THE COMBINED EFFECTS OF TRUST AND EMPLOYEE IDENTIFICATION ON INTENTION TO QUIT

Abstract

The aim of this study is to investigate the relationships between trust in supervisor, organizational identification and intention to quit the organization. Data for this study are obtained from 133 middle level managers from 35 firms and used to examine the hypothesized relationships among variables. All constructs are measured with already existing reliable scales. After calculating the mean scale scores for all measures, regression models are developed by using the (composite) constructs of the study. It is found that when trust in supervisor and organizational identification were considered as independents, it is trust in supervisor but not the organizational identification that is related to employees’ intention to quit the organization.

Keywords

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THE COMBINED EFFECTS OF TRUST AND EMPLOYEE IDENTIFICATION ON INTENTION TO QUIT

Abstract

Bu çalışma, yöneticiye (üst amire) güven, örgütsel kimlik ve işten ayrılma niyeti arasındaki ilişkileri incelemektedir. Çalışmada kullanılan veriler, 35 firmada çalışmakta olan 133 orta seviye yöneticiye sorulan anket soruları ile elde edilmiş olup, bu verilerle, söz konusu değişkenler arasındaki ilişkiler üzerine kurulan hipotezler test edilmiştir. Anketi oluşturan soruların tamamı geçmişte kullanılmış güvenilir anket ölçeklerinden alınmıştır. Anket sorularına verilen cevapların ortalama değerleri alınarak oluşturulan (bileşik) değişkenler regresyon analizlerine tabii tutulduğunda, yöneticiye güven ve örgütsel kimlik bağımsız değişken olarak alındığında, örgütsel kimliğin değil yöneticiye güvenin daha çok işten ayrılma niyeti ile ilişkili olduğu bulunmuştur

Keywords

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