This study explored the loneliness experienced by school administrators, the causes and results of this loneliness, and the ways the administrators cope with loneliness through their experiences. The study employed the phenomenology design, one of the qualitative research designs. The study group consisted of 14 elementary and middle school administrators working in Zonguldak Karadeniz Ereğli. Criteria sampling and snowball sampling techniques were used while determining the study group. The study data were collected with a semi-structured interview form. The school administrators were asked about their loneliness, the reasons and results of their loneliness, and their ways to cope with it. School administrators stated that they mostly experienced loneliness in situations of power hierarchy and during the execution of work. They also stated that their loneliness was caused by organizational communication problems and the personal demands of their colleagues. In addition, school administrators expressed that organizational loneliness caused disruption of work and ineffectiveness at work the most. Finally, they also expressed that they try to overcome loneliness through organizational communication and individual socialization. Comprehensive and social measures should be taken in consideration as well as individual and organizational measures in order to eliminate school administrators’ loneliness.

The study aims to identify the views of education inspectors who display different characteristics compared to other educators in terms of their work environment, conditions and their views regarding loneliness at work place and job performance and to determine whether there is a meaningful relationship between these two variables. The universe of the descriptive study is 175 education inspectors employed in Istanbul participating the study voluntarily. Loneliness at Work Scale and Employee Performance Scales were used in the study as data collection tools. To analyze the data collected percentage, frequency and standard deviation scores were calculated and t-test, Kruskal Wallis, Mann-Whitney and correlation analysis were used. Some of the findings are as follows: Views of education inspectors in the context of sub dimensions of loneliness at work scale are at the level of “I disagree” in emotional depravity sub dimension, “I agree” in social companionship sub dimension and “Unsure” in the total scale. Views of education inspectors in the context of employee performance are at the level of “I agree”. A low level and meaningful relationship in positive direction is identified between the employee performance and loneliness at work perceptions of education inspectors. Keywords: Loneliness at work; Employee performance and Education inspectors

n this study, it is aimed to determine the loneliness levels of private hospital employees and examine whether there is demographic difference in their loneliness level. The study was done in May 2016 in a private hospital and its subsidiaries, located in Istanbul. According to the findings, average loneliness score of emotional deprivation was found to be 2.13, and average loneliness score of social friendship was found to be 2.15. The general loneliness average was found to be 2.14. According to these results, it is possible to argue that the loneliness levels of the participants in the workplace are relatively low. What is more, loneliness at work only shows variance between gender and social friendship. In conclusion, it was found that loneliness at work does not show variance in terms of age, education, marital status, and tenure. This result can be considered as a positive condition for hospitals.

This study is an investigation into the mechanisms that intervene in the relationship between recognition, attachment to the organization, supervisory support and loneliness at the workplace in a medical unit. The 138 employees of the medical unit completed the instrument Pressure Management Indicator and the scale Loneliness at the Workplace (LW). They answered the demographic questionnaire and the interview that examined the relationship with the supervisory support. We aimed to identify whether recognition and attachment to the organization are predictors for loneliness at workplace and to examine differences in loneliness scores reported by employees who feel supported by their supervisors and those who do not feel supported. The recognition and the attachment to the organization are predictors for LW; the employees who receive the support of superiors have LW scores lower than the ones who lack the support offered by superiors. The results of the study suggest specific elements...

Since loneliness has received limited academic attention, we studied loneliness in the workplace with relation to perceived organizational support and job satisfaction among hotel employees. For this purpose, a theoretical model of the mediating role of workplace loneliness between perceived organizational support and job satisfaction was developed. Results from 406 employees of fourand five-star all-inclusive hotels in Muğla indicate that the mediating role of the emotional loneliness dimension between perceived organizational support and job satisfaction is statistically significant. The research contributes to the literature on loneliness in the workplace and includes suggestions for the hotel industry and future studies.