Unique Challenges in the Turkish Workforce: Examining the Impact of Job Demands and Resources on Work-Related Outcomes of Blue-and White-Collar Workers

Ümit Deniz İlhan^1*Burcu Kümbül Güler²Dilara Turgut²Cem Duran³

• ¹Beykoz University, Istanbul, Türkiye
• ²Izmir Kâtip Çelebi University, Çigli, Izmir, Türkiye
• ³University of Istinye, Istanbul, Türkiye

Introduction An increasing body of research has explored the impact of job demands and resources on employee well-being and performance; however, empirical evidence remains limited regarding how these factors operate in non-Western contexts. Addressing this gap, the present study examines blue-collar (70.7%) and white-collar (29.3%) workers in Türkiye, investigating the effects of job demands (quantitative, cognitive, emotional) and job resources (leader support, co-worker support, trust) on emotional exhaustion, job satisfaction, organizational commitment, and intention to leave. Method A total of 563 employees from three large production companies in Türkiye voluntarily participated in this study. Data were collected using the Turkish version of the Copenhagen Psychosocial Questionnaire (COPSOQ-III) for all constructs, except for intention to leave, which was assessed using the Michigan Organizational Assessment Questionnaire (MOAQ). The proposed relationships were analyzed through multi-group structural equation modeling (MG-SEM). Results Job demands significantly increased emotional exhaustion in both blue-and white-collar workers. However, while emotional exhaustion did not diminish organizational commitment among bluecollar workers, job satisfaction emerged as a key determinant in reducing their turnover intentions. In contrast, for white-collar workers, emotional exhaustion weakened organizational commitment, ultimately leading to higher turnover intentions. Moreover, job resources enhanced job satisfaction and indirectly reduced turnover intentions for blue-collar workers, whereas these resources did not significantly predict job satisfaction among white-collar workers. Conclusion These findings underscore the importance of tailoring workplace strategies to different occupational groups in a non-Western setting. Strengthening job resources-particularly trust, leader support, and co-worker support-can enhance job satisfaction and reduce turnover risk among blue-collar workers. Conversely, for white-collar workers, mitigating job demands and managing emotional exhaustion are crucial for sustaining organizational commitment. This study contributes to the cross-cultural understanding of job demands and resources, highlighting their differential impact on blue-and white-collar workers in Türkiye.