İlhan Ümit Deniz, Güler Burcu Kümbül, Turgut Dilara, Duran Cem
Department of Business Administration, Beykoz University, İstanbul, Türkiye.
Department of Psychology, Izmir Kâtip Çelebi University, İzmir, Türkiye.
Front Psychol. 2025 Jul 2;16:1588266. doi: 10.3389/fpsyg.2025.1588266. eCollection 2025.
An increasing body of research has explored the impact of job demands and resources on employee wellbeing and performance; however, empirical evidence remains limited regarding how these factors operate in non-Western contexts. Addressing this gap, the present study examines blue-collar (70.7%) and white-collar (29.3%) workers in Türkiye, investigating the effects of job demands (quantitative, cognitive, emotional) and job resources (leader support, co-worker support, trust) on emotional exhaustion, job satisfaction, organizational commitment, and intention to leave.
A total of 563 employees from three large production companies in Türkiye voluntarily participated in this study. Data were collected using the Turkish version of the Copenhagen Psychosocial Questionnaire (COPSOQ-III) for all constructs, except for intention to leave, which was assessed using the Michigan Organizational Assessment Questionnaire (MOAQ). The proposed relationships were analyzed through multi-group structural equation modeling (MG-SEM).
Job demands significantly increased emotional exhaustion in both blue- and white-collar workers. However, while emotional exhaustion did not diminish organizational commitment among blue-collar workers, job satisfaction emerged as a key determinant in reducing their turnover intentions. In contrast, for white-collar workers, emotional exhaustion weakened organizational commitment, ultimately leading to higher turnover intentions. Moreover, job resources enhanced job satisfaction and indirectly reduced turnover intentions for blue-collar workers, whereas these resources did not significantly predict job satisfaction among white-collar workers.
These findings underscore the importance of tailoring workplace strategies to different occupational groups in a non-Western setting. Strengthening job resources-particularly trust, leader support, and co-worker support-can enhance job satisfaction and reduce turnover risk among blue-collar workers. Conversely, for white-collar workers, mitigating job demands and managing emotional exhaustion are crucial for sustaining organizational commitment. This study contributes to the cross-cultural understanding of job demands and resources, highlighting their differential impact on blue- and white-collar workers in Türkiye.
越来越多的研究探讨了工作要求和资源对员工幸福感和绩效的影响；然而，关于这些因素在非西方背景下如何发挥作用的实证证据仍然有限。为了填补这一空白，本研究调查了土耳其的蓝领工人（70.7%）和白领工人（29.3%），研究工作要求（数量、认知、情感）和工作资源（领导支持、同事支持、信任）对情感耗竭、工作满意度、组织承诺和离职意愿的影响。
土耳其三家大型生产公司的563名员工自愿参与了本研究。除离职意愿外，所有构念均使用哥本哈根心理社会问卷（COPSOQ-III）的土耳其语版本收集数据，离职意愿使用密歇根组织评估问卷（MOAQ）进行评估。通过多组结构方程模型（MG-SEM）分析所提出的关系。
工作要求显著增加了蓝领和白领工人的情感耗竭。然而，虽然情感耗竭并没有削弱蓝领工人的组织承诺，但工作满意度成为降低他们离职意愿的关键决定因素。相比之下，对于白领工人来说，情感耗竭削弱了组织承诺，最终导致更高的离职意愿。此外，工作资源提高了蓝领工人的工作满意度，并间接降低了他们的离职意愿，而这些资源并不能显著预测白领工人的工作满意度。
这些发现强调了在非西方背景下针对不同职业群体制定工作场所策略的重要性。加强工作资源，特别是信任、领导支持和同事支持，可以提高蓝领工人的工作满意度并降低离职风险。相反，对于白领工人来说，减轻工作要求和管理情感耗竭对于维持组织承诺至关重要。本研究有助于跨文化理解工作要求和资源，突出了它们对土耳其蓝领和白领工人的不同影响。
