Emotional exhaustion, argued to be burnout’s core dimension, can manifest itself as decreased productivity and job dissatisfaction. This study aims to determine how lack of reciprocity, lack of supervisory support, high workload, and work-family conflict affect emotional exhaustion. Data were collected from 295 physicians working at private and public hospitals in Antalya and İstanbul, Turkey. The survey included lack of reciprocity, supervisory support, workload, WFC items, and exhaustion subscale of Maslach Burnout Inventrory: General Survey (MBI:GS). The proposed model was tested using AMOS 17, which enables assessment of hypothesized relations and degree of fit between data and model. Workload and lack reciprocity were found to increase emotional exhaustion, while supervisory support alleviated the exhaustion physicians experienced. As expected, workload increased work-family conflict. Quite unexpectedly, workload was associated with lack of reciprocity; meaning, physicians more likely perceive their efforts go unappreciated and their patient relationships are inequitable (i.e. investing more than receiving) when they perceive a high workload. In addition, supervisory support was also associated with lack of reciprocity. Physicians experiencing inadequate supervisory support tend to describe their patient relationships in negative terms and perceive inequitable relations. Physicians who do not receive either adequate supervisory support or patient appreciation tend to feel emotionally exhausted. Moreover, both workload and work-family conflict increase physicians’ exhaustion. Suggestions to reduce workload and social problems in hospitals are offered to reduce exhaustion.

Background: Minimal research has been conducted to explore the associations among workload, work-to-family conflict, family-to-work conflict, support, and affective commitment. Purpose: This study was designed to explore the moderating role of perceived organizational support on the mediating effects of work-to-family conflict, family-to-work conflict in perceived workload, and affective commitment linkage. Methods: The data were collected using a self-report survey from 164 nurses working at two public hospitals. The hypothesized model was tested using PROCESS macro. Results: Perceived organizational support was found to influence the mediating effect of work-to-family conflict on the linkage between workload and affective commitment, yet not to moderate the mediating effect of family-to-work conflict. The results revealed that workload predicts affective commitment negatively and work-to-family conflict positively. However, perceived organizational support was found to change the effect that workload has on affective commitment. The negative effect of workload on affective commitment was found to be weaker for nurses with adequate organizational support. Conclusions/Implications for Practice: Perceived organizational support was found to have both main and buffering effects on the emotional attachment of nurses toward their organizations. The findings support the importance of creating supportive work settings to alleviate the adverse effects on nurses of workload and work–family interference.

Bu çalışmanın amacı örgütsel adalet algısı boyutlarının örgütsel özdeşleşme üzerindeki etkisi araştırmaktır. Çalışmada örgüt içindeki ödüllerin, uygulanan yöntemlerin, kişilerarası ilişkilerin ve bilgi paylaşımının adil olduğuna inanan çalışanların hissettikleri özdeşleşmenin daha yüksek olduğu varsayılmıştır. Çalışma kapsamında öne sürülen hipotezler bir kamu kuruluşunda çalışan 161 kişiden toplanan veriler kullanılarak örtük değişkenlerle yol analizi ve aşamalı regresyon analizleri yapılarak test edilmiştir. Yol analizinde, dağıtımsal ve bilgisel adaletin özdeşleşme üzerinde etkilerinin anlamlı olmadığı, diğer iki boyutun (süreç ve kişilerarası adaletin) ise örgütsel özdeşleşmeyi tahmin edebildiğini göstermiştir. Aşamalı regresyon analizi sonuçları ise dağıtımsal, bilgisel ve kişilerarası adaletin özdeşlemeyi pozitif yönde tahmin edebildiğini, süreç adaletinin ise özdeşleşme üzerinde etkili olamadığını göstermiştir. Her iki analiz kişiler arası adaletin özdeşleşme üzerinde etkili olduğunu göstermekte; diğer adalet boyutları konusunda farklı sonuçlar vermektedir. Bu durumun olası sebepleri ve adalet-özdeşleşme ilişkisi elde edilen bulgular ve literatür çerçevesinde tartışılmıştır.