İş Güvencesizliği ve İşten Ayrılma Niyeti Arasındaki İlişki: COVID-19 ve Sonrası Dönemde Bir Meta Analiz ve Sistematik İnceleme

Abstract

Bu çalışma, COVID-19 dönemi ve sonrasında gerçekleştirilen ampirik çalışmaların sistematik derlemesi ve meta-analizi yoluyla iş güvencesizliği ile işten ayrılma niyeti arasındaki ilişkiyi incelemektedir. Pandemi sonrasında ortaya çıkan istihdam belirsizliği, örgütsel kırılganlık ve değişen çalışma dinamikleri, iş güvencesizliğinin çalışan tutum ve davranışları üzerindeki belirleyici rolünü daha da artırmıştır. Bu doğrultuda çalışma, iş güvencesizliğinin işten ayrılma niyeti üzerindeki genel etkisini kapsamlı bir şekilde değerlendirmektedir. Literatür taraması 1 Kasım 2025 ile 10 Mart 2026 tarihleri arasında Web of Science, Google Scholar, Scopus, ProQuest ve PubMed veri tabanları kullanılarak gerçekleştirilmiştir. Başlangıçta 797 çalışma belirlenmiş ve önceden tanımlanan dahil etme kriterlerine göre taranmıştır. Mükerrer kayıtların çıkarılması ve uygunluk değerlendirmelerinin yapılmasının ardından 12 çalışma meta-analize dahil edilmiştir. Analizler Jamovi programının MAJOR modülü kullanılarak gerçekleştirilmiş; etki büyüklüğü olarak korelasyon katsayıları kullanılmış ve istatistiksel tahminler için Fisher’ın r değerleri z değerlerine dönüştürülmüştür. Elde edilen bulgular, iş güvencesizliği ile işten ayrılma niyeti arasında pozitif ve istatistiksel olarak anlamlı bir ilişki olduğunu göstermektedir (r = 0.351, p < .001). Heterojenlik analizi, rassal etkiler modelinin kullanılmasını desteklemiş; yayın yanlılığı analizleri ise bulguların sağlam ve güvenilir olduğunu ortaya koymuştur. Genel olarak, iş güvencesizliği pandemi sonrası dönemde çalışanların işten ayrılma niyetlerini artıran önemli bir faktör olarak öne çıkmaktadır.

Keywords

• İş güvencesizliği
• İşten ayrılma niyeti
• COVID-19
• Meta-analiz

The Relationship Between Job Insecurity and Intention to Leave: A Meta-Analysis and Systematic Review in the COVID-19 and Post-COVID Period

Abstract

This study examines the relationship between job insecurity and turnover intention through a systematic review and meta-analysis of empirical studies conducted during and after the COVID-19 period. The uncertainty in employment, organizational fragility, and changing work dynamics following the pandemic have increased the importance of job insecurity as a determinant of employee attitudes and behaviors. Accordingly, the study provides a comprehensive evaluation of its overall effect on turnover intention. The literature search was carried out between November 1, 2025 and March 10, 2026 using Web of Science, Google Scholar, Scopus, ProQuest, and PubMed. A total of 797 records were initially identified and screened based on predefined inclusion criteria. After removing duplicates and assessing eligibility, 12 studies were included in the meta-analysis. Analyses were conducted using the MAJOR module in Jamovi, with correlation coefficients as effect sizes transformed from Fisher’s r to z. The results indicated a positive and statistically significant relationship between job insecurity and turnover intention (r = 0.351, p < .001). Heterogeneity analysis supported the use of a random-effects model, and publication bias tests confirmed the robustness of the findings. Overall, job insecurity emerges as a key factor increasing employees’ turnover intentions in the post-pandemic context.

Keywords

• Job insecurity
• Turnover intention
• COVID-19
• Meta-analysis

References

1. Addai, P., Mottey, R., Afrifah, M., and Boakye, A. O. (2022). Job insecurity and turnover intentions among banking sector employees: The moderating role of organizational support and ethical leadership. SEISENSE Journal of Management, 5(1), 17-30.
2. Augustin, R. A., Zamralita, Z., and Saraswati, K. D. (2022, April). The mediating role of burnout on job insecurity and turnover intention among automotive sales force in Jakarta. In 3rd Tarumanagara International Conference on the Applications of Social Sciences and Humanities (TICASH 2021) (pp. 1573-1578). Atlantis Press.
3. Borenstein, M., Hedges, L. V., Higgins, J. P. T., and Rothstein, H. R. (2009). Introduction to meta-analysis. Chichester, England: John Wiley and Sons.
4. Cheng, G. H. L., and Chan, D. K. S. (2008). Who suffers more from job insecurity? A meta-analytic review. Applied Psychology: An International Review, 57(2), 272-303.
5. De Witte, H. (2005). Job insecurity: Review of the international literature on definitions, prevalence, antecedents and consequences. SA Journal of Industrial Psychology, 31(4), 1-6.
6. Elshaer, I. A. (2024). Social-psychological risk perception impacts on job insecurity and turnover intention: A mediation model using PLS-SEM technique. Cogent Psychology, 11(1), 1-13.
7. Ergun, G. S., Bozkurt, H. O., Arslan, E., Kendir, H., and Yayla, O. (2023). Psychological capital as a moderator in the relationship between job insecurity, job stress, and hotel employees' turnover intention during the Russia-Ukraine war. International Journal of Hospitality Management, 111, 103475
8. Greenhalgh, L., and Rosenblatt, Z. (1984). Job insecurity: Toward conceptual clarity. Academy of Management Review, 9(3), 438-448.

9. Gupta, H., and Dhar, R. L. (2024). Job insecurity amid the covid-19 pandemic and beyond: A systematic review and research agenda. Employee Relations, 46(5), 1141-1171.
10. Haar, J., Brougham, D., and Ghafoor, A. (2025). The impact of covid-19 on employee job insecurity and wellbeing: A conservation of resources theory approach. Journal of the Royal Society of New Zealand, 55(6), 1941-1958.
11. Hanisch, K. A., and Hulin, C. L. (1990). Job attitudes and organizational withdrawal: An examination of retirement and other voluntary withdrawal behaviors. Journal of Vocational Behavior, 37(1), 60-78.
12. Hellgren, J., Sverke, M., and Isaksson, K. (1999). A two-dimensional approach to job insecurity: Consequences for employee attitudes and well-being. European Journal of Work and Organizational Psychology, 8(2), 179-195.
13. Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513-524.
14. Hom, P. W., Lee, T. W., Shaw, J. D., and Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research. Journal of Applied Psychology, 102(3), 530-545.
15. Imaroh, M. F., Sudiro, A. and Sunaryo (2023). The relation of job insecurity and workload toward turnover intentions mediated by work stress. International Journal of Research in Business & Social Science, 12(2), 148-157.
16. Jiang, L., and Lavaysse, L. M. (2018). Cognitive and affective job insecurity: A meta-analysis and a primary study. Journal of Management, 44(6), 2307-2342.
17. Jung, J., Kim, B.-J., and, Kim, M.-J. (2023). The effect of unstable job on employee's turnover intention: The importance of coaching leadership. Frontiers in Public Health, 11, 1-11.
18. Lailya, N., Setyorinib, N., Rahayuc, R., Rochdianigrumd, W. A., and Lestariningsih, M. (2020). Burnout moderation: Job insecurity and turnover intention. International Journal of Innovation, Creativity and Change, 12(6), 573-583.
19. Lee, C., Huang, G.-H., and Ashford, S. J. (2018). Job insecurity and the changing workplace: Recent developments and the future trends in job insecurity research. Annual Review of Organizational Psychology and Organizational Behavior, 5, 335-359.
20. Marane, B. M. R., and Asaad, Z. A. (2025). The impact of job security on turnover intention: The moderating role of compensation system and performance appraisal in post covid-19. International Review of Management and Marketing, 15(2), 285-299.
21. Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237-240.
22. Obeng, A. F., Quansah, P. E., and Boakye, E. (2020). The relationship between job insecurity and turnover intention: The mediating role of employee morale and psychological strain. Management, 10(2), 35-45.
23. Oktaysoy, O. (2025). Dijital liderlik ve performans arasındaki ilişki üzerine bir meta-analiz çalışması. Trends in Business and Economics, 39(4), 453-464.
24. Özdemir Güzel, S., and Ergen, F. D. (2022). Examining the relationship between job ınsecurity, organizational commitment and turnover intention in the COVID-19 process. Journal of Tourismology, 8(1), 69-87.
25. Septi, S. D. N., and Kustini, K. (2026). Turnover intention: Influence of job insecurity and job satisfaction among contract employees in the technology division. International Journal Of Economics and Management Review, 4(1), 14-22.
26. Shoss, M. K. (2017). Job insecurity: An integrative review and agenda for future research. Journal of Management, 43(6), 1911-1939.
27. Sterne, J. A. C., and Egger, M. (2001). Funnel plots for detecting bias in meta-analysis: Guidelines on choice of axis. Journal of Clinical Epidemiology, 54(10), 1046–1055.
28. Sverke, M., Hellgren, J., and Näswall, K. (2002). No security: A meta-analysis and review of job insecurity and its consequences. Journal of Occupational Health Psychology, 7(3), 242-264.
29. Takase, M. (2010). A concept analysis of turnover intention: Implications for nursing management. Collegian, 17(1), 3-12.
30. Tett, R. P., and Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings. Personnel Psychology, 46(2), 259-293.
31. Venisa, A. T., and Brahmana, S. S. (2020). The effect of work environment and job insecurity on the turnover intention of the interns of PT bank central Asia TBK regional office 1 of Bandung city. International Journal of Economics, Business and Management Research, 4(2), 100-108.
32. Viechtbauer, W. (2010). Conducting meta-analyses in R with the metafor package. Journal of Statistical Software, 36(3), 1-48.
33. Zou, J. Z. J., Yang, Y., Chen, L., Bi, Y., Li, N., Luo, Q., and Zhang, J. (2025). Effects of negative workplace behavior on job insecurity and turnover intention in healthcare workers: Roles of psychological resilience. Frontiers in Public Health, 13, 1-8.