Bingöl Üniversitesi Sosyal Bilimler Enstitüsü Dergisi 1309-6672 2618-6322 Bingol University 10.29029/busbed.1851705 Leadership Organizasyon Organisational Behaviour Liderlik Organizasyon Örgütsel Davranış UNSATISFIED BASIC PSYCHOLOGICAL NEEDS ON THE RELATIONSHIP BETWEEN LEADER-MEMBER EXCHANGE AND TURNOVER INTENTION LİDER ÜYE ETKİLEŞİMİ İLE İŞTEN AYRILMA NİYETİ İLİŞKİSİNDE KARŞILANMAYAN PSİKOLOJİK İHTİYAÇLARIN DÜZENLEYİCİLİK ETKİSİ https://orcid.org/0000-0003-4782-7761 Çaloğlu Keleş Dila Özge BAŞKENT ÜNİVERSİTESİ, SOSYAL BİLİMLER ENSTİTÜSÜ https://orcid.org/0000-0002-2487-9553 Çetin Fatih BAŞKENT ÜNİVERSİTESİ 04 28 2026 31 389 405 12 29 2025 02 10 2026 Copyright © 2011, Bingöl University Journal of Social Sciences Institute 2011 Bingöl University Journal of Social Sciences Institute

This study investigates the relationship between leader–member exchange (LMX) and employees’ turnover intention, with a particular focus on the role of basic psychological needs in this relationship. Drawing on Leader–Member Exchange, Social Exchange Resource, and Self-Determination Theory, the study adopts an integrative perspective to explain why employees develop intentions to leave their organizations. Data were obtained from a survey administered to 388 employees working in firms operating in the construction and transportation sectors, and the proposed relationships were tested using regression analyses. The findings reveal that among the resources shaping the exchange characteristics of leader–member exchange, the love and equipment resources impact on turnover intention. Leader-provided love is considered a fundamental social resource that strengthens subordinates’ perceptions of reciprocity within the framework of Social Exchange Resource Theory; the results indicate a negative association between love and turnover intention, providing empirical support for theoretical expectations while documenting a relational aspect that has rarely been directly measured. Moreover, the analysis indicated that the autonomy dimension of self-determination theory plays a moderating role in the relationship between status and turnover intention, while the relatedness dimension plays a moderating role in the relationship between money and turnover intention. The results are interpreted with reference to existing theoretical and empirical work.

Çalışmanın amacı, Lider-Üye Etkileşiminin (LÜE) astların işten ayrılma niyetini nasıl etkilediğini ortaya çıkarmak ve bu etkide temel psikolojik ihtiyaçların düzenleyicilik rolü olup olmadığını araştırmaktır. LÜE, Sosyal Değişim Kaynak Kuramı, Öz Belirleme Kuramından yararlanılarak astın işten ayrılma niyeti açıklanmaya çalışılmıştır. İnşaat ve ulaşım sektöründe yer alan şirketlerde görevli toplam 388 katılımcıdan anket yöntemiyle toplanan veriler için regresyon analizi kullanılmıştır. Analiz bulguları; LÜE’nin kalitesini belirleyen kaynaklardan sevgi ve ekipman kaynağının, işten ayrılma niyetiyle anlamlı biçimde ilişkili olduğu görülmektedir. Sevginin liderden elde edilmesi, Sosyal Değişim Kaynakları Kuramı çerçevesinde astın lidere yönelik karşılıklılık algısını güçlendiren temel bir sosyal kaynak olarak değerlendirilmekte; bu çalışmada sevgi kaynağının işten ayrılma niyetini negatif ve anlamlı biçimde etkilemesi hem kuramsal açıklamalarla uyumlu hem de ölçülmesi güç bir boyutun ampirik olarak ortaya konulması bakımından çalışmanın özgün ve önemli bir katkı sunduğunu göstermektedir. Bununla birlikte, Öz Belirleme Kuramı kapsamında özerklik boyutunun, statü ile işten ayrılma niyeti arasındaki ilişkinin yönünü ve gücünü farklılaştırdığı; ilişkililik boyutunun ise para ile işten ayrılma niyeti arasındaki ilişkiyi düzenlediği saptanmıştır. Bu doğrultuda elde edilen bulgular, ilgili kuramsal ve ampirik literatürle karşılaştırılarak değerlendirilmiştir.

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