PurposeThe purpose of this paper is to examine the effects of job satisfaction, job characteristics and demographics on levels of burnout among middle managers in the Turkish hospitality industry.Design/methodology/approachUsing a questionnaire survey of 139 middle managers in four‐ and five‐star hotels in a major tourist destination of Turkey, data were collected on: the Turkish version of the Maslach Burnout Inventory; job satisfaction; job characteristics; and demographic characteristics. These data were then analysed for evidence of relationships among the variables.FindingsThe burnout levels of the middle managers are found to be moderate. Job satisfaction and job characteristics are found to be important predictors of burnout. Certain job characteristics (such as excessive workload, lack of support from senior management, task complexity, and role ambiguity) increase the emotional exhaustion of middle managers and decrease their performance levels. Burnout levels among managers of food and beverage and front‐office operations are found to be greater than those of other middle managers.Research limitations/implicationsThe factor of “job characteristics” was assessed according to the perceptions of the respondents, rather than by objective quantitative assessment.Practical implicationsJob satisfaction and job characteristics are clearly identified as strong predictors of burnout among middle managers in the hotel industry. The practical implication is that senior management should support middle managers by relieving them of task complexity, role ambiguity, and excessive workload.Originality/valueThe study identifies some important predictors of burnout, thus facilitating the development of strategies to reduce burnout and its adverse consequences in the hospitality industry.

Purpose -This paper aims to determine the structural relationships between job involvement, job satisfaction, and three dimensions of organizational commitment (i.e. affective commitment, normative commitment, and continuance commitment) in the Turkish hospitality industry.Design/methodology/approach -A questionnaire survey was conducted among the full-time employees of five-star hotels in the Antalya region, which is an important tourism destination especially for Europeans and Russians in Turkey.Findings -The research model, which was structured by taking related literature as the base, was revised and a new path model was gathered as a result of this study. Results showed that job involvement, affective commitment, and normative commitment increase job satisfaction, and job involvement affects affective and normative commitment. Practical implications -Job involvement is more stable than organizational commitment, and it might be difficult to increase job involvement. Therefore, attempts to build organizational commitment (especially affective commitment) become important in increasing job satisfaction of the employees in the hospitality industry.Originality/value -The results of the present study revealed that affective commitment and normative commitment were related to job involvement and job satisfaction but continuance commitment was not related to these concepts in the hospitality industry.

This paper reports a study designed to further validate a measure of quality of college life (QCL) of university students (Sirgy, Grzeskowiak, Rahtz, Soc Indic Res 80(2), 343-360, 2007). Two studies were conducted: a replication study and an extension study. The replication study involved surveys of 10 different college campuses in different countries. The results of the replication study provided additional nomological (predictive) validation support of the measure based on a theoretical model mapping out the antecedents and consequences of satisfaction with college life. With respect to the extension study, the focus was to further test the nomological validity of the QCL measure by arguing and empirically demonstrating that the consequence of QCL is life satisfaction. The extension study involved a survey of three college campuses in different countries. The results were also supportive of the nomological validity of the QCL measure. © 2010 Springer Science+Business Media B.V

Life satisfaction, Multidimensional Students’ Life Satisfaction Scale, Validity, Turkey,

This study investigates the impact of several demographic factors (gender, age, marital status, position, number of children and employment of the spouse) on work-family conflict and family-work conflict. The study includes the employees in manufacturing and service sectors in Antalya. According to the results in this study, the level of work-family conflict of males and females is high, and no statistically meaningful difference is found between their means. Logistic regression analysis shows that the log of odds of males experiencing work-family conflict is negatively correlated with education and job tenure, but positively correlated with marital status. The log of odds of females experiencing work-family conflict is negatively correlated with education whereas it is positively correlated with marital status. Job tenure has an impact on family-work conflict of males, and age of children and having to care elderly parents are noted to have an impact on family-work conflict of females.