SavedAdd your journal

Journals / Sosyal Bilimler Araştırmaları Dergisi / 2025 / Cilt: 20 Sayı: 2

The Effect of Procedural Injustice on Occupational Burnout: The Mediating Role of Organizational Silence

İşlem Adaletsizliğinin Mesleki Tükenmişlik Üzerine Etkisi: Örgütsel Sessizliğin Aracı Rolü

Mehmet Selman Kobanoğlu(SAMSUN UNIVERSITY)0000-0003-0891-6016
Ali Bayram(NİĞDE ÖMER HALİSDEMİR ÜNİVERSİTESİ, İKTİSADİ VE İDARİ BİLİMLER FAKÜLTESİ)0000-0002-0732-0483
Tuba Bekiş(ONDOKUZ MAYIS ÜNİVERSİTESİ, İKTİSADİ VE İDARİ BİLİMLER FAKÜLTESİ)0000-0002-3413-5902
Pages
733–753
Publication Date
2025-12-27
🏛️Bibliographic metadata and full text access for this article are provided via DergiPark.
DergiPark Record ↗
✨

AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

The findings revealed a positive and significant relationship between procedural justice and occupational burnout, and demonstrated that employee silence plays a supportive mediating role in this relationship.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:One of the most distinctive features of contemporary organizations is the rapid transition from traditional paternalistic approaches to more democratic management practices, which has shifted the employer–employee relationship in favor of employees.
📊
Key Findings & Data:The dataset of the research was obtained from 450 blue-collar employees working in a large-scale enterprise operating in the furniture industry.
💡
Conclusion & Impact:The findings revealed a positive and significant relationship between procedural justice and occupational burnout, and demonstrated that employee silence plays a supportive mediating role in this relationship.
🔬Design:Modeling & Simulation
📍Scope:Comprehensive Sample
⚙️Variables:İşlem Adaletsizliği · Mesleki Tükenmişlik · Örgütsel Sessizlik

Abstract

One of the most distinctive features of contemporary organizations is the rapid transition from traditional paternalistic approaches to more democratic management practices, which has shifted the employer–employee relationship in favor of employees. In modern organizations, when there is a negative discrepancy between what employees perceive and what they expect to perceive, and this discrepancy is not grounded in a rational justification, it is likely to be interpreted as injustice. The organizational literature contains extensive research indicating that perceptions of organizational injustice negatively affect employees’ well-being. This study aims to determine the mediating role of organizational silence in the effect of employees’ perceptions of procedural justice on occupational burnout. The dataset of the research was obtained from 450 blue-collar employees working in a large-scale enterprise operating in the furniture industry. After confirming the reliability and validity of the data, a mediation analysis was conducted. The findings revealed a positive and significant relationship between procedural justice and occupational burnout, and demonstrated that employee silence plays a supportive mediating role in this relationship. The results are consistent with the Conservation of Resources Theory, which forms the theoretical foundation of the study. Accordingly, as employees’ perceptions of procedural injustice increase, organizational silence tends to rise, and employees’ levels of occupational burnout also increase. Consequently, individuals may develop behaviors such as withdrawal and emotional disengagement from work to protect their personal resources. Since no previous study has examined these variables together within the same research model, the findings are expected to contribute to a deeper understanding of the relationships among these constructs in the literature.

Özet

Günümüz örgütlerini farklı kılan en önemli özelliklerden biri, geleneksel paternalist yaklaşımlardan demokratik yönetime geçiş sürecinin daha da hızlı bir hale gelmesi ile işveren ve işgören ilişkisinin işgören lehine değişim göstermesidir. Çağdaş örgütlerde işgörenlerin, “algıladıkları” ile algılamayı umdukları” arasındaki negatif farkı, rasyonel bir gerekçeye dayandırılmadığı sürece adaletsizlik olarak algılamaları söz konusudur. Örgüt literatürü örgütsel adaletsizlik algısının işgörenlerin sağlığını negatif yönde etkilediğine ilişkin geniş bir araştırma geçmişine sahiptir. Çalışma, örgüt çalışanlarının işlemsel adalet algısının mesleki tükenmişlik üzerine etkisinde örgütsel sessizliğin aracı rolünü belirlemeyi amaçlamaktadır. Araştırmanın veri seti, mobilya sektöründe faaliyet gösteren büyük ölçekli bir işletmede görev yapan 450 mavi yakalı çalışandan toplanmıştır. Verilerin güvenilir ve geçerli olduklarının belirlenmesi sonrasında aracılık analizi yürütülmüştür. Bulgular, işlemsel adalet ile mesleki tükenmişlik arasında pozitif yönde ve anlamlı bir ilişkinin bulunduğunu ve bu ilişkide işgören sessizliğinin destekleyici aracılık rolünün varlığını ortaya koymuştur. Araştırma sonuçları, çalışmanın kuramsal temelini oluşturan kaynakların korunması teorisi ile uyumludur. Buna göre, işgörenlerin işlem adaletsizliği algıları arttığında, örgütsel sessizliğin artış gösterdiği ve çalışanların mesleki tükenmişlik düzeylerinin yükseldiği görülmektedir. Sonuç olarak, bireyler öz kaynaklarını koruyabilmek için işten geri çekilme ve işe karşı duyarsızlaşma gibi davranışlar geliştirebilmektedirler. Literatürde, çalışmada ele alınan değişkenlerin bir arada çalışıldığı bir yayına rastlanılmamış olup, bulguların değişkenler arasındaki ilişkinin daha iyi anlaşılmasına katkıda bulunacağı öngörülmektedir.

🔖

Cite This Article

Kobanoğlu, M. S., Bayram, A., Bekiş, T. (2025). The Effect of Procedural Injustice on Occupational Burnout: The Mediating Role of Organizational Silence. Sosyal Bilimler Araştırmaları Dergisi, Cilt: 20 Sayı: 2, 733–753. https://doi.org/10.48145/gopsbad.1752420

📄 Full Text PDF Viewer

📄

PDF görüntüleyici hazırlanıyor...

References (95)

  1. Aksakal, K., Şengün, H., & Bayram, A. (2024). The regulatory role of life satisfaction on the effect of burnout syndrome on organizational silence. Acción Psicológica, 21(1-2), 19–32. https://doi.org/10.5944/ap.21.1-2.39829
  2. Ambrose, M.L. (2002). Contemporary justice research: A new look at familiar questions. Organizational Behavior and Human Decision Processes, 89(1), 803–812. https://doi.org/10.1016/s0749-5978(02)00030-4
  3. Avanzi, L., Balducci, C., & Fraccaroli, F. (2013). Contribution to the italian validation of the Copenhagen Burnout Inventory (CBI). Psicologia Della Salute, 2: 120-135. https://doi.org/ 10.3280/PDS2013-002008
  4. Bakoğlu-Deliorman, R., Taştan-Boz, İ., Yiğit, İ., & Yıldız, S. (2009). Tükenmişliği ölçmede alternatif bir araç: Kopenhag Tükenmişlik Envanterinin Marmara Üniversitesi akademik personeli üzerine uyarlaması. İstanbul Üniversitesi Yönetim Dergisi, 20(63), 77-98.
  5. Baransel, A. (1979). Çağdaş Yönetim Düşüncesinin Evrimi: Klasik, Neo-Klasik Yönetim ve Örgüt Teorileri, (Cilt 1). İstanbul: İstanbul Üniversitesi Yayınları.
  6. Başar, U., & Sığrı, Ü. (2015). Effects of teachers’ organizational justice perceptions on intention to quit: Mediation role of organizational identification. Educational Sciences: Theory & Practice, 15(1), 45–59. https://doi.org/10.12738/estp.2015.1.2326
  7. Belay, A.A., Gasheya, K.A., Engdaw, G.T., Kabito, G.G., & Tesfaye, A.H. (2023). Work-related burnout among public secondary school teachers is significantly influenced by the psychosocial work factors: a cross-sectional study from Ethiopia. Frontiers in Psychology, 14:1215421. https://doi.org/10.3389/fpsyg.2023.1215421
  8. Bernd, D. & Beuren, I. (2021). Self-perceptions of organizational justice and burnout in attitudes and behaviors in the work of internal auditors. Revista Brasileira de Gestao de Negocios. 23: 422-438. https://doi.org/10.7819/rbgn.v23i3.4110.
  9. Bies, R.J., & Moag, J.S. (1986). Interactional justice: Communication criteria of fairness. In R. J. Lewicki, B.H. Sheppard ve M.H. Bazerman (Eds.), Research on negotiation inorganizations (pp. 43-55). New York, JAI Press.
  10. Borritz, M., Rugulies, R., Christensen, K.B., Villadsen, E., & Kristensen, T.S. (2006). Burnout as a predictor of self-reported sickness absence among human service workers: prospective findings from three year follow up of the PUMA study. Occupational and Environmental Medicine, 63(2), 98-106. https://doi.org/10.1136/oem.2004.019364
  11. Brinsfield, C.T. (2012). Employee silence motives: Investigation of dimensionality and development of measures. Journal of Organizational Behavior, 34(5), 671–697. https://doi.org/10.1002/job.1829
  12. Brown, A.D., & Coupland, C. (2005). Sounds of silence: Graduate trainees, hegemony and resistance. Organization Studies, 26(7), 1049–1069. https://doi.org/10.1177/0170840605053540
  13. Campbell, N.S., Perry, S.J., Maertz, C.P., Allen, D.G., & Griffeth, R.W. (2013). All you need is … resources: The effects of justice and support on burnout and turnover. Human Relations, 66(6), 759-782. https://doi.org/10.1177/0018726712462614
  14. Cantor, D.E., Macdonald, J.R., & Crum, M.R. (2011). The influence of workplace justice perceptions on commercial driver turnover intentions. Journal of Business Logistics, 32(3), 274–286. https://doi.org/10.1111/j.2158-1592.2011.01022.x
  15. Chin, W., Guo, Y.-L.L., Hung, Y.-J., Hsieh, Y.-T., Wang, L.-J., & Shiao, J.S.-C. (2017). Workplace justice and intention to leave the nursing profession. Nursing Ethics, 26(1), 307-319. https://doi.org/10.1177/0969733016687160
  16. Claponea, R.M., & Iorga, M. (2023). The relationship between burnout and wellbeing using social support, organizational justice, and lifelong learning in healthcare specialists from Romania. Medicina, 59(7), 1352. https://doi.org/10.3390/ medicina59071352
  17. Cohen, R.L. (1985). Procedural justice and participation. Human Relations, 38(7), 643–663. https://doi.org/10.1177/001872678503800703
  18. Cohen-Charash, Y., & Spector, P.E. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior & Human Decision Processes, 86(2), 278-321. https://doi.org/10.1006/obhd.2001.2958
  19. Colquitt, J.A., Conlon, D.E., Wesson, M.J., Porter, C.O.L.H., & Ng, K.Y. (2001). Justice at the millenium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86(3), 425–445. https://doi.org/10.1037//0021-9010.86.3.425
  20. Colquitt, J.A., Scott, B.A., Judge, T.A., & Shaw, J.C. (2006). Justice and personality: Using integrative theories to derive moderators of justice effects. Organizational Behavior and Human Decision Processes, 100(1), 110–127. https://doi.org/10.1016/j.obhdp.2005.09.001
  21. Cordes, C.L., & Dougherty, T.W. (1993). A review and an integration of research on job burnout. The Academy of Management Review, 18(4), 621-656. https://doi.org/10.2307/258593
  22. Crawshaw, J.R., Cropanzano, R., Bell, C.M., & Nadisic, T. (2013). Organizational justice: New insights from behavioural ethics. Human Relations, 66(7), 885–904. https://doi.org/10.1177/0018726713485609
  23. Cropanzano, R., Rupp, D.E., & Byrne, Z.S. (2003). The relationship of emotional exhaustion to work attitudes, job performance, and organizational citizenship behaviors. Journal of Applied Psychology, 88(1), 160–169. https://doi.org/10.1037/0021-9010.88.1.160
  24. Daileyl, R.C., & Kirk, D.J. (1992). Distributive and procedural justice as antecedents of job dissatisfaction and intent to turnover. Human Relations, 45(3), 305–317. https://doi.org/10.1177/001872679204500306
  25. Donaghey, J., Cullinane, N., Dundon, T., & Wilkinson, A. (2011). Reconceptualising employee silence. Work, Employment and Society, 25(1), 51–67. https://doi.org/10.1177/0950017010389239
  26. Eisenberger, R., Cotterell, N., & Marvel, J. (1987). Reciprocation ideology. Journal of Personality and Social Psychology, 53(4), 743–750. https://doi.org/10.1037/0022-3514.53.4.743
  27. Folger, R., & Konovsky, M.A. (1989). Effects of procedural and distributive justice on reactions to pay raise decisions. Academy of Management Journal, 32(1), 115-130. https://doi.org/10.2307/256422
  28. Francis, L., & Barling, J. (2005). Organizational injustice and psychological strain. Canadian Journal of Behavioural Science / Revue canadienne des sciences du comportement, 37(4), 250–261. https://doi.org/10.1037/h0087260
  29. Freudenberger, H.J. (1974). Staff burn-out. Journal of Social Issues, 30(1), 159-165. https://doi.org/10.1111/j.1540-4560.1974.tb00706.x
  30. Fritz, C., & Sonnentag, S. (2005). Recovery, health, and job performance: Effects of weekend experiences. Journal of Occupational Health Psychology, 10(3), 187–199. https://doi.org/10.1037/1076-8998.10.3.187
  31. Guo, B., Qiang, B., Zhou, J., Yang, X., Qiu, X., Qiao, Z., Yang, Y., & Cao, D. (2021). The relationship between achievement motivation and job performance among Chinese physicians: A conditional process analysis. BioMed Research International, 2021: 6646980.https://doi.org/10.1155/2021/6646980
  32. Gürbüz, S., & Mert, İ.S. (2009). Örgütsel adalet ölçeğinin geçerlik ve güvenirlik uygulaması: Kamuda görgül bir çalışma. Amme İdaresi Dergisi, 42(3), 117-139.
  33. Hayes, A.F. (2013). Introduction to Mediation, Moderation, and Conditional Process Analysis: A Regression-based Approach. London: Guilford Press.
  34. Henriksen, K., & Dayton, E. (2006). Organizational silence and hidden threats to patient safety. Health Services Research, 41(4p2), 1539–1554. https://doi.org/10.1111/j.1475-6773.2006.00564.x
  35. Hobfoll, S.E. (1988). The Ecology of Stress. New York: Taylor & Francis.
  36. Hobfoll, S.E. (1989). Conservation of resources: a new attempt to conceptualize stress. American Psychologist, 44(3), 513-524. https://doi.org/10.1037//0003-066x.44.3.513
  37. Hooper, D., Coughlan, J., & Mullen, M. (2008). Structural equation modelling: guidelines for determining model fit. Electronic Journal of Business Research Methods, 6(1), 53-60.
  38. Jackson, S.E., Schwab, R.L., & Schuler, R.S. (1986). Toward an understanding of the burnout phenomenon. Journal of Applied Psychology, 71(4), 630–640. https://doi.org/10.1037/0021-9010.71.4.630
  39. Jahanzeb, S., & Fatima, T. (2017). How workplace ostracism influences interpersonal deviance: The mediating role of defensive silence and emotional exhaustion. Journal of Business and Psychology, 33(6), 779-791. https://doi.org/10.1007/s10869-017-9525-6
  40. Kalshoven, K., Den Hartog, D.N., & De Hoogh, A.H.B. (2011). Ethical leadership at work questionnaire (ELW): Development and validation of a multidimensional measure. The Leadership Quarterly, 22(1), 51–69. https://doi.org/10.1016/j.leaqua.2010.12.007
  41. Kee, D.M.H., & Chung, K.S. (2021). Perceived organizational injustice, job satisfaction,organizational commitment, and turnover intention: A study of MNCs in Malaysia. International Journal of Business and Society, 22(2), 1047-1065. https://doi.org/10.33736/ijbs.3781.2021
  42. Kish-Gephart, J.J., Detert, J.R., Treviño, L.K., & Edmondson, A.C. (2009). Silenced by fear: The nature, sources, and consequences of fear at work. Research in Organizational Behavior, 29, 163–193. https://doi.org/10.1016/j.riob.2009.07.002
  43. Knoll, M., Hall, R. J., & Weigelt, O. (2019). A longitudinal study of the relationships between four differentially motivated forms of employee silence and burnout. Journal of Occupational Health Psychology, 24(5), 572–589. https://doi.org/10.1037/ocp0000143
  44. Kobanoğlu, M. S. (2023). Algılanan örgütsel desteğin duygusal bağlılık aracılığıyla iş tatminine etkisinde işyeri arkadaşlığının düzenleyici rolü. EKEV Akademi Dergisi, (93), 308-329.
  45. Kobanoğlu, M.S., & İşcan, Ö.F. (2023). İşyerinde dışlanmanın işgören sessizliğine etkisinde duygusal tükenmişliğin aracı rolü. Journal of Economics Business and International Relations – JRBI, 2(2), 258-281. doi.org/10.58654/jebi.1394027
  46. Kristensen, T.S., Borritz, M., Villadsen, E., & Christensen, K.B. (2005). The Copenhagen Burnout Inventory: A new tool for the assessment of burnout. Work & Stress, 19(3), 192–207. https://doi.org/10.1080/02678370500297720
  47. Lee, S.E., Seo, J.K., & Squires, A. (2024). Voice, silence, perceived impact, psychological safety, and burnout among nurses: A structural equation modeling analysis. International Journal of Nursing Studies, 151, 104669. https://doi.org/10.1016/j.ijnurstu.2023.104669
  48. Leiterr, M.P, & Maslach, C. (2024). Job Burnout. In L.E. Tetrick, G.G. Fischer, M.T. Ford, & J.C. Quick (Ed.), Handbook of Occupational Health Psychology (3. Baskı, pp. 291-307) içinde. American Psychological Association. https://doi.org/10.1037/0000331-015
  49. LePine, J.A., LePine, M.A., & Jackson, C.L. (2004). Challenge and hindrance stress: Relationships with exhaustion, motivation to learn, and learning performance. Journal of Applied Psychology, 89(5), 883–891. https://doi.org/10.1037/0021-9010.89.5.883
  50. LePine, J. A., & Van Dyne, L. (1998). Predicting voice behavior in work groups. Journal of Applied Psychology, 83(6), 853-868. https://doi.org/10.1037/0021-9010.83.6.853
  51. Levy, P.E., & Norris-Watts, C. (2004). Organizational Justice. Encyclopedia of Applied Psychology, 731–735. https://doi.org/10.1016/b0-12-657410-3/00575-4
  52. Loi, R., Hang-Yue, N., & Foley, S. (2006). Linking employees’ justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support. Journal of Occupational and Organizational Psychology, 79(1), 101–120. https://doi.org/10.1348/096317905x39657
  53. Maslach, C. (1982). Burnout: The Cost of Caring. Englewood Cliffs, New Jersey: Prentice-Hall.
  54. Maslach, C., & Schaufeli, W.B. (1993) Historical and conceptual development of burnout. In W.B. Schaufeli, C. Maslach, & T. Marek (Ed.), Professional Burnout: Recent Developments in Theory and Research (pp. 1–16). Washington DC: Taylor & Francis.
  55. Mengistie, B.A., Azene, Z.N., Haile, T.T., Abiy, S.A., Abegaz, M.Y., Taye, E.B., Alemu, H.N., Demeke, M., Melese, M., Tsega, N.T., & Aragaw, G.M. (2023). Work-related burnout and its associated factors among midwives working at public hospitals in northwest Ethiopia: a multi-centered study. Frontiers in Psychiatry, 14, 1256063. https://doi.org/10.3389/fpsyt.2023.1256063
  56. Milfont, T.L., Denny, S., Ameratunga, S., Robinson, E., & Merry, S. (2007). Burnout and wellbeing: Testing the Copenhagen burnout inventory in New Zealand teachers. Social Indicators Research, 89(1), 169-177. https://doi.org/10.1007/s11205-007- 9229-9
  57. Milliken, F.J., Morrison, E.W., & Hewlin, P.F. (2003). An exploratory study of employee silence: Issues that employees don’t communicate upward and why. Journal of Management Studies, 40(6), 1453–1476. https://doi.org/10.1111/1467-6486.00387
  58. Morrison, E.W., & Milliken, F.J. (2000). Organizational silence: A barrier to change and development in a pluralistic world. Academy of Management Review, 25(4), 705–725. https://doi.org/10.2307/259200
  59. Morrison, E.W., See, K.E., & Pan, C. (2014). An approach-inhibition model of employee silence: The joint effects of personal sense of power and target openness. Personnel Psychology, 68(3), 547–580. https://doi.org/10.1111/peps.12087
  60. Niehoff, B. P., & Moorman, R. H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 36(3), 527-556. https://doi.org/10.2307/256591
  61. Noworol, C., Žarcyński, Z., Fąfrowicz, M., & Marek, T. (1993). Impact of professional burnout on creativity and innovation. In W.B. Schaufeli, C. Maslach, & T. Marek (Ed.), Professional Burnout: Recent Developments in Theory and Research (pp. 163–175). Washington DC, Taylor & Francis.
  62. Özer, G., & Günlük, M. (2010). Örgütsel adaletin muhasebecilerin iş memnuniyeti ve işten ayrılma eğilimine etkisi. Gaziantep Üniversitesi Sosyal Bilimler Dergisi, 9(2), 459-485.
  63. Pasupuleti, S., Lambert, E.G., Srinivasa, S.R., Cluse-Tolar, T., & Jiang, S. (2023). The importance of organizational justice on job burnout among midwestern U.S. social workers. Studies in Clinical Social Work: Transforming Practice, Education and Research, 94(1), 67–89. https://doi.org/10.1080/00377317.2023.2249991
  64. Perrewé, P.L., & McAllister, C.P. (2024). Examining the dynamics of major theories of occupational stress. In L.E. Tetrick, G.G. Fisher, M.T. Ford, & J.C. Quick (Ed.), Handbook of Occupational Health Psychology (3rd ed., pp. 47-64). American Psychological Association. https://doi.org/10.1037/0000331-003
  65. Pinder, G.G., & Harlos, H.P. (2001) Employee silence quiescence and acquiesce as responses to perceived injustice. In G.R. Ferris (Ed.), Research in Personnel and Human Resource Management, (Vol. 20, pp. 331-369). http://dx.doi.org/10.1016/S0742-7301(01)20007-3
  66. Rai, A., & Agarwal, U.A. (2018). Workplace bullying and employee silence. Personnel Review, 47(1), 226–256. https://doi.org/10.1108/pr-03-2017-0071
  67. Reb, J., Goldman, B.M., Kray, L., & Cropanzano, R. (2004). Avoiding the escalation of conflict: Procedural and interactional injustice call for different remedies. SSRN Electronic Journal, 1-30. https://doi.org/10.2139/ssrn.602781
  68. Reb, J., Goldman, B.M., Kray, L.J., & Cropanzano, R. (2006). Different wrongs, different remedies? Reactions to organizational remedies after procedural and interactional injustice. Personnel Psychology, 59(1), 31–64. https://doi.org/10.1111/j.1744-6570.2006.00773.x
  69. Robbins, J.M., Ford, M.T., & Tetrick, L.E. (2012). Perceived unfairness and employee health: A meta-analytic integration. Journal of Applied Psychology, 97(2), 235–272. https://doi.org/10.1037/a0025408
  70. Roberts, K.H., & O’Reilly, C.A. (1974). Failures in upward communication in organizations: three possible culprits. Academy of Management Journal, 17(2), 205-215. https://doi.org/10.2307/254974
  71. Sancar, O., & Bekaroğlu, Ş. B. (2020). Örgütsel vatandaşlık davranışı ölçeğinin Türkçeye uyarlanması: Geçerlilik ve güvenilirlik çalışması. Journal of Emerging Economies and Policy, 5(2), 99-107.
  72. Schaufeli, W.B., & Enzmann, D. (1998). The Burnout Companion to Study and Practice: A Critical Analysis. Philadelphia, Taylor & Francis.
  73. Schaufeli, W.B., & Greenglass, E.R. (2001). Introduction to special issue on burnout and health. Psychology & Health, 16(5), 501–510. https://doi.org/10.1080/08870440108405523
  74. Schmitt, M., & Dörfel, M. (1999). Procedural injustice at work, justice sensitivity, job satisfaction and psychosomatic well-being. European Journal of Social Psychology, 29(4), 443–453. https://doi.org/10.1002/(sici)1099-0992(199906)29:4 3.0.co;2-c
  75. Schutte, N., Toppinen, S., Kalimo, R., & Schaufeli, W. (2000). The factorial validity of the Maslach Burnout Inventory-General Survey (MBI-GS) across occupational groups. Journal of Occupational and Organizational Psychology, 73(1), 53-66. https://doi.org/10.1348/096317900166877
  76. Shanafelt, T.D., Mungo, M., Schmitgen, J., Storz, K.A., Reeves, D., Hayes, S.N., Sloan, J.A., Swensen, S.J., & Buskirk, S.J. (2016). Longitudinal study evaluating the association between physician burnout and changes in professional work effort. Mayo Clinic Proceedings, 91(4), 422–431. https://doi.org/10.1016/j.mayocp.2016.02.001
  77. Skaalvik, E.M., & Skaalvik, S. (2011). Teacher job satisfaction and motivation to leave the teaching profession: Relations with school context, feeling of belonging, and emotional exhaustion. Teaching and Teacher Education, 27(6), 1029–1038. https://doi.org/10.1016/j.tate.2011.04.001
  78. Skarlicki, D.P., Folger, R., & Tesluk, P. (1999). Personality as a moderator in the relationship between fairness and retaliation. Academy of Management Journal, 42(1), 100–108. https://doi.org/10.2307/256877
  79. Stoll, K., & Gallagher, J.A. (2018). Survey of burnout and intentions to leave the profession among Western Canadian midwives. Women and Birth: Journal of the Australian College of Midwiwes, 32(4), e441–e449. https://doi.org/10.1016/j. wombi.2018.10.002
  80. Tabachnik, B. G. & Fidell, L. S. (2019). Using multivariate statistics (7th ed.). Pearson. Tangirala, S., & Ramanujam, R. (2008). Employee silence on critical work issues: The cross level effects of procedural justice climate. Personnel Psychology, 61(1), 37–68. https://doi.org/10.1111/j.1744-6570.2008.00105.x
  81. Tepper, B.J., Duffy, M.K., Henle, C.A., & Lambert, L.S. (2006). Procedural injustice, victim precipitation, and abusive supervision. Personnel Psychology, 59(1), 101–123. https://doi.org/10.1111/j.1744-6570.2006.00725.x
  82. Türk Dil Kurumu (2025). [Erişim Tarihi: 22 Şubat 2025] https://sozluk.gov.tr/
  83. Tyler, T.R., & Lind, E.A. (1992). A relational model of authority in groups. In M. P. Zanna (Ed.), Advances in Experimental Social Psychology (Vol. 25, pp. 115–191). San Diego, California: Academic Press.
  84. Van Dyne, L., Ang, S., Botero, I.C. (2003). Conceptualizing employee silence and employee voice as multidimensional constructs. Journal of Management Studies, 40(6), 1359– 1392. https://doi.org/10.1111/1467-6486.00384
  85. Van Dyne L., & LePine, J.A. (1998). Helping and voice extra-role behavior: Evidence of construct and predictive validity. Academy of Management Journal, 41(1), 108-119. http://doi.org/10.2307/256902
  86. Wang, C.-C., Hsieh, H.-H., & Wang, Y.-D. (2020). Abusive supervision and employee engagement and satisfaction: the mediating role of employee silence. Personnel Review,49(9), 1845-1858. https://doi.org/10.1108/pr-04-2019-0147
  87. Weiss, M., & Zacher, H. (2025). Still waters run deep: How employee silence affects instigated workplace incivility over time. Journal of Business Ethics, (2025). https://doi.org/10.1007/s10551-024-05903-9
  88. Westman, M., Hobfoll, S.E., Chen, S., Davidson, O.B., & Laski, S. (2005). Organizational stress through the lens of conservation of resources (COR) theory. In P.L. Perrewé, & D.C. Ganster (Ed.), Exploring Interpersonal Dynamics, (pp. 167-220). New York, Elsevier.
  89. Whiteside, D.B., & Barclay, L.J. (2012). Echoes of silence: Employee silence as a mediator between overall justice and employee outcomes. Journal of Business Ethics, 116(2), 251–266. https://doi.org/10.1007/s10551-012-1467-3
  90. Winwood, P.C., Winefield, A.H., & Lushington, K. (2003). The role of occupational stress in the maladaptive use of alcohol by dentists: A study of south Australian general dental practitioners. Australian Dental Journal, 48(2), 102–109. https://doi.org/10.1111/j.1834-7819.2003.tb00017.x
  91. Woo, T., Ho, R., Tang, A., & Tam, W. (2020). Global prevalence of burnout symptoms among nurses: a systematic review and meta-analysis. Journal of Psychiatric Research, 123, 9–20. https://doi.org/10.1016/j.jpsychires.2019.12.015
  92. World Health Organization. (2025). [Erişim Tarihi: 22 Şubat 2025] https://icd.who.int/browse/2025-01/mms/en#129180281
  93. Xie, J.L., Schaubroeck, J., & Lam, S.S.K. (2008). Theories of job stress and the role of traditional values: A longitudinal study in China. Journal of Applied Psychology, 93(4), 831–848. https://doi.org/10.1037/0021-9010.93.4.831
  94. Yeh, W.-Y., Cheng, Y., Chen, C.-J., Hu, P.-Y., & Kristensen, T.S. (2007). Psychometric properties of the chinese version of copenhagen burnout inventory among employees in two companies in Taiwan. International Journal of Behavioral Medicine, 14(3), 126–133. https://doi.org/10.1007/bf03000183
  95. Yozgatlı, A. (2003). Performansa Dayalı Eğitim Yönetimi Düşüncesinin Gelişimi. İstanbul: Beta Yayıncılık.