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This research aims to research into the mediating effect of relationship conflict between perceived harmony of family, perception of distributive justice, role ambiguity of family members and family member impediment in family firms. In order to examine this hypothesis we focused 124 family business in furniture sector in Turkey. Management of family firms have some challenges leading survival problems of the firm. Among the best important problems is family member's impediment while working in their own firm. This study is designed to investigate relationship conflict's mediating role on family member impediment when a family member perceives harmony and distributive justice in their family and finds his role ambiguity. The result of the study stated that relationship conflict is a partial mediator factor the relationship between family member impediment and distributive justice; and family member impediment and role ambiguity and; family member impediment and role ambiguity.

ÖZET: İş-aile (İAÇ) ve aile-iş çatışmaları (AİÇ) bireysel performansını olumsuz yönde etkilemektedir. Bu araştırmada bireysel performans ile İAÇ ve AİÇ arasındaki etkileşimde meslekî bağlılığın aracı rolünün açıklanması hedeflenmiştir. Araştırma kamu ve özel sağlık sektöründeki 464 hemşire üzerinde, internet kanalıyla, topla-bırak yöntemiyle, kolayda örneklem alınarak gerçekleştirilmiştir. Hemşirelerin İAÇ ve AİÇ algıları, meslekî bağlılık ve bireysel performans arasında anlamlı ilişkiler ile demografik değişkenler bağlamında da anlamlı farklılıklar tespit edilmiştir. AİÇ ile bireysel performans etkileşiminde meslekî bağlılığın kısmî aracılık etkisi mevcutken, İAÇ ile bireysel performans etkileşiminde meslekî bağlılığın aracılık etkisi olmadığı bulgulanmıştır.

Person-organization fit which develops with the overlapping between the values of the organizations and values of worker in the organizations has been demonstrated to produce many positive results. One of these results is also the positive impact of person-organization fit on job satisfaction. Besides, the support given to the employees by their supervisor is the important fact to increase job satisfaction. In the light of these relations, this study examined the effect of person-organization fit and the supervisor support on job satisfaction and investigated whether the supervisor support has played a mediating role in the effect of person-organization fit on job satisfaction. The results of the research presented that personorganization fit and supervisor support have a favorable impact on job satisfaction. However, it was seen that the supervisor support does not play a mediating role in the effect of personorganization fit on job satisfaction.

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