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The study tests an integrative model that considers the plausible effects of different areas of work life on emotional exhaustion. It also tests the mediating effect of organizational trust on this relationship. More specifically, while perceived incongruence in six areas of work life (workload, fairness, reward, community, control and value) is treated as a predictor of emotional exhaustion, organizational trust is treated as a mediating factor in understanding the underlying mechanism of emotional exhaustion in academicians. Data were collected from 201 academicians working in public universities in Turkey and were analyzed using a structural equation model. Results provided partial support for the proposed conceptual model. Specifically, organizational trust mediated the link between four areas of work life (i.e., workload, fairness, reward, and value) and emotional exhaustion. Contrary to our expectations, the mediating effect of organizational trust was found to be insignificant for community and control. Findings suggest the importance of building organizational trust by focusing on six areas of work life in order to prevent burnout in academicians. [ABSTRACT FROM AUTHOR]

The study tests an integrative model that considers the mediating effect of burnout and learned helplessness on the relationships between organizational justice and turnover intentions. Organizational injustice is expected to act as a workplace stressor, triggering emotional reactions such as exhaustion, cynicism, and helplessness. These in turn manifest themselves as dysfunctional organizational attitudes such as turnover intentions. Data were collected through sequential design from 217 banking employees and analyzed with full-latent variable model using AMOS 17. Results provided partial support for the proposed conceptual model. Specifically, emotional exhaustion mediated the linkages between procedural justice-turnover intentions and distributive justice-turnover intentions; cynicism acted as a mediator only between procedural justice and turnover intentions. The mediating model fit to the data satisfactorily with GFI of .98 and CFI of .99. Neither the relationship between justice perceptions and helplessness nor the relationship between helplessness and turnover intentions was found to be significant. Emotional exhaustion (β = .15, p < .05) and cynicism (β = .49, p < .05), both of which are shown to be cognitive and emotional reactions arising from perceived injustice, seem to positively relate with desire for quitting. These intentions could translate into actual turnover, thus, hampering organizational performance. [ABSTRACT FROM AUTHOR]