The effects of organizational support and psychological empowerment on burnout and organizational commitment: The intermediary role of workload

The main purpose of this thesis study is to determine the mediating role of workload on the effects of organizational support and psychological empowerment on burnout and organizational commitment. In this context, the research was conducted on a total of 394 employees. Five main concepts were emphasized in the thesis. The first is organizational support, the second is psychological empowerment, the third is burnout, the fourth is organizational commitment, and the fifth is workload. Organizational support is the degree to which employees believe that the organization values their contributions in return for their contributions, cares about their well-being, and meets their socio-psychological needs. Psychological empowerment is the sense of self-determination, active participation in work, and motivation towards the task that reflects a person's job. Burnout is a state of emotional, physical, and mental exhaustion caused by excessive and prolonged stress. Organizational commitment is the sense of identification with the organization in which an employee works, expressing the level of involvement and loyalty towards the organization and the intention to stay in the same organization rather than seeking another job. Workload defines the completion of tasks and responsibilities defined in an organization for a job. In other words, it is completing a specified task within a specified time period. It was determined that there is a negative relationship between organizational support and psychological empowerment, and a positive relationship between organizational support and psychological empowerment with organizational commitment. Other findings related to the results of the study are provided in detail in the thesis. KEYWORDS: Organizational Support, Organizational Commitment, Psychological Empowerment, Workload, Burnout