Saim Mehmet’s research while affiliated with Istanbul Medipol University and other places

The positive impact of organizational citizenship behavior on individual and organizational outputs has been studied extensively in recent years. This study aims to examine the importance and impact of trust in leaders on increasing the organizational citizenship behaviors. The population of the study is the while-collar employees of the organized industrial zones (OIZ) of the Marmara region. The data collected with the participation of 320 employees shows us that except for the dimension of sportsmanship; altruism, civil virtue, conscientiousness, and courtesy-based organizational citizenship behaviors are highly correlated with trust in the leader. According to the regression analysis, civil virtue is found to be the organizational behavior dimension most affected by the trust in the leader.

In a time when change is accelerating and an awareness that dictates that values and organisations to be reconsidered, and the concepts of the industrial society such as workmanship and employership are being re-studied as phenomena that change with new transitions, union managers too clearly state the need for restructuring. Due to technological development, the rate of white-collar workers in the workforce has risen against the blue-collar workers. An important change that has been a factor and a result of the change in economic prosperity and transition to high technology has been the rise of average levels of education and learning. The workforce, comprised mostly of highly-skilled white-collar workers who are better educated than previous generations and possess a higher income level, has seen a change in attitude and behavior in the matters of unionization and labor struggle. In addition to this, business managements also develop management techniques such as human resources management that enable employees to participate, and develops conflict free relationships by establishing a direct dialogue with employees with applications such as quality circles, team work and satisfaction surveys. Trade unions are required to create new organizational structures to satisfy the needs of rapid change in technology and the new position of the workforce with knowledge. On the other hand, developments in the aftermath of the 1980s led to neo-liberal policies taking over the whole world. Dismissals under the name of flexible labour market, subcontracting, precarious work and unregistered employment are becoming more and more common. The working class has lost the benefits it gained through organized struggle. In the face of the fact that traditional trade union organization is constantly weakening, it is a necessity to discuss alternative searches. If the workers' unions will exist in the future, it will be extremely difficult for them to achieve this with their current traditional identities. In this respect, the time for the workers' unions to create a new vision is long overdue. In this study, a conceptual study on alternatives for the future vision search of unions will be presented.

With globalization and the end of cold war, the whole world adopted capitalist economy model with some differences. Within this period, capital owners started to slowly withdraw the rights of working class. Layoffs, unregistered employment are becoming widespread under the name of flexible labor market. Now, workers can easily be laid off; we almost never encounter strikes. Workers cannot defend their social rights as much as they could in the past. Precariat notion is used to describe these new workers class created by these indemnity losses. We call the process of suppressing a person to the point where the person becomes content with violations of his/her rights, trivializing of his/her qualifications and the person internalizes exploitation for fear of being pushed outside the system in brutal competition conditions of labor market precarization. There is a group of personnel, who are prevented from benefiting collective labor agreement because they are outside its extent even though they are union members and they are of course deprived of union indemnity; almost all of this group consists of white-collar employees. These personnel are pushed to the unprotected area of liberty of contract, they were characterized as "elites of the business" presented to them with dreams of being middle-class at first; however, as their numbers increased proportionally and with loss of rights and increasing precarity have been pushed to being "outcasts of the business". Today, middle-class myth is being demolished; white collars realized that their position is being workers within production relations; they are faced with the reality of precarity, uncertainty, and losing everything they dreamt of achieving in the future. Right at this point, they need a union embrace which understands what they feel and which is suitable to structural truths.

With globalization and the end of cold war, the whole world adopted capitalist economy model with some differences. Within this period, capital owners started to slowly withdraw the rights of working class. Layoffs, unregistered employment are becoming widespread under the name of flexible labor market. Now, workers can easily be laid off; we almost never encounter strikes. Workers cannot defend their social rights as much as they could in the past. Precariat notion is used to describe these new workers class created by these indemnity losses. We call the process of suppressing a person to the point where the person becomes content with violations of his/her rights, trivializing of his/her qualifications and the person internalizes exploitation for fear of being pushed outside the system in brutal competition conditions of labor market precarization. There is a group of personnel, who are prevented from benefiting collective labor agreement because they are outside its extent even though they are union members and they are of course deprived of union indemnity; almost all of this group consists of white-collar employees. These personnel are pushed to the unprotected area of liberty of contract, they were characterized as "elites of the business" presented to them with dreams of being middle-class at first; however, as their numbers increased proportionally and with loss of rights and increasing precarity have been pushed to being "outcasts of the business". Today, middle-class myth is being demolished; white collars realized that their position is being workers within production relations; they are faced with the reality of precarity, uncertainty, and losing everything they dreamt of achieving in the future. Right at this point, they need a union embrace which understands what they feel and which is suitable to structural truths.

In this study, accepting the value and importance of the official organization, it is aimed to assess the idea that unofficial organization is real and important at least the official organization. Becouse at the same time organizations are feelings system, it is beneficial to determine the role of the human in the organization and to regulate the organizationto this fact. It has been also demonstrated that effective groupt interactions affected behaviours and emotions of group members in an efficient organization.

Collective Bargaining is the process in which labor unions representing workers on the one hand and employers or employers' institutions on the other gather and come to the table in order to determine working rules and conditions of both parties and the process to conclude the collective agreement. In Article 39 of 6356 numbered Law of Trade Unions and Collective Labor Agreement, issues about benefiting from a collective labor agreement are included. Out-of-scope employee concept in industrial relation application refers to people excluded from collective labor agreement regime even though they are able to be member of a labor union, and even they are, as a result of consensus of the parties of collective labor agreement, in other words those to whom collective labor agreement is not applied. Exclusion of some workers such as directors, chiefs, engineers and even all office employees which are members or able to be a member of labor unions from the scope of the agreement is an encountered case in the application of collective labor agreements and this issue is regulated through scope articles included in collective labor agreements. The circumstances of out of scope employees cause discussions.

Collective agreement system, which closely involves the content of social fabric and separation of powers in industrial society-some of the main problems constituting economic, political and judicial fabric of the society-and as the product of a historical development process, is applied in many countries as a dynamic process that is able to rapidly adapt to both changing economic and social conditions and changes in technological structure and plays the most effective role in determining employment conditions. A collective labor agreement is primarily formed for the purpose of improving working conditions of workers and to recover their material circumstances through other side benefits provided in goods and money in addition to salary increases. Naturally, aspiration of employees to benefit from collective labor agreement applied in the workplace they serve is for their self-interest. However, to be able to benefit from collective labor agreement, while only aspiring is not sufficient to utilize it; fulfilling a set of conditions is also necessary.