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In the success of institutions, the peace and quality of the business life of human resources play an important role. The organizational load on employees can affect both individual and organizational stress, their turnover intention, and emotional commitment. Therefore, institutional stress and commitment have become the subject of many studies. In this study, we investigate the effects of responsibility load and workload on work stress, emotional commitment, and turnover intention, using a sample that consists of academics employed in state universities in Turkey. Data analyzed in this study were collected via questionnaires from the academics (n = 1043). The results indicated that workload and responsibility load affect work stress; work load and responsibility load affect emotional commitment; and work load affects turnover intention, while responsibility load has no effect on it.

In this study, the effect of transformational leadership and procedural justice on manager trust and sustainable organizational identity is analyzed, also including the role of mediation on manager trust. First, we analyzed what the effect of transformational leadership and procedural justice on trust in the organization and sustainable organizational identity is. Secondly, we examined the mediator effect on organizational trust, in addition to the effects of transformational leadership and procedural justice on sustainable organizational identity. The sample of the study consists of 558 subjects from Turkey, 106 subjects from Azerbaijan, and 95 subjects from Kyrgyzstan-a total of 759 subjects. To analyze the collected data, we used correlation analysis, regression analyses, and ANOVA testing. For these analyses, we used the SPSS statistical software. The results indicate that transformational leadership and procedural justice positively and significantly affect manager trust. Moreover, manager trust has a positive and significant impact on creating a sustainable organizational identity. The results of the regression analyses further show that in the relationship between transformational leadership and procedural justice with sustainable organizational identity, there is a full effect of mediation on the perception of manager trust. Moreover, there is an indirect relationship among transformational leadership and procedural justice with creating a sustainable organizational identity, and this relationship is established through the perception of manager trust. The results of the study suggest that an efficient way to increase the trust of managers by employees is to increase procedural justice and to follow a transformational leadership style in the workplace. Moreover, it is expected that corporations following these strategies can sustain their organizational identity.