Ömer Turunç

The impact of perceived organizational support on work–family conflict: Does role overload have a mediating role?

The present cross-sectional study aims to investigate (1) the direct effects of perceived organizational support and role overload on work–family conflict and (2) the mediating role of role overload in the relationship between perceived organizational support and work–family conflict using a Turkish sample. The hypotheses were tested with a sample of 344 employees from small and medium-sized enterprises in Turkey. The results demonstrated that perceived organizational support was negatively related to both family to work conflict and work to family conflict of the employees. Role overload was also positively related to both family to work conflict and work to family conflict. In addition, the results indicated that role overload did not have a mediating role between perceived organizational support and work–family conflict.

İŞ PERFORMANSININ ARTIRILMASINDA PROSEDÜR ADALETİ, DAĞITIM ADALETİ, ETKİLEŞİM ADALETİ VE İÇSEL MOTİVASYONUN ROLÜ

Calisan performansi organizasyonlarin uzerinde durmasi gereken onemli bir konudur. Calisan performansini etkileyen faktorlerden birisi de orgutsel adalettir. Bu arastirmada orgutsel adalet faktorlerinin (Prosedur, dagitim ve etkilesim adaleti) calisan performansi uzerindeki etkisi incelenirken ayni zamanda calisanlarin orgutsel adaletin icsel motivasyonu uzerindeki etkileri ile icsel motivasyonun is performansi uzerindeki etkileri de arastirilmistir. Bu kapsamda degiskenler arasindaki iliskiler yapisal esitlik modeli yardimiyla incelenmistir. Yapilan analizler sonucunda prosedur adaletinin is performansini dagitim adaletinin de icsel motivasyonu pozitif ve anlamli olarak etkiledigi, etkilesim adaletini is performansini anlamli ancak negatif olarak etkiledigi belirlenmistir. Icsel motivasyonun is performansi uzerinde anlamli bir etkisi tespit edilememistir. Modelin uyum indeksleri incelendiginde modelin kabul edilebilir bir model oldugu belirlenmistir