Analysis with Structural Equation Model of Organizational Identification and Intention to Leave of Generations Working in the Municipality

Abstract

The high level of identification of employees with their organizations can increase their productivity and performance. At the same time, it can prevent the qualified workforce from leaving the job, which causes serious costs and losses for organizations. Therefore, analyzing the effect of employees' identification with the organization on a sectoral basis on their intention to leave will make an important contribution to the literature. Today, working of several generations at the same time, especially in organizations, is important for the implementation of effective and appropriate human resources policies. The fact that there has been no study in this area in the literature increases the importance of the subject. In this context, it is aimed to analyze the relationship between organizational identification and turnover intentions of employees working under subcontractors in municipalities by choosing a specific area that constitutes the original side of the study. Another aim of the study is whether the same phenomena differ in the context of generations. For this purpose, a sample of 355 participants working in the district municipality through subcontractors was analyzed. Structural Equation Model was applied in the analysis. According to the results of the analysis, it was observed that as the organizational identification level of the participants increased, their intention to leave the job decreased. However, when the generations were controlled, no significant difference was found in the relationship between the organizational identification of the generation groups and their intention to leave.

Keywords

• Generations
• Organizational Identification
• Intention to Leave
• Structural Equation Model
• Municipality
• Human Resource

Belediyede Çalışan Kuşakların Örgütsel Özdeşleşme ve İşten Ayrılma Niyetlerinin Yapısal Eşitlik Modeli ile Analizi

Öz

Çalışanların örgütleri ile özdeşleşme düzeylerinin yüksek olması onların verimlilik ve performanslarını yükseltebilmektedir. Aynı zamanda örgütler için ciddi maliyet ve kayıplara neden olan yetişmiş işgücünün işten ayrılmalarını da engelleyebilmektedir. Dolayısıyla sektörel bazda çalışanların örgütle özdeşleşmelerinin işten ayrılma niyetlerine etkisinin analiz edilmesi literatüre önemli bir katkı sağlayacaktır. Günümüzde özellikle örgütlerde birkaç kuşağın aynı anda çalışması etkili ve uygun insan kaynakları politikalarının uygulanması açısından önem arz etmektedir. Bu bağlamda çalışmanın özgün tarafını oluşturan spesifik bir alan seçilerek belediyelerde taşörenlere bağlı olarak çalışan işgörenlerin örgütsel özdeşleşme ve işten ayrılma niyetleri arasındaki ilişki analiz edilmesi amaçlanmıştır. Aynı olgular kuşaklar bağlamında farklılık gösterip göstermediği de çalışmanın diğer bir amacını oluşturmaktadır. Bu amaçla, ilçe belediyesinde taşörenler vasıtasıyla çalışan 355 katılımcıdan oluşan örneklem analiz edilmiştir. Analizde Yapısal Eşitlik Modeli uygulanmıştır. Analiz sonuçlarına göre, katılımcıların örgütsel özdeşleme düzeyi arttıkça işten ayrılma niyetlerinin azaldığı görülmüştür. Ancak kuşaklar kontrol edildiğinde, kuşak gruplarının örgütsel özdeşleşme ile işten ayrılma niyetleri arasındaki ilişkide anlamlı bir farklılık bulunamamıştır.

Anahtar Kelimeler

• Kuşaklar
• Örgütsel Özdeşleşme
• İşten Ayrılma Niyeti
• Yapısal Eşitlik Modeli
• Belediye
• İnsan Kaynakları

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