Ilhan, Umit DenizGuler, Burcu KumbulTurgut, DilaraDuran, Cem2026-01-302026-01-3020251664-10781664-1078https://doi.org/10.3389/fpsyg.2025.1588266https://acikerisim2.beykoz.edu.tr/handle/123456789/179Turgut, Dilara/0000-0002-7945-7585;Introduction An increasing body of research has explored the impact of job demands and resources on employee wellbeing 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 T & uuml;rkiye, 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 T & uuml;rkiye 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 blue-collar 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 T & uuml;rkiye.eninfo:eu-repo/semantics/openAccessJob Demands-Resources TheoryWork-Related OutcomesBlue-Collar WorkersWhite-Collar WorkersTurkish WorkforceStrategic ManagementHuman Resources ManagementArticle10.3389/fpsyg.2025.15882662-s2.0-105010965944