This article investigates the role of organizational and personal resources in explaining nurses' in-role and extra-role performances. A sample of 124 nurses working for public hospitals in the Turkish Republic of Northern Cyprus (TRNC) serves as the study setting. Results of the study reveal that organizational and personal resources included in the scope of this study cannot explain the nurses' in-role and extra-role performances. Implications of the results are discussed and future research directions are offered.

This thesis aims to provide an evaluation of the property aspect of the Cyprus problem. The &#039 / property issue&#039 / is an important aspect of the problem because it concerns the individual human rights and interests of a large population on both sides of the island. Following an introduction and a description of the historical backgroundof the island, there will be a basic account of the Cyprus conflict in order to have a perspective on the disagreement. The bulk of the thesis is then formed by the problem of property in the overall disagreement and both sides&rsquo / arguments towards the issue. After detailing various peace negotiations in relation to the property issue, the involvement of the European Court of Human Rights in the issue will be discussed, including the most recent developments which have since emerged

The study reported in this article examines the nature of relationships between organizational and personal resources and nurses' turnover intentions. A sample of 124 nurses in the Turkish Republic of Northern Cyprus serves as the study setting. Results of the study reveal that a form of organizational support (empowerment) and two personal resources (customer orientation, job resourcefulness) are the best predictors of turnover intentions. Implications of these results are discussed and avenues for future research are offered.

The study reported in this article examines the nature of relationships between organizational and personal resources and nurses' turnover intentions. A sample of 124 nurses in the Turkish Republic of Northern Cyprus serves as the study setting. Results of the study reveal that a form of organizational support (empowerment) and two personal resources (customer orientation, job resourcefulness) are the best predictors of turnover intentions. Implications of these results are discussed and avenues for future research are offered.

The study reported in this article examines the nature of relationships among job and personal resources, and psychological and behavioral outcomes. A related objective of the study is to uncover whether these relationships vary according to outcome type. Frontline employees of several hotels throughout the Turkish Republic of Northern Cyprus serve as the study setting. Results and their implications are discussed, and avenues for future research are offered.

By focusing on gender differences in structural relationships rather than differences in levels of constructs, this study extends Babin and Boles' [Babin B. J., Boles J. S. Employee behavior in a service environment: a model and test of potential differences between men and women. Journal of Marketing 1998;62:77-91.] research examining the effects of role stress on customer-contact employees' various job outcomes to a new context (frontline bank employees in the Turkish Republic of Northern Cyprus). Results indicate that gender has a moderating role on the relationships between role ambiguity and self-efficacy, and role conflict and job satisfaction. Cultural norms may play a role in the way gender moderates these relationships.

This thesis aims to analyze the property issue in the Cyprus conflict from 1974 up to 2012 based on historical and legal factors. First of all, the historical background of the Cyprus conflict will be evaluated with its different dimensions. After the EU and UN&rsquo / s involvement, the conflict internationalized and regarding the geostrategic importance of the island with the security concerns in the Middle East region the core of today&rsquo / s conflict became the property issue. In this respect, especially both the Turkish and Greek Cypriots proposals about property issue will be detailed one by one. Following that, based on these proposals the Turkish and Greek Cypriots cases to the ECHR about property issue will be analyzed. In the light of these the overall solutions to the Cyprus conflict will be evaluated.

The aim of this diploma thesis is to characterize the most important specifics of the Cyprusʹ membership in the European union and to describe the influence of these specifics on the relationship of Cyprus and EU or the relationship of Cyprus or EU to other states. The most important specifics are related to the so called "cyprus problem" because the island has been divided into Greek and Turkish part since 1964. The whole island is reprezented by the Greek Cypriots only and acquis communautaire is exercised only the Greek part. This work deals first with relations between the Republic of Cyprus, Turkey and the European Union. The next chapter deals with the Cyprus problem, the Turkish Republic of Northern Cyprus and the role of the European Union in the solving of the Cyprus problem. The last chapter examines the relationship between Cyprus and Russia and the influence of this relationship on the relationship between Cyprus and the EU.

Purpose: The purpose of this paper is to examine whether hope as a personal resource moderates the relationships between job burnout and frontline bank employees' in-role and extra-role performances. Design/methodology/approach: Frontline employees of several banks throughout the Turkish Republic of Northern Cyprus serve as the study setting. Findings: Results of the study reveal that burnout is significantly related to frontline employees' in-role and extra-role performances and that hope moderates these relationships. Research limitations/implications: Though common method bias does not appear to be a potential threat to the magnitude of relationships, in future studies using multiple-informants (e.g. performance data from supervisors or customers) would be useful. In addition, replication studies among front employees in other countries would be beneficial for further generalizations. Practical implications: Management of the banks should consider the personality traits of the individuals during the selection process. This is important, since hope reduces the detrimental impact of burnout on performance outcomes. Management should also retain employees high in hope, because such employees can create a positive work environment and serve as role models to their colleagues with low hope. Originality/value: Empirical research in the banks services literature pertaining to the effect of hope on extra-role performance and hope as a moderator of the impact of burnout on in-role and extra-role performances is scarce. Therefore, this study adds to the literature in this research stream by investigating the aforementioned relationships.

Purpose: The purpose of this paper is to examine whether hope as a personal resource moderates the relationships between job burnout and frontline bank employees' in-role and extra-role performances. Design/methodology/approach: Frontline employees of several banks throughout the Turkish Republic of Northern Cyprus serve as the study setting. Findings: Results of the study reveal that burnout is significantly related to frontline employees' in-role and extra-role performances and that hope moderates these relationships. Research limitations/implications: Though common method bias does not appear to be a potential threat to the magnitude of relationships, in future studies using multiple-informants (e.g. performance data from supervisors or customers) would be useful. In addition, replication studies among front employees in other countries would be beneficial for further generalizations. Practical implications: Management of the banks should consider the personality traits of the individuals during the selection process. This is important, since hope reduces the detrimental impact of burnout on performance outcomes. Management should also retain employees high in hope, because such employees can create a positive work environment and serve as role models to their colleagues with low hope. Originality/value: Empirical research in the banks services literature pertaining to the effect of hope on extra-role performance and hope as a moderator of the impact of burnout on in-role and extra-role performances is scarce. Therefore, this study adds to the literature in this research stream by investigating the aforementioned relationships.