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This study empirically investigates the antecedent, mediating, and outcome variables of budgetary participation in Turkey. Turkey is an interesting setting to investigate the impact of budgetary participation on job satisfaction and performance because of its unique cultural and institutional factors. We propose that the information asymmetry between superiors and subordinates creates the need for budgetary participation, and the outcomes of budgetary participation (i.e., job satisfaction and performance) will be mediated by goal commitment and role ambiguity. Based on a questionnaire survey of 194 mid-level managers in Turkey, we find that role ambiguity mediates the budgetary participation-job satisfaction and budgetary participation-performance relationships. The results are consistent with the view that the primary benefit of budgetary participation is to decrease role ambiguity, leading to more job satisfaction and better performance. Furthermore, we find that goal commitment mediates the budgetary participation-performance relationship. This result suggests that participation in the budgeting process increases goal commitment, which in turn leads to better performance. This study will be beneficial for companies in general and for organizations in developing countries in particular to realize that budgetary participation alone does not improve job satisfaction and performance. Rather, it is the increased commitment and decreased role ambiguity that results from managers' participation in the budgetary process that improves job satisfaction and performance. [ABSTRACT FROM AUTHOR]

The purpose of this study is to examine main effects of workload, role ambiguity, and social support on social workers' burnout in Turkey. Data were obtained from 222 social workers who were members of the Association of Social Workers in Turkey. Results revealed that workload might predict emotional exhaustion, depersonalization sub-dimensions of burnout, but not personal accomplishment. Role ambiguity was positively related to emotional exhaustion and depersonalization, and negatively related to personal accomplishment. In other words, when social workers experience greater role ambiguity, they tend to experience higher levels of burnout. Social support from supervisor has decreased emotional exhaustion and increased personal accomplishment as predicted. But supervisor support had no direct effect on depersonalization of social workers. The study is an addition to the social workers' burnout literature, especially in Turkey where few relevant studies exist on this issue. [ABSTRACT FROM PUBLISHER]

In the Turkish health care system and hospitals it is very common to witness role conflict and ambiguity among health care personnel. Often this is due to a lack of clarity as to what is expected and required of them. The unfortunate and unavoidable result is a high level of burnout caused by uncertain working conditions in Turkish hospitals. The objectives of this study were to determine the level of role conflict, role ambiguity, and burnout of physicians and nurses working in hospitals, to see the relationship between role conflict, ambiguity and burnout level, to reveal the effects of organisational and indvidual characteristics on the burnout level of physicians and nurses. The study was conducted in three hospitals attached to the Ministry of Health (MoH) of Turkey. 149 nurses and 83 physicians were included in the sample of this study although several efforts of reminders and additional visits to the hospitals to increase the response rate. Structural Equational Modelling (SEM) was chosen to estimate the effects of certain selected individual and organisational variables that were determined by a set of correlation and biovariate analyses on role conflict and ambiguity as well as the burnout level. The SEM results showed that working in surgical units, having less working experience and choosing the profession unwillingly had significant and negative direct effects on the burnout level of the physicians and nurses in the sample of this study. Decreasing the level of role conflict and ambiguity would serve to decrease the level of burnout. In order to decrease the level of role conflict, ambiguity, and burn out level for nurses and physicans, serious efforts must be made to clarify role definitions, increase resources, and employ conflict management methods. [ABSTRACT FROM AUTHOR]

In many countries currently, health-care professionals experience burnout in their professional life. This study explored the relationship between burnout, and role conflict and role ambiguity in nurses and physicians at a university hospital in Turkey. The data were collected by questionnaires that included sociodemographic variables, Maslach's Burnout Inventory (MBI), and Rizzo's Role Conflict and Role Ambiguity Scales. Two hundred and fifty one health-care professionals (170 physicians and 81 nurses) responded to the survey. There was a strong positive correlation between the MBI and Rizzo's Role Conflict and Role Ambiguity Scales. The nurses showed significantly higher levels of role conflict, role ambiguity, and burnout compared to the physicians. A multiple regression analysis showed that role conflict and role ambiguity might help to explain the higher level of burnout experienced by the nurses compared to the physicians. Future research is needed to develop preventive measures for the burnout of health-care professionals. [ABSTRACT FROM AUTHOR]

The purpose of the present study is to examine the effects of selected antecedents on the service recovery performance of frontline employees using data from frontline bank employees in Turkey. The results of the path analysis indicate that trait competitiveness, intrinsic motivation, and role ambiguity are significant antecedents of frontline employees' service recovery performance. Results also suggest that the significant consequences of service recovery performance are job satisfaction and intention to leave. The results of the other hypothesised linkages demonstrate that intrinsic motivation, emotional exhaustion, and role ambiguity are significantly associated with frontline employees' job satisfaction. In addition, the current empirical findings provide support for the notion that role ambiguity and emotional exhaustion are significant predictors of intention to leave. Limitations of the study, managerial implications, and implications for future research are discussed. [ABSTRACT FROM AUTHOR]