained has been subjected to basic and advanced tests (Structural Equation Modeling) in SPSS and LISREL statistical software suites and results achieved were evaluated. Results: In this study, how the employees' level of trust towards two organizations (Trade Union/Work Place) which are in conflict of interest influence the other is attempted to be determined with 'dual trust' approach. In this context, these following conclusions have been reached. It is found that there is a positive relationship between three sub- dimensions of the trust level to the organization and three subdimensions of the trust level to the trade union as a result of an analysis of all the variables through Structural Equation Model. According to this result it is concluded that the level of trust to the organization has a positive effect on the level of trust to the union. These results demonstrate us that being connected to two rival organizations improves perception of trust to the both sides. Apart from this study in related literature, because there isn't a study related to dual trust, making a comparison hasn't been possible. However, Stagner (1954) who asserts dual trust points that two-way commitment shapes with the tendency of perceiving organizations and trade unions as a whole and the tendency of trusting to the both organizations when the working conditions are good. Additionally, the level of trust to the union management's positive influence on the trust to the union is another new relation discovered in this study of research. With reference to this result, it is seen that trust to the manager is the key role in achieving trust to the organization. In the research, it is found that the average level of trust of the employees to the union is , the average level of trust to the work place is . On the other hand, according to the 2000 World Values Survey results (www.bahcesehir.edu.tr) it is indicated that trust towards union is ; trust towards organization . The research has been conducted in three different institutions. Among these institutions, energy sector has the highest level of trust, the second one is health sector and the third one is education sector. The reason of having the lowest level of trust in education sector can be having a higher level of education in comparison with other sectors. Because most of the teachers have bachelor's degree and the lowest level of trust belongs to the bachelor's in our study. Through this study, which is considered the Pioneer study in this area of work, dealing with concept of Dual Trust within three different concepts and improving models with reference to the issue have reached important conclusions. On the other side, by virtue of lack of study on 'dual trust' has not permitted to do a literal comparison. This case can be shown one of the restrictions of this study of research.

Seymen, Oya Aytemiz (Balikesir Author) ; Araştırmanın Amacı: İlgili yazında güven kavramı ağırlıklı olarak tek yönlü olarak ele alınıp; örgütsel süreçlerdeki rolü incelenmiştir. İkili güven kavramını araştıran çalışmamızda, işgörenlerin hem örgüte hem de sendikaya bağlı olmaları nedeniyle, güvenin iki yönlü (sendika/örgüt) olarak incelenmesi ve bir tarafa duyulan güven ya da güvensizliğin diğer tarafı nasıl etkileyeceği, konusu önem taşımakta olup; ilgili yazında bu yetersizliğin belli ölçüde giderilmesi amaçlanmıştır. Yazındaki bu boşluğu doldurabilmek için, bu çalışmada örgütsel güven kavramı iki yönlü olarak ele alınıp incelenecektir. Yöntem: Araştırmanın teorik kısmı ilgili yazın taraması ve yararlanılarak araştırma araştırması ise Enerji, Sağlık ve Eğitim olmak üzere üç farklı Kamu sektöründen 553 işgörene anket yöntemi kullanılarak tamamlanmıştır. Elde edilen veriler SPSS ve LISREL istatistik programlarında temel ve ileri düzey (Yapısal Eşitlik Modellemesi) testlere tabi tutulmuş ve sonuçlara ulaşılmıştır. Bulgular ve Sonuç: Yapısal Eşitlik Modeli (YEM) analizi sonucuna göre örgütsel güven düzeyinin bütün alt boyutlarının, sendikaya güven düzeyindeki bütün alt boyutları pozitif şekilde etkilediği, sendika yöneticisine karşı olan güven düzeyinin sendikaya olan güveni pozitif yönde etkilediği ve en yüksek güven düzeyinin enerji sektöründe, en düşük ise eğitim sektöründe olduğu sonucuna ulaşılmıştır. ; Objectives of the Research: In related literature, the concept of trust, approached from such one-way perspective, and its role in the organizational process, has thoroughly been discussed and studied. Our research aims to investigate the concept of dual trust, built upon experience of two-way relations and commitments of the employees towards both sides of their polarised environment to better reflect the character of these dual links with the organization on one, and the trade union, on the other side of this polar structure. Examining the issue of trust from this new perspective will allow to better establish, how exactly, the measure of confidence or distrust, existing in relation with any one side of such environment, can simultaneously be found affecting the relation of the employee with the other side of the organizational system. Thus existing theoretical deficiency is intended to be resolved upon the results of this study, to fill the gap in literature with concept of organizational trust, which comprises of extended model of analysis of these dual, simultaneous relations. Methods: The theoretical part of the study has been developed based on reviews of literature and in conjunction with conducted researches. Field research has been completed by using a questionnaire method, applied to 553 employees from three different public sectors: Energy, Health, and Education. Data obtained has been subjected to basic and advanced tests (Structural Equation Modeling) in SPSS and LISREL statistical software suites and results achieved were evaluated. Results: According to the results of Structural Equation Modeling (SEM) analysis, it is concluded that all the sub-dimensions of organizational trust level affect all the sub-dimensions of trust toward the trade union, the level of trust towards the union leaders, positively affects the trust towards the union itself and, that the highest levels of the trust in general, are seen in energy sector, while the lowest levels, within the scope of this research, respectively, are seen in the sector of educationroblem of the Research: If employees work in a situation of direct and simultaneous relations with two organizations (workplace and a trade union) which are both, competing with each other in conflict of interest. This situation, can be found in literature, described as a 'dual link' (Stagner, 1954). The necessity of maximizing organizational aims through relations with employees on both sides will be seen directly affecting the perceptions and behaviors of employees towards both of the organizations. Within such a context, the concept of 'organizational trust' will also have to be seen as linked to, and in either positive or negative manner affected by these dual links relations. However, when the relevant literature is examined, it is seen that this concept is discussed and approached, either as a trust to the union, or only to the workplace. The concept of trust of the employees, built upon the two conflicting influences and affected by rival organizations, not being previously examined as a concept of 'dual trust', can thus be highlighted, as the problem of this study. Objectives of the Research: In related literature, the concept of trust, approached from such one-way perspective, and its role in the organizational process, has thoroughly been discussed and studied. Our research aims to investigate the concept of dual trust, built upon experience of two-way relations and commitments of the employees towards both sides of their polarised environment to better reflect the character of these dual links with the organization on one, and the trade union, on the other side of this polar structure. Examining the issue of trust from this new perspective will allow to better establish, how exactly, the measure of confidence or distrust, existing in relation with any one side of such environment, can simultaneously be found affecting the relation of the employee with the other side of the organizational system. Thus existing theoretical deficiency is intended to be resolved upon the results of this study, to fill the gap in literature with concept of organizational trust, which comprises of extended model of analysis of these dual, simultaneous relations. Methods: The theoretical part of the study has been developed based on reviews of literature and in conjunction with conducted researches. Field research has been completed by using a questionnaire method, applied to 553 employees from three different public sectors: Energy, Health, and Education. Data obtained has been subjected to basic and advanced tests (Structural Equation Modeling) in SPSS and LISREL statistical software suites and results achieved were evaluated. Results: In this study, how the employees' level of trust towards two organizations (Trade Union/Work Place) which are in conflict of interest influence the other is attempted to be determined with 'dual trust' approach. In this context, these following conclusions have been reached. It is found that there is a positive relationship between three sub- dimensions of the trust level to the organization and three subdimensions of the trust level to the trade union as a result of an analysis of all the variables through Structural Equation Model. According to this result it is concluded that the level of trust to the organization has a positive effect on the level of trust to the union. These results demonstrate us that being connected to two rival organizations improves perception of trust to the both sides. Apart from this study in related literature, because there isn't a study related to dual trust, making a comparison hasn't been possible. However, Stagner (1954) who asserts dual trust points that two-way commitment shapes with the tendency of perceiving organizations and trade unions as a whole and the tendency of trusting to the both organizations when the working conditions are good. Additionally, the level of trust to the union management's positive influence on the trust to the union is another new relation discovered in this study of research. With reference to this result, it is seen that trust to the manager is the key role in achieving trust to the organization. In the research, it is found that the average level of trust of the employees to the union is , the average level of trust to the work place is . On the other hand, according to the 2000 World Values Survey results (www.bahcesehir.edu.tr) it is indicated that trust towards union is ; trust towards organization . The research has been conducted in three different institutions. Among these institutions, energy sector has the highest level of trust, the second one is health sector and the third one is education sector. The reason of having the lowest level of trust in education sector can be having a higher level of education in comparison with other sectors. Because most of the teachers have bachelor's degree and the lowest level of trust belongs to the bachelor's in our study. Through this study, which is considered the Pioneer study in this area of work, dealing with concept of Dual Trust within three different concepts and improving models with reference to the issue have reached important conclusions. On the other side, by virtue of lack of study on 'dual trust' has not permitted to do a literal comparison. This case can be shown one of the restrictions of this study of research.

This study investigated the impact of employees' perceptions of overqualification on their turnover intention, as well as the role of boreout and work alienation in mediating this relationship. The study used a relational survey approach and collected data from a convenience sample of 210 university administrative staff, with an equal distribution of male and female participants and an average age of 38 years and an average tenure of 11 years. The researchers used the Perception of Overqualification Scale, Turnover Intention Scale, Boreout Scale, Workplace Alienation Scale, and Personal Information Form to collect the data. Confirmatory factor analysis and Pearson Correlation analysis were used to analyze the data, while mediation analyses were conducted using the Process macro. The study found that employees' perception of being overqualified for their jobs had a significant positive effect on their turnover intention, and that this relationship was mediated by both workplace boreout and work alienation. The study's findings indicate that employees who perceive themselves as overqualified are more likely to experience boreout and alienation in the workplace, which in turn increases their turnover intention. The study's limitations were discussed, and the findings were contextualized within the existing literature on turnover intentions and workplace dynamics.

ÖZETSENDİKALAR HUKUKUNDA DEMOKRASİDemokrasinin tarihi iniş çıkışlarla doludur. Atina şehir devletlerinde demokrasinin ilk izlerini görmek mümkündür. Demokrasi genel anlamıyla, bir halk yönetimidir ve bir siyasal rejimin adıdır. Demokrasi kavramı hakkında birçok tanım bulunmaktadır. Bu tanımlardan en yaygını; halkın halk tarafından yönetilmesi, egemenliğin halka ait olmasıdır. İş yerinde demokrasinin varlığını tartışabilmek için öncelikle işyerlerinde demokrasinin nasıl olacağını açıklamak gerekmektedir. Öncelikle bilinmesi gereken, işyerinde demokrasinin sadece yöneticinin seçimle işin başına gelmesi ya da gitmesi olarak algılanamayacağıdır. Demokrasinin ve özellikle işyerinde demokrasinin siyasal sistemin demokrasi seviyesiyle ve toplumun sahip olduğu demokrasi kültürüyle ilgili olan bir süreç olduğunu söylemek gerekir. Toplumda demokrasi kültürü ne kadar yüksek ise işyerlerinde demokratik yapılanmalar ve uygulamalar da o derecede etkili olabilmektedir. Çalışmamızda demokrasinin uygulama alanı bireysel iş hukukunda ve kollektif iş hukukunda olmak üzere ikiye ayrılarak incelenmiştir. Kollektif iş hukukunda demokrasi, ana hatlarıyla çalışmamızın konusunu oluşturmaktadır. Bu çalışmanın genel boyutları; sendika içi demokrasinin kapsamı, amacı, ilkeleri, uygulamaları ve sorunları, sendika hakkı, sendika özgürlüğü ve demokrasi ile ilişkisi, sendika kavramı, sendika yönetiminin demokratik ilkelere uygunluğu, sendika üyeliği ve demokratik ilkelere uygunluğu, işyeri sendika temsilcisi ve sendika içi demokrasi ile ilişkisi şeklindedir. Bu kapsam dahilinde sendikalar hukukunda demokrasi konusu işlenmeye çalışılmıştır.ABSTRACTDEMOCRAY IN UNIONS LAWDemocracy's history is full of rises and falls. The first traces of democracy can be seen in the city-state of Athens. In the general sense, democracy is the name of a public administration and a political regime. There are many definitions about the concept of democracy. The most common of these definitions is to managing the people by the people, and the sovereignty belongs to people. First of all, we must explain how it would be democracy in the workplace to discuss the existence of democracy in the workplace. First of all you need to know, democracy in the workplace can not be perceived as only managers elected to the head of the business or leaving to other employee. Democracy and democracy in the workplace is a process that is directly related to the level of democracy in the political system and the culture of democracy that community-owned. The higher the democratic culture in the community of democractic structures and practices in the workplace that may also be very effective. In our study, the application field of democracy was divided into types which are called individual labor law and collective labor law. Democracy in collective labor law constitutes the general terms of subject of our work. The general aspects of this work are the scope,principles, purposes, applications and problems of democracy in unions, the right of union, freedom of union and its relationship with democracy, the concept of union, union membership, compliance of the union leadership with the democratic principles and workplace union representative respectively. Within this context, the subject of democracy in unions law have tried to be discussed.

Abstract
The aim of this study is to determine the human energy levels of hotel business employees and to reveal the factors affecting the energy levels of employees and the factors affecting the energy levels. For this purpose, in this study, perceived organizational support, leader-member exchange, perceived autonomy, workplace friendship, organizational commitment, employee performance variables is the relationship between employee creativity and the human energy has been trying to put forward positive organizational behavior approach. In this context, 393 pieces of data were collected from five-star hotel management employees operating in Antalya province using purposeful sampling method and survey technique. As a result of the regression analysis performed with the obtained data, it has been found that perceived organizational support, leader-member exchange, perceived autonomy, workplace friendship and organizational commitment have significant and positive effect on the energy of hotel employees, and the variable that most affects their energy levels is organizational commitment.

Avrupa Birliği'nde, 6 ayda bir değişen rotasyon sistemiyle gerçekleşen dönem başkanlığı, ülke devlet ve hükümet başkanlarının kendilerini uluslararası alanda gösterebilecekleri bir sistemdir. Dönem başkanlığını yürüten üye ülke, trio olarak adlandırılan üçlü gruplar halinde bir arada çalışmaktadırlar. Trio, uzun vadeli hedefler belirlemekte ve 18 aylık bir süre boyunca ön planda olacak önemli konuları belirleyen ortak bir gündem hazırlamaktadır. Avrupa Birliği'nin başından beri var olan bu sistem, genişleme ve derinleşme süreçleriyle yenilenmiş ve daha verimli hale getirilmeye çalışılmıştır. Bu çalışma kapsamında, özellikle Lizbon Antlaşması'nın yürürlüğe girmesinden sonra dönem başkanlığı yapan ülkelerin politikaları analiz edilecektir. Bu çerçevede trionun ortak bir politika mı yürüttüğü yoksa her dönem başkanı ülkenin kendi önceliklerini mi uygulamaya çalıştığı araştırılacaktır. Sonuç olarak, politik öneme sahip olan bu sistemin, Avrupa Birliği'nde politika yapımına ne derece katkı sağladığı anlaşılmaya çalışılacaktır. ; The rotating presidency, which takes place every 6 months in the European Union, is a system in which the heads of states and governments can show themselves in the international arena. Member states which are holding the presidency work together closely in groups of three, called trios. The trio sets long-term goals and prepares a common agenda determining the major issues over an 18 month period. This system, which has existed since the beginning of the European Union, has been renovated and developed by processes of enlargement and deepening. In this study, especially after the entry into force of the Treaty of Lisbon, the politics of the countries that preside over the term will be analyzed. In this framework, it will be analyzed that whether the trio has a common policy or each president country tries to apply the country's own priorities. As a result, it will be attempted to understand the extent to which this system, which has a political prescription, contributes to policy-making in the European Union.

Bu çalışma kapsamında, Türkiye' deki ve dünyadaki Çevresel Etki Değerlendirme (ÇED) uygulamaları incelenmiş ve ülkeler arası karşılaştırmalar yapılmıştır. Özellikle AB ÇED direktifi doğrultusunda ülkelerdeki uygulamalar ortaya konmuştur. Ayrıca Türkiye' deki ÇED' in mevcut durumu ve eksikleri ortaya konmaya çalışılmıştır. Çevresel etki değerlendirmesinin yeri ve önemi, o ülkede yerleşik olan çevre kavramlarının bir sonucu olarak ortaya çıkmakta ve çeşitli ülkelerde farklı şekillerde algılanabilmektedir. ÇED' in kapsamı ve raporu hazırlayan meslek gruplarının yanısıra raporda yer alan konuların önem derecesi ülkeden ülkeye farklılıklar gösterebilmektedir. Bazı ülkelerde ( Brezilya örneği ) çok iyi bir şekilde geliştirilmiş ÇED sistemlerinin olduğu, ancak uygulamanın iyi bir şekilde yürütülemediği görülmüştür. İncelemeler neticesinde Avrupa Birliği ÇED sistemi içerisinde de çok farklı uygulamaların olduğuna dikkat çekilmiş, farklı uygulamaları ile Fransa buna örnek olarak gösterilmiştir. Türkiye' de uygulanan ÇED Yönetmeliğinin AB direktifi ile uyumluluğu ortaya konmuştur. Her ne kadar yönetmelik müktesebat ile uyumlu olsa da halka ilan etme şekli ve halkın katılımı için ayrılan sürenin tekrar üzerinde durulması gerekmektedir. Uygulama örneklerine bakıldığında halkın görüşlerinin en çok alındığı ülkenin ABD olduğu sonucuna varılmıştır. ÇED' in temel aşamaları olan eleme, kapsamlaştırma, raporlama, inceleme, değerlendirme ve izleme üzerinde durulmuştur. AB ülkelerinde Natura 2000 alanları tanımlanmış olduğundan ÇED eleme aşamasında Natura 2000 alanları da göz önünde bulundurulmaktadır. Türkiye' de ise bu alanların tanımlanmasına son yıllarda başlandığı tespit edilmiştir. AB ÇED direktifinde kapsamlaştırma zorunlu olmasa da bazı üye ülkelerin resmi hükümleri vardır. Bu ülkeler; Avusturya, Belçika-Valonya, İspanya ve Hollanda' dır. Türkiye' de de kapsamlaştırma zorunludur. Türkiye' de son yıllarda uygulamaya geçilen ÇED izleme hususundaki gelişmelerin ümit verici olduğu düşünülmektedir. Türkiye' de çevre yönetimi ile fiziksel planlama arasında tam bir bağın kurulamaması ÇED uygulamalarını etkilediği sonucuna varılmıştır. Özellikle ABD ve Avrupa ülkelerinde çevre envanterlerinin ve fiziksel planlamanın olması ÇED uygulamalarında büyük kolaylıklar sağlamaktadır. Bölgesel çevre verileri ÇED raporlarının hazırlanmasında etkin kullanıldığından Türkiye' de bu konudaki eksikliği en kısa sürede giderilmesi gerektiği sonucuna varılmıştır. Ülkelerdeki gelişim Türkiye gibi çok hareketli değildir, bunun en büyük nedeni ABD ve AB üye ülkelerinde 1970 ve 1980' li yıllarda ÇED çalışmalarına başlanmış olması ve bugüne kadar büyük ilerlemeler göstermiş olmalarıdır. Ülkemizdeki hareketliliğin en büyük sebebinin AB uyum projeleri olduğu sonucuna varılmıştır. ; In this study, Environmental Impact Assessment (EIA) implementations both in Turkey and in the world were studied and compared between countries. Specifically, implementations in different countries were emphasized based on the EU EIA directive. Furthermore, the current situation and drawbacks of the EIA implemented in Turkey were tried to be determined. The level and importance of the environmental impact assessment is a result of a country?s understanding of environment and it has been perceived differently by different countries. In addition to that, the scope of the EIA and the occupational groups involved in the preparation of reports as well as the priority degrees of the topics given in the reports change between countries. It has been revealed that some countries (i.e. Brasilia) have well-developed EIA systems, but cannot implement them properly. On the other hand, it has been found out that there are different implementations within the EIA system of the European Union and the system implemented in France was considered as an example. The conformity of the EIA Regulation in force in Turkey with the EU directive has been determined. In spite of the fact that the regulation is in conformity with the acquis, the announcement to the public and the period granted to the public participation should be reviewed. When the implementations in practice in different countries were taken into account, it has been decided that USA attaches more value to the opinion of the public. The main stages of the EIA, which are election, scoping, reporting, investigation, evaluation and monitoring, have been emphasized. Since Natura 2000 sites have been agreed upon between the member states and the EU, these sites have been also considered during the EIA election stage. It has been seen that the studies for the designation of such sites in Turkey have been initiated recently. Although the scoping is not compulsory within the scope of the EU directive, some member states have established official provisions in this respect. These countries are Austria, Belgium-Walloon Region, Spain, and Netherlands. In Turkey, scoping is a compulsory stage. It has been concluded that advances in the EIA monitoring activities that has been initiated recently in Turkey are promising. Furthermore, the lack of a sound cooperation between the environmental management and the physical planning in Turkey has been concluded to affect the EIA implementations. Especially in USA and the EU member states, the environmental inventory and the physical planning have made the EIA implementations easier. It has been concluded that since regional environmental data has been effectively utilized in the preparation of the EIA reports, the absence in Turkey in this respect should be eliminated as soon as possible. Advances achieved in other countries are not as rapid as in Turkey, especially due to the fact that the EIA activities were initiated in USA and the EU member states 1970's and 1980's and significant improvements have been achieved up to date. Finally, the EU harmonization efforts can be given as the most important reason for this rapid improvement in Turkey.

Bu Yüksek Lisans Tezi'nin amacı Türkiye'nin önemli bir sorunu olarak karşımızda duran PKK ve ona karşı yapılan mücadelenin Türk kamu yönetiminin işlevleri açısından bir süreç olarak incelenmesi ve terörle mücadele ile terörizme mücadele ekseninde Türk kamu yönetimindeki değişiminin araştırılmasıdır. Temel varsayım Türk kamu yönetiminin terör ve terörizmle mücadelede bir süreç olarak terörle mücadeleden terörizmle mücadele alanına kaydığı ve bunun nedeninin değişen konjonktür, değişen PKK ve kamuoyunun şiddete doygunluğu olduğudur. Üç bölümden oluşan bu tezin ilk bölümünde kavramsal çerçeve dâhilinde araştırmanın temeli olan terör ve terörizm kavramları ve bunların nedenleri, amaçları, unsurları, ayrımları zengin bir literatürle anlatılmıştır. Tezin ikinci bölümünde ise Türkiye'de PKK dışındaki terör örgütleri anlatılmıştır. Tezin son bölümünde ise PKK terör örgütü kökleri, örgüt yapısı ve finans kaynakları ile ayrıntılı bir şekilde anlatılmış ve Türkiye'nin terörle mücadelede kamu yönetiminin işlevleri yasama ve yürütme erklerinin faaliyet ve uygulamaları ile incelenmiş ayrıca Kürt Sorunu ve PKK terörünün bitirilmesi amacıyla ortaya konan belli başlı raporlar özetlenmiştir. Tezin katkısı ile PKK'daki ve Türkiye'nin terörle mücadelesindeki değişimler ve nedenleri ortaya konmuş ve konu bütüncül bir şekilde ele alınmıştır. Tezin bir başka katkısı ise PKK terör örgütünün ulaşılması yasal kendi yazılı kaynakları ile incelenmesi ve nesnel veriler ışığında doğru bir şekilde anlatılmasıdır. Sonuçta bu Yüksek Lisans Tezi ile PKK'daki değişimler bir süreç olarak irdelenmiş ve bunun Türk kamu yönetimindeki değişimler ile nedenselliği ortaya konmuştur. PKK'nın değişim süreci sonunda siyasallaşması ve terörizmi sadece alternatif bir güç haline getirmesi ile Türk kamu yönetiminin terörizmle mücadele ile artık mücadelenin siyasi, ekonomik ve toplumsal yanına ağırlık vermesi durumları arasında bağlar ortaya konarak temel varsayımımız doğrulanmıştır. The aim of this Master's Thesis is to study as a process the fight against the PKK and its terrorism that confronting us as a significant problem in Turkey, in terms of the functions of Turkish public administration and to quest the changes in Turkish public administration in the axis of the fight against the terror and the terrorism. Our basic assumption is that in its fight against the terror and the terrorism, Turkish public administration has shifted as a process from the fight against terror to the area of fight against terrorism and the reason for this is the changing environment, the changing PKK and the satiety of public to the violence. In the first section of this thesis consisting of three sections, we described in a rich literature the terror and the terrorism which is the basis of research within the conceptual framework as well as their definitions, causes, purposes, elements and differences. In the second section of the thesis, we explain in details the other terrorist organization in Turkey. In the last part of the thesis, we explain PKK terrorist organization with its roots, organizational structure and financial resources and we analyze the functions of public administration in the fight against terrorism in Turkey as well as the activities and practices of the legislative and executive powers and we also summarizes the major reports set forth in order to inactivate clear up the Kurdish problem and solve the PKK terror. Thanks to this thesis, we put forward the changes in the PKK and the fight against the terror in Turkey as well as their reasons and we deal with the subject in a holistic manner. Another contribution of this thesis is to study the PKK terrorist organization with its own legally accessible written sources and to illustrate it correctly in the light of objective data. As a result, this Master's Thesis researches as a process the changes in the PKK and sets forth the causality of this with the changes in the Turkish public administration. We have validated our basic assumption by putting forward the bonds between the fact that the PKK has become politicized as a result of the process of change and has changed its terrorism into an alternative power and the fact that Turkish public administration has started to give more weight to political, economic and social side of the fight in its fight against terrorism.

Deutschland ist von Zuwanderung geprägt, ca. 20 Prozent der Menschen haben schon jetzt einen Migrationshintergrund. Die vielfältigen Kulturen bereichern unser Land und bringen internationale Akzente in unser Alltagsleben.Wie lassen sich die Brücken zwischen der zugewanderten und einheimischen Kulturszene ausbauen? Wie kann man Migrantinnen und Migranten den Zugang zu Kultureinrichtungen, Veranstaltungen und Förderprogrammen erleichtern? Wie kann man den Zugang zu den kulturellen Szenen der Zugewanderten für die Mehrheitsgesellschaft öffnen?Dieses Buch stellt Konzepte und Projekte vor, die institutionelle und freie Kultureinrichtungen und -verwaltungen sowie Künstler_innen mit Migrationshintergrund in ihrer Arbeit vor Ort unterstützen.Gezeigt wird ein Perspektivenwechsel: Kulturelle Vielfalt ist eine gesellschaftliche Ressource und Chance, denn die Innovationskraft und neue Perspektiven der Künstler_innen mit Migrationshintergrund sind wichtige Impulsgeber für die Zukunft der Kommunen.

The Cyprus Question is a problem of Turkey that continued for years. Cyprus was conquered in 1878 by England which continuing to obtain colonies all around the world in the 19th century. Cyprus is one of the dominions of the Great Britain after the Lozan Treaty of Peace. However, the Greek Cyprus began to struggle to gain independence from Britain since 1931. After this Turkey did not think to interfered to Cyprus. The Great Britain change her policy after the World War II. And she started to go out her dominion territories slowly. Therefore the influence war beginned on Cyprus between Turkey and Greece. As well Turkey has started to be included in the Cyprus problem since 1950. The period of the Democratic Party has been the Cyprus problem one of the most important foreign policy issues. Turkey does not go into struggle on Cyprus that the Great Britain remains her control. Turkey thinks that if England wants to go out from Cyprus then has a right to say on Cyprus. Because Cyprus is very close to Turkey for geographical and historical. At this moment there was a serious and heavy competition on Cyprus between Turkey and Greece. Turkey's aim was not to persecuting the Cyprus Turks' from other states. If England went out from Cyprus it was not thought a solution without Turkey. And so Turkey began to take a step on this policy. But Turkey never followed complicate comprehension. Şhe followed genial policy. Especially, after the London Conference, Turkey has become officially part of the subject. Turkey has primarily want to continue the status quo. If this is not, it has argued the entire island should be given its. The division thesis came to the fore after 1955. During this period, foreign states have evaluated Turkey's Cyprus policy in accordance with their policies. This assessment shows the influence of the Cold War.