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.

The study tests an integrative model that considers the mediating effect of burnout and learned helplessness on the relationships between organizational justice and turnover intentions. Organizational injustice is expected to act as a workplace stressor, triggering emotional reactions such as exhaustion, cynicism, and helplessness. These in turn manifest themselves as dysfunctional organizational attitudes such as turnover intentions. Data were collected through sequential design from 217 banking employees and analyzed with full-latent variable model using AMOS 17. Results provided partial support for the proposed conceptual model. Specifically, emotional exhaustion mediated the linkages between procedural justice-turnover intentions and distributive justice-turnover intentions; cynicism acted as a mediator only between procedural justice and turnover intentions. The mediating model fit to the data satisfactorily with GFI of .98 and CFI of .99. Neither the relationship between justice perceptions and helplessness nor the relationship between helplessness and turnover intentions was found to be significant. Emotional exhaustion (β = .15, p < .05) and cynicism (β = .49, p < .05), both of which are shown to be cognitive and emotional reactions arising from perceived injustice, seem to positively relate with desire for quitting. These intentions could translate into actual turnover, thus, hampering organizational performance.

ÖzBu 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.Anahtar Sözcükler: Örgütsel adalet, dağıtım adaleti, süreç adaleti, kişilerarası adalet, bilgisel adalet, örgütsel özdeşleşme. * Haşim CÜCE'ye ait "Örgütsel Adalet ve Örgütsel Özdeşleşme İlişkisinde Yöneticilere Duyulan Güvenin Aracı Etkisi" isimli Yüksek Lisans Tezi'nden hazırlanmıştır.

Technologies, processes and products are easily imitated in today’s business world, so organizations can differentiate themselves from others only with their human capital. Helplessness, which may reflect itself as alienation, withdrawal, turnover intention is a serious problem that could prevent the adequate utilization of human capital. The overarching purpose of this study was to review “learned helplessness literature” with specific focus on helplessness in work context. This study, hopefully provided insights about why employees exhibit passive behaviors and apathy; in other words fall into helplessness even though they could initiate a change. In the first part, development of learned helplessness concept was explained together with initial models and experiments. After providing this background information, the individual and work-related antecedents of helplessness were listed. As part of antecedents, the impact of locus of control, gender, role stressors (i.e., workload, ambiguity) and organization structure was discussed briefly. In the third part, both organizational and individual consequences of helplessness were mentioned. Finally, suggestions were made to both practitioners and researchers in order to contribute advancement of theory and improvement of quality of work life.

This study investigates human resource (HR) management (HRM) practices in Turkey vis-à-vis history, religion, culture, and economic systems. It hopes to contribute discussion on convergence and divergence by assessing traditional values' impact on shaping HR practices. The study reviews the journal articles, thesis and conference proceedings addressing major human resource functions, namely job analysis, training, performance-management, recruitment and selection in Turkey. Review suggests directional convergence's presence, meaning companies in Turkey follow the same trends prevailing in the USA or Europe, yet the patterns differ with respect to Turkish firms' understanding and implementation of these trends. Collectivism, paternalism, and uncertainty avoidance seem to profoundly impact HRM practices in Turkey, decreasing the possibility of full convergence. HR literature is dominated by U.S. and European-oriented research. As this study provides a detailed, though not comprehensive literature review concerning HR practices in Turkey, its conclusions also may be extrapolated to countries with a similar socio-cultural dynamic, in addition to suggesting avenues for future research.