UNSATISFIED BASIC PSYCHOLOGICAL NEEDS ON THE RELATIONSHIP BETWEEN LEADER-MEMBER EXCHANGE AND TURNOVER INTENTION

Year 2026, Issue: 31 , 389 - 405 , 28.04.2026

Dila Özge Çaloğlu Keleş , Fatih Çetin

https://doi.org/10.29029/busbed.1851705

https://izlik.org/JA45ZG97CS

Abstract

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.

Keywords

LMX , Turnover , Self-determination , Resource Theory of Social Exchange , Basic Psychological Needs

LİDER ÜYE ETKİLEŞİMİ İLE İŞTEN AYRILMA NİYETİ İLİŞKİSİNDE KARŞILANMAYAN PSİKOLOJİK İHTİYAÇLARIN DÜZENLEYİCİLİK ETKİSİ

https://izlik.org/JA45ZG97CS

Abstract

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.

Keywords

Lider üye etkileşimi , İşten ayrılma niyeti , Öz belirleme , Sosyal değişim kaynak kuramı , Temel psikolojik ihtiyaçlar

Ethical Statement

Yapılan bu çalışmada “Yükseköğretim Kurumları Bilimsel Araştırma ve Yayın Etiği Yönergesi” kapsamında uyulması belirtilen tüm kurallara uyulmuştur. Yönergenin ikinci bölümü olan “Bilimsel Araştırma ve Yayın Etiğine Aykırı Eylemler” başlığı altında belirtilen eylemlerden hiçbiri gerçekleştirilmemiştir.

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