SavedAdd your journal

Journals / Amme İdaresi Dergisi / 2004 / Cilt: 37 - Sayı: 4

A Research for Determining the Effects of Perceived Organizational Support on Turnover Intention

Algılanan Örgütsl Desteğin İşten Ayrılma Niyeti Üzerindeki Etkileri

Mahmut ÖZDEVECİOĞLU
Pages
97–115
DOI
—
🏛️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)

These results indicate that perceived organizational support effects turnover intention by means of two variables.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:In this study, the effect of perceived organizational support on turnover intention has been analyzed by means of two variables.
📊
Key Findings & Data:As a result of a research made in Kayseri furniture sector with 858 workers and managers, firstly, a positive correlation and effect has been determined between perceived organizational support with job satisfaction and commitment.
💡
Conclusion & Impact:These results indicate that perceived organizational support effects turnover intention by means of two variables.
🔬Design:Modeling & Simulation
📍Scope:Comprehensive Sample
⚙️Variables:Domain Parameters

Abstract

In this study, the effect of perceived organizational support on turnover intention has been analyzed by means of two variables. These variables are job satisfaction and organizational commitment. Six hypotheses have been tested based on a developed model. In these hypotheses, it has been asserted that perceived organizational support effects turnover intention by mediation of job satisfaction and commitment. As a result of a research made in Kayseri furniture sector with 858 workers and managers, firstly, a positive correlation and effect has been determined between perceived organizational support with job satisfaction and commitment. Secondly, a negative correlation and effect has been designated between job satisfaction and commitment with turnover intention. Thirdly, it has been observed that there is a positive correlation between job satisfaction and commitment. These results indicate that perceived organizational support effects turnover intention by means of two variables.

Özet

Bu çalışmada, algılanan örgütsel desteğin işten ayrılma niyeti üzerindeki etkisi iki değişken aracılığı ile incelenmiştir. Bu iki değişken iş tatmini ve örgütsel bağlılıktır. Çalışmada, geliştirilen bir model çerçevesinde altı hipotez test edilmiştir. Hipotezlerde algılanan örgütsel desteğin iş tatmini ve örgütsel bağlılık aracılığı ile çalışanların işten ayrılma niyetini etkileyeceği iddia edilmiştir. Kayseri mobilya sektöründe çalışan 858 işçi ve yönetici ile yapılan araştırma sonucunda, ilk olarak algılanan örgütsel destek ile iş tatmini ve örgütsel bağlılık arasında pozitif yönlü bir ilişki ve etki saptanmıştır, ikinci olarak, iş tatmini ve örgütsel bağlılık ile işten ayrılma niyeti arasında negatif yönlü bir ilişki ve etki belirlenmiştir. Üçüncü olarak, iş tatmini ile örgütsel bağlılık arasında pozitif yönlü bir ilişki olduğu görülmüştür. Bu sonuçlar, algılanan örgütsel desteğin iki değişken aracılığı ile işten ayrılma niyetini etkilediğini göstermiştir.

🔖

Cite This Article

ÖZDEVECİOĞLU, M. (2004). A Research for Determining the Effects of Perceived Organizational Support on Turnover Intention. Amme İdaresi Dergisi, Cilt: 37 - Sayı: 4, 97–115. https://ajindex.com/articles/201266

References (14)

  1. Ajzen, Icek (1985), "From Intentions To Actions: A Theory of Planned Behavior", J. Kuhl ve J. Beckman (Ed.), Action Control: From Cognition to Behavior, New York Springer, s.l 1-39.
  2. Ajzen, Icek (1991), "The Theory of Planned Behavior", Organizational Behavior and Human Decision Processes, Vol: 50, s. 179-204.
  3. Allen, David.G.-Shore, Lynn M.-Griffeth, Rodger W. (2003), "The role of perceived organizational support and supportive human resource practises in the turnover process", Journal of Management, Vol: 29, No: 1, s.99-118.
  4. Arnold, Hugh J. ve Feldman, Daniel C. (1982), "A Multivariate Analysis of the Determinants of Job Turnover", Journal of Applied Psychology, Vol. 67, No. 3, s. 350-60.
  5. Bagozzi, Richard P.-Baumgartner, Johann -Yi, Youjae (1989), "An Investigation into The Roles of Intentions as Mediators of The Attitude-Behavior Relationship", Journal of Economic Psychology, No: 10, s.35-62.
  6. Bluedorn, Allen C. (1979), "Structure, Environment and Satisfaction: Content Overlap on Organizational Commitment Questionnaire-turnover Cognitions Relationships", Journal of Applied Psychology, No: 86, s. 161-173.
  7. Bozeman, Dennis P. - Perrewe Pamela L. (2001), "The Effects of Item Content Overlap on Organizational Commitment Questionnaire-Turnover Cognitions Relationships", Journal of Applied Psyhology, No: 86, s.161-173.
  8. Cranny, Charles J.-Smith, Patricia C.-Stone, Euqene F. (1992), Job satisfaction: How people feel about their jobs and how it affects their performance. Lexington Books: New York, NY. Dalton, DanR. ve Todor, William D. (1981), "Turnover, Transfer, Absenteeism: An Interdependent Perspective", Journal of Management, Vol. 19 No. 2, s. 193-220.
  9. Dreher, George F. (1982), "The Role of Performance in the Turnover Process", Academy of Management Journal, Vol. 25 No. 1, s.137-47.
  10. Eisenberger, Robert-Cummings, James D.-Armeli, Stephen -Lynch, Patrick (1997), "Perceived Organizational Support, Discretionary Treatment, And Job Satisfaction", Journal of Applied Psychology, No: 82, s.812-820.
  11. Eisenberger, Robert -Huntington, Robin -Huntington, Steven, -Sowa, Debora (1986), "Perceived Organizational Support", Journal of Applied Psychology, No: 71, s.500-507.
  12. Erdoğan, İlhan (1996), İşletme Yönetiminde Örgütsel Davranış, İstanbul:
  13. Avcıol Basım-Yayın. Feinstein, Andrew H. (2001), "A Study of Realtionship Between Job Satisfaction And Organizational Commitment Among Restaurant Employees", Journal of Hospitality, Torism and Leisure Science, No: 2, s. 1-26.
  14. Geartner, Ste