The Effects of Burnout on Organizational Commitment in Logistics Sector

Abstract

Burnout is a psychological syndrome that reduces people's motivation, job satisfaction and organizational commitment. People whose jobs are related with human interaction are usually exposed to burnout. In the literature, three dimensions of burnout were defined as emotional exhaustion, depersonalization and reduced personal accomplishment. In this study antecedents (cynicism, role ambiguity, role conflict and organizational justice) and consequences (job satisfaction, organizational commitment) of burnout were determined in logistics sector which has never been analyzed before in Turkey. Sample size of the study was 420 and judgment sampling method was used. As a result, it was found that antecedents of burnout except organizational justice are positively correlated with burnout factors, and burnout is negatively correlated with its consequences.

Does The Perception of Job Insecurity Bring Emotional Exhaustion The Relationship between Job Insecurity, Affective Commitment and Emotional Exhaustion

“…According to the findings, affective commitment has a negative and significant effect on emotional exhaustion. This result is parallel to the research findings in the literature (Yener et al, 2014;Tosun & Ulusoy, 2017;Akpınar et al, 2013). Employees are less likely to feel their emotional resources in their work run out when they integrate with the organization and feel satisfaction with being a member of the organization.…”

“…Researches in the literature have also provided findings in parallel with this expectation. For example, Yener et al (2014) found in the research they conducted with employees in a logistics sector that organizational commitment affected burnout negatively and significantly. Tosun and Ulusoy (2017) and Akpınar et al (2013) found as a result of a survey conducted by employees in the health sector that affective commitment negatively and significantly affects emotional exhaustion.…”

“…When the above-mentioned research findings are examined, affective commitment decreases (Ünsal-Akbıyık et al, 2012;Peene, 2009;Piccoli et al, 2011) and emotional exhaustion increases (Tilakdharee et al, 2010;Bosman et al, 2005;İsmail, 2015) with the perception of job insecurity. On the other hand, research in the literature shows that affective commitment affects the emotional exhaustion negatively (Yener et al, 2014;Tosun & Ulusoy, 2017;Akpınar et al, 2013). This leads to the expectation that affective commitment may play a mediating role in the effect of job insecurity on emotional exhaustion.…”

Supervisor and mentoring effects on work-family conflict in logistics

“…Specific to SCM, our study responds to a lack of empirical study of social support and employee retention to address the talent shortage (Hohenstein et al , 2014). As another contribution, our study shows that interference with family time (time-based WIF) does not diminish logistics job satisfaction, advancing findings on the impact of burnout in SCM (Yener, 2014). Finally, our study augments scarce research examining gender differences in SCM to support the gender imbalance, supporting concerns that WIF can be particularly problematic for women (Nix and Stiffler, 2016).…”

The link between supervisor support, servicing efficacy and job satisfaction among frontline hotel employees: an investigation in Turkey

“…Job demands refer to employees' challenging work conditions such as long working hours, poor working environment, high work pressure and emotionally demanding interactions. When employees try to meet these expectations, job demands may be stressful, resulting in physical or psychological damage (Bakker and Demerouti, 2017;Yener et al, 2014). It was claimed that job demands also result in workaholism, affecting employees negatively, such as reduced happiness and lower job satisfaction in the long term.…”