Geliştiricilerin de desteğe ihtiyacı var: Akıllı teknolojiler, yapay zekâ, robotik ve algoritmalar (ATYZRA) farkındalığının bilişim sektörü çalışanlarının işten ayrılma niyeti üzerindeki etkisinde duygusal bağlılığın düzenleyici (moderatör) rolü

Yıl 2025, Cilt: 27 Sayı: 2, 268 - 282

Hamran Amırlı

Öz

Bu araştırmanın amacı Akıllı Teknolojiler, Yapay Zekâ, Robotik ve Algoritmalar (ATYZRA) farkındalığının işten ayrılma niyeti üzerindeki etkisinde duygusal bağlılığın düzenleyici (moderatör) rolünün belirlenmesidir. Bu amaçla, nicel araştırma yöntemine başvurulan çalışmanın örneklemi Türkiye’de bilişim sektöründe çalışan 607 alt, orta ve üst düzey yöneticiden oluşmaktadır. Araştırmanın verileri anket aracılığıyla elde edilmiştir. Verilerin analizinde SPSS 25.0 ve SmartPLS 4.0 paket programları kullanılmıştır. Hipotez testlerinden elde edilen sonuçlar incelendiğinde, ATYZRA farkındalığının işten ayrılma niyeti üzerinde pozitif ve anlamlı bir etkiye sahip olduğu görülmüştür. Ayrıca, duygusal bağlılığın işten ayrılma niyeti üzerinde negatif ve anlamlı bir etkiye sahip olduğu tespit edilmiştir. Ancak, ATYZRA farkındalığının işten ayrılma niyeti üzerindeki etkisinde duygusal bağlılığın düzenleyici (moderatör)rolünün anlamlı olmadığı görülmüştür.

Anahtar Kelimeler

ATYZRA Farkındalığı , İşten Ayrılma Niyeti , Duygusal Bağlılık

Etik Beyan

Araştırma için “Kahramanmaraş Sütçü İmam Üniversitesi Sosyal ve Beşeri Bilimler Etik Kurulunun” 20.09.2024 Tarih ve 2024-19 Sayılı oturumunda 348907 numaralı etik kurulu onayı alınmıştır.

Developers need support, too: The moderating role of affective commitment on the impact of smart technologies, artificial intelligence, robotics, and algorithms (STARA) awareness on turnover intention of IT sector employees

Öz

This study aims to determine the moderating role of affective commitment in the effect of Smart Technologies, Artificial Intelligence, Robotics, and Algorithms (STARA) awareness on turnover intention. For this purpose, the study sample, which utilized the quantitative research method, consists of 607 junior, middle, and upper-level managers working in the IT sector in Türkiye. The study data were obtained through a questionnaire. SPSS 25.0 and SmartPLS 4.0 package programs were used to analyze the data. When the results obtained from the hypothesis tests are analyzed, it is seen that STARA awareness has a positive and significant effect on turnover intention. In addition, affective commitment has a negative and significant effect on turnover intention. However, the moderator role of affective commitment in the effect of STARA awareness on turnover intention was insignificant.

Anahtar Kelimeler

STARA Awareness , Turnover Intention , Affective Commitment

Etik Beyan

Ethics committee approval numbered 348907 was obtained for the research at the session of “Kahramanmaraş Sütçü İmam University Social and Human Sciences Ethics Committee” dated 20.09.2024 and numbered 2024-19.

Kaynakça

• Acemoglu, D., & Restrepo, P. (2020). Robots and jobs: Evidence from US labor markets. Journal of Political Economy, 128(6), 2188-2244. https://doi.org/10.1086/705716
• Ahmad, A., & Omar, Z. (2010). Perceived family-supportive work culture, affective commitment and turnover intention of employees. Journal of American Science, 6(12), 839-846.
• Aiken, L. S., & West, S. G. (1991). Multiple regression: Testing and interpreting interactions. SAGE Publications, Inc.
• Akinyemi, B., George, B., & Ogundele, A. (2022). Relationship between job satisfaction, pay, affective commitment and turnover intention among registered nurses in Nigeria. Global Journal of Health Science, 14(2), 37. https://doi.org/10.5539/gjhs.v14n2p37
• Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1-18. https://doi.org/10.1111/j.2044-8325.1990.tb00506.x
• Allen, N. J., & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of Vocational Behavior, 49(3), 252-276. https://doi.org/10.1006/jvbe.1996.0043
• A'yuninnisa, R. N. A., & Saptoto, R. (2015). The effects of pay satisfaction and affective commitment on turnover intention. International Journal of Research Studies in Psychology, 4(2), 57-70. https://doi.org/10.5861/ijrsp.2015.1055
• Bakir, S., Ayoun, B., Wei, C., & Bilgihan, A. (2025). Understanding employee retention in the age of AI and robotics: a study of technology competencies and turnover intentions in the hotel sector. Journal of Hospitality and Tourism Technology. https://doi.org/10.1108/JHTT-03-2024-0184
• Baron, R. M. & Kenny, D. A. (1986). The moderator mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173-1182. https://doi.org/10.1037/0022-3514.51.6.1173
• Başer, M. Y., Büyükbeşe, T., & Ivanov, S. (2025). The effect of STARA awareness on hotel employees' turnover intention and work engagement: the mediating role of perceived organisational support. Journal of Hospitality and Tourism Insights, 8(2), 532-552. https://doi.org/10.1108/JHTI-12-2023-0925
• Beheshtifar, M., & Allahyary, M. H. (2013). Study the relationship among organizational reputation with organizational commitment and employees’ turnover intention. International Research Journal of Applied and Basic Sciences, 6(10), 1467-1478.
• Bluedorn, A. C. (1982). A unified model of turnover from organizations. Human relations, 35(2), 135-153. https://doi.org/10.1177/001872678203500204
• Bort, J. (2014, 13 Mart). Bill Gates: people don’t realise how many jobs will soon be replaced by software bots. 7 Şubat 2025 tarihinde https://www.businessinsider.com/bill-gates-bots-are-taking-away-jobs-2014-3 adresinden edinilmiştir.
• Brougham, D., & Haar, J. (2018). Smart technology, artificial intelligence, robotics, and algorithms (STARA): Employees’ perceptions of our future workplace. Journal of Management & Organization, 24(2), 239-257. https://doi.org/10.1017/jmo.2016.55
• Brougham, D., & Haar, J. (2020). Technological disruption and employment: The influence on job insecurity and turnover intentions: A multi-country study. Technological Forecasting and Social Change, 161, 120276. https://doi.org/10.1016/j.techfore.2020.120276
• Byrne, B. M. (2016). Structural equation modeling with amos: basic concepts, appli-cations, and programming (3rd Edition). Routledge. https://doi.org/10.4324/9781315757421
• Chen, C. F. (2006). Job satisfaction, organizational commitment, and flight attendants’ turnover intentions: A note. Journal of Air Transport Management, 12(5), 274-276. https://doi.org/10.1016/j.jairtraman.2006.05.001
• Cohen, L., Manion, L. and Morrison, K. (2007). Research methods in education (6th ed.). Routledge, New York. https://doi.org/10.4324/9780203029053
• Coomber, B., & Barriball, K. L. (2007). Impact of job satisfaction components on intent to leave and turnover for hospital-based nurses: a review of the research literature. International Journal of Nursing Studies, 44(2), 297-314. https://doi.org/10.1016/j.ijnurstu.2006.02.004
• Çankır, B. (2019). Örgütlerde duygusal bağlılık ve performans ilişkisi. İstanbul Gelişim Üniversitesi Sosyal Bilimler Dergisi, 6, 155-177. https://doi.org/10.17336/igusbd.620845
• Çekmecelioğlu, H. G. (2010). Örgüt iklimi, duygusal bağlilik ve yaraticilik arasindaki ilişkilerin değerlendirilmesi: bir araştirma. Atatürk Üniversitesi İktisadi ve İdari Bilimler Dergisi, 20(2), 295-310.
• Çetinkaya, A. Ş. (2011). The impact of employee motivation on emotional commitment: Research undertaken in a five-star hotel. Journal of Transnational Management, 16(3), 149-156. https://doi.org/10.1080/15475778.2011.596756
• Dağlı, A., Elçiçek, Z., & Han, B. (2018). Örgütsel bağlılık ölçeği’nin türkçeye uyarlanması: geçerlik ve güvenirlik çalışması. Elektronik Sosyal Bilimler Dergisi, 17(68), 1788-1800. https://doi.org/10.17755/esosder.445932
• De Gieter, S., Hofmans, J., & Pepermans, R. (2011). Revisiting the impact of job satisfaction and organizational commitment on nurse turnover intention: An individual differences analysis. International Journal of Nursing Studies, 48(12), 1562-1569. https://doi.org/10.17755/esosder.445932
• Ding, L. (2021). Employees’ challenge-hindrance appraisals toward STARA awareness and competitive productivity: a micro-level case. International Journal of Contemporary Hospitality Management, 33(9), 2950-2969. https://doi.org/10.1108/IJCHM-09-2020-1038
• Erat, S., Kitapçı, H., & Çömez, P. (2017). The effect of organizational loads on work stress, emotional commitment, and turnover intention. International Journal of Organizational Leadership, 6, 221–231. https://doi.org/10.33844/ijol.2017.60304
• Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50. https://doi.org/10.1177/002224378101800104
• Freeman, J. (2025). Student generative ai survey 2025. Higher Education Policy Institute, Oxford.
• Frey, C. B., & Osborne, M. A. (2017). The future of employment: How susceptible are jobs to computerisation?. Technological Forecasting and Social Change, 114, 254-280. https://doi.org/10.1016/j.techfore.2016.08.019
• Gökaslan, M. O. (2018). Öğretmenlerde örgütsel bağlılık, işe gömülmüşlük, işe adanmışlık ve işten ayrılma niyeti ilişkisi: bir alan çalışması. Türk Sosyal Bilimler Araştırmaları Dergisi, 3(2), 25-46.
• Guzeller, C. O., & Celiker, N. (2020). Examining the relationship between organizational commitment and turnover intention via a meta-analysis. International Journal of Culture, Tourism and Hospitality Research, 14(1), 102-120. https://doi.org/10.1108/IJCTHR-05-2019-0094
• Hair Jr, J. F., Matthews, L. M., Matthews, R. L., & Sarstedt, M. (2017). PLS-SEM or CB-SEM: updated guidelines on which method to use. International Journal of Multivariate Data Analysis, 1(2), 107-123. https://doi.org/10.1504/IJMDA.2017.087624
• Hair, J. F., Hult, G. T., Ringle, C. M., & Sarstedt, M. (2022). A primer on partial least squares structural equation modeling (PLS-SEM) (3rd ed.). Los Angeles: Sage. https://doi.org/10.1007/978-3-030-80519-7
• Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2-24. https://doi.org/10.1108/EBR-11-2018-0203
• Henseler, J., Hubona, G., & Ray, P. A. (2016). Using PLS path modeling in new technology research: updated guidelines. Industrial Management & Data Systems, 116(1), 2-20. https://doi.org/10.1108/IMDS-09-2015-0382
• Islam, T., Ahmed, I., & Ahmad, U. N. B. U. (2015). The influence of organizational learning culture and perceived organizational support on employees’ affective commitment and turnover intention. Nankai Business Review International, 6(4), 417-431. https://doi.org/10.1108/NBRI-01-2015-0002
• Jabeen, F., Al Zaidi, S., & Al Dhaheri, M. H. (2022). Automation and artificial intelligence in hospitality and tourism. Tourism Review, 77(4), 1043-1061. https://doi.org/10.1108/TR-09-2019-0360
• Jang, J., & Kandampully, J. (2018). Reducing employee turnover intention through servant leadership in the restaurant context: A mediation study of affective organizational commitment. International Journal of Hospitality & Tourism Administration, 19(2), 125-141. https://doi.org/10.1080/15256480.2017.1305310
• Kang, D. Y., Hur, W. M., & Shin, Y. (2023). Smart technology and service employees’ job crafting: Relationship between STARA awareness, performance pressure, receiving and giving help, and job crafting. Journal of Retailing and Consumer Services, 73, 103282. https://doi.org/10.1016/j.jretconser.2023.103282
• Kang, H. J., Gatling, A., & Kim, J. (2015). The impact of supervisory support on organizational commitment, career satisfaction, and turnover intention for hospitality frontline employees. Journal of Human Resources in Hospitality & Tourism, 14(1), 68-89. https://doi.org/10.1080/15332845.2014.904176
• Karataş, A. (2016). Örgütsel bağlılık ve işten ayrılma (kurum değiştirme) niyeti ilişkisi (kamu kurumlarında çalışan personel üzerinde bir araştırma. Akademik Bakış Uluslararası Hakemli Sosyal Bilimler Dergisi, (53), 71-83.
• Karavardar, G. (2015). Örgütsel adaletin iş tatmini, örgütsel bağlilik ve işten ayrilma niyeti üzerindeki etkisi. Uluslararası Yönetim İktisat ve İşletme Dergisi, 11(26), 139-150. https://doi.org/10.17130/ijmeb.2015.11.26.688
• Khaliq, A., Waqas, A., Nisar, Q. A., Haider, S., & Asghar, Z. (2022). Application of AI and robotics in hospitality sector: A resource gain and resource loss perspective. Technology in Society, 68, 101807. https://doi.org/10.1016/j.techsoc.2021.101807
• Kim, W. G., Leong, J. K., & Lee, Y. K. (2005). Effect of service orientation on job satisfaction,organizational commitment, and intention of leaving in a casual dining chain restaurant. International Journal of Hospitality Management, 24, 171–193. https://doi.org/10.1016/j.ijhm.2004.05.004
• Lam, W. L., & Liu, Y. (2014). The identity-based explanation of affective commitment. Journal of Managerial Psychology, 29(3), 321-340. https://doi.org/10.1108/JMP-02-2012-0036
• Lazzari, M., Alvarez, J. M., & Ruggieri, S. (2022). Predicting and explaining employee turnover intention. International Journal of Data Science and Analytics, 14(3), 279-292. https://doi.org/10.1007/s41060-022-00329-w
• Lee, M. H., Hwang, Y. K., & Lee, C. S. (2021). The Effect of Job Stress, Emotional Commitment, and Job Satisfaction on Child-Care Center Teachers’ Turnover Intention: The Moderated Mediation Effect of Grit. European Journal of Molecular and Clinical Medicine, 8(2), 1570-1584.
• Li, J. J., Bonn, M. A., & Ye, B. H. (2019). Hotel employee's artificial intelligence and robotics awareness and its impact on turnover intention: The moderating roles of perceived organizational support and competitive psychological climate. Tourism Management, 73, 172-181. https://doi.org/10.1016/j.tourman.2019.02.006
• Lin, C. P., Tsai, Y. H., & Mahatma, F. (2017). Understanding turnover intention in cross-country business management. Personnel Review, 46(8), 1717-1737. https://doi.org/10.1108/PR-07-2016-0176
• Lingmont, D. N., & Alexiou, A. (2020). The contingent effect of job automating technology awareness on perceived job insecurity: Exploring the moderating role of organizational culture. Technological Forecasting and Social Change, 161, 120302. https://doi.org/10.1016/j.techfore.2020.120302
• Liu, S., & Onwuegbuzie, A. J. (2012). Chinese teachers’ work stress and their turnover intention. International Journal of Educational Research, 53, 160-170. https://doi.org/10.1016/j.ijer.2012.03.006
• Loi, R., Hang‐Yue, N., & Foley, S. (2006). Linking employees' justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support. Journal of occupational and Organizational Psychology, 79(1), 101-120. https://doi.org/10.1348/096317905X39657
• Lum, L., Kervin, J., Clark, K., Reid, F., & Sirola, W. (1998). Explaining nursing turnover intent: job satisfaction, pay satisfaction, or organizational commitment?. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 19(3), 305-320. https://doi.org/10.1002/(SICI)1099-1379(199805)19:3%3C305::AID-JOB843%3E3.0.CO;2-N
• Lynch, C. (2015, 15 Ekim). Stephen Hawking on the future of capitalism and inequality. 7 Şubat 2025 tarihinde https://www.counterpunch.org/2015/10/15/stephen-hawkings-on-the-tuture-of-capitalism-and-inequality/ adresinden edinilmiştir.
• Manoharan, K., Rajan, P., & Rajathi, A. (2024, February). Weathering the Storm: The Impact of Artificial Intelligence in the IT Industry Post-COVID-19 Epidemic and the Role that Employee Learning and Development Plays in Enhancing Employee Performance-A Mediation Approach. In 3rd International Conference on Reinventing Business Practices, Start-ups and Sustainability (ICRBSS 2023) (pp. 589-602). Atlantis Press. https://doi.org/10.2991/978-94-6463-374-0_50
• Mayer, R. C., & Schoorman, F. D. (1992). Predicting participation and production outcomes through a two-dimensional model of organizational commitment. Academy of Management Journal, 35(3), 671-684. https://doi.org/10.2307/256492
• Mc Dade, A. & Sundar, S. (2023, 20 Mayıs). BT is cutting 55,000 jobs. Its CEO says AI could replace 10,000 of those by 2030. 7 Şubat 2025 tarihinde https://www.businessinsider.com/british-telecom-ceo-ai-replace-jobs-chatgpt-bt-2023-5 adresinden edinilmiştir.
• McKinsey & Company Türkiye (2020, Ocak). İşimizin Geleceği: Dijital Çağda Türkiye’nin Yetenek Dönüşümü. 7 Şubat 2025 tarihinde https://www.mckinsey.com/tr/~/media/mckinsey/locations/europe%20and%20middle%20east/turkey/our%2 0insights/future%20of%20work%20turkey/isimizin-gelecegi-mckinsey-turkiye-raporu_ocak-2020.pdf adresinden edinilmiştir.
• Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538-551. https://doi.org/10.1037/0021-9010.78.4.538
• Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20-52. https://doi.org/10.1006/jvbe.2001.1842
• Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89. https://doi.org/10.1016/1053-4822(91)90011-Z
• Mukhlis, I., Kurniawan, D. T., Firmansyah, R., & Prameka, A. S. (2023, August). How Smart Technology Artificial Intelligence Robotics Algorithms (STARA) Awareness Influence Employee Perception on Companies in East Java, Indonesia?. In 2023 4th International Conference on Big Data Analytics and Practices (IBDAP) (pp. 1-5). IEEE. https://doi.org/10.1109/IBDAP58581.2023.10271962
• Ogbeibu, S., Chiappetta Jabbour, C. J., Burgess, J., Gaskin, J., & Renwick, D. W. (2022). Green talent management and turnover intention: the roles of leader STARA competence and digital task interdependence. Journal of Intellectual Capital, 23(1), 27-55. https://doi.org/10.1108/JIC-01-2021-0016
• Özutku, H. (2009). Örgüte duygusal, devamlılık ve normatif bağlılık ile iş performansı arasındaki ilişkinin incelenmesi. İstanbul Üniversitesi İşletme Fakültesi Dergisi, 37(2), 79-97.
• Perreira, T. A., Berta, W., & Herbert, M. (2018). The employee retention triad in health care: Exploring relationships amongst organisational justice, affective commitment and turnover intention. Journal of Clinical Nursing, 27(7-8), e1451-e1461. https://doi.org/10.1111/jocn.14263
• Pham, Q. C., Madhavan, R., Righetti, L., Smart, W., & Chatila, R. (2018). The impact of robotics and automation on working conditions and employment. IEEE Robotics & Automation Magazine, 25(2), 126-128. https://doi.org/10.1109/MRA.2018.2822058
• Poon, J. M. (2012). Distributive justice, procedural justice, affective commitment, and turnover intention: a mediation–moderation framework 1. Journal of Applied Social Psychology, 42(6), 1505-1532. https://doi.org/10.1111/j.1559-1816.2012.00910.x
• Ramalho Luz, C. M. D., Luiz de Paula, S., & de Oliveira, L. M. B. (2018). Organizational commitment, job satisfaction and their possible influences on intent to turnover. Revista de Gestão, 25(1), 84-101. https://doi.org/10.1108/REGE-12-2017-008
• Riedl, M. O. (2019). Human‐centered artificial intelligence and machine learning. Human Behavior and Emerging Technologies, 1(1), 33-36. https://doi.org/10.1002/hbe2.117
• Ringle, C. M., Sarstedt, M., Mitchell, R., & Gudergan, S. P. (2020). Partial least squares structural equation modeling in HRM research. The International Journal of Human Resource Management, 31(12), 1617-1643. https://doi.org/10.1080/09585192.2017.1416655
• Rosin, H., & Korabik, K. (1995). Organizational experiences and propensity to leave: A multivariate investigation of men and women managers. Journal of Vocational Behavior, 46(1), 1-16. https://doi.org/10.1006/jvbe.1995.1001
• Sabuncuoğlu, E. T. (2007). Eğitim, örgütsel bağlılık ve işten ayrılma niyeti arasındaki ilişkilerin incelenmesi. Ege Akademik Bakış Dergisi, 7(2), 613-628.
• Scrima, F., Lorito, L., Parry, E. ve Falgares, G. (2014). The Mediating Role of Work Engagement on the Relationship Between Job Involvement and Affective Commitment. The International Journal of Human Resource Management, 25(15), 2159-2173. https://doi.org/10.1080/09585192.2013.862289
• Seo.Ai, (2024, 2 Aralık). AI Replacing Jobs Statistics: The Impact on Employment in 2025. 7 Şubat 2025 tarihinde https://seo.ai/blog/ai-replacing-jobs-statistics adresinden edinilmiştir.
• Shaukat, K., Iqbal, F., Alam, T. M., Aujla, G. K., Devnath, L., Khan, A. G., ... & Rubab, A. (2020). The impact of artificial intelligence and robotics on the future employment opportunities. Trends in Computer Science and Information Technology, 5(1), 050-054. https://doi.org/10.17352/tcsit.000022
• Singh, S., & Kaurav, R. P. S. (2022). Is fear of covid-19 leading to future career anxiety and turnover intentions? Problematic social media use and confidence in the vaccine as a mediator. Vision, 09722629221130831. https://doi.org/10.1177/09722629221130831
• Smith, C. (2019). An employee’s best friend? How AI can boost employee engagement and performance. Strategic HR Review, 18(1), 17-20. https://doi.org/10.1108/SHR-11-2018-0092
• Solinger, O. N., Van Olffen, W., & Roe, R. A. (2008). Beyond the three-component model of organizational commitment. Journal of Applied Psychology, 93(1), 70-83. https://doi.org/10.1037/0021-9010.93.1.70
• Sosik, J. J., Kahai, S. S., & Piovoso, M. J. (2009). Silver bullet or voodoo statistics? A primer for using the partial least squares data analytic technique in group and organization research. Group & Organization Management, 34(1), 5-36. https://doi.org/10.1177/1059601108329198
• Sökmen, A., & Şimşek, T. (2016). Örgütsel bağlılık, örgütle özdeşleşme, stres ve işten ayrılma niyeti ilişkisi: bir kamu kurumunda araştırma. Gazi Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 18(3), 606-620.
• Sun, R., & Wang, W. (2017). Transformational leadership, employee turnover intention, and actual voluntary turnover in public organizations. Public Management Review, 19(8), 1124-1141. https://doi.org/10.1080/14719037.2016.1257063
• Şahin, D., Ekici, Z., & Kayral, İ. H. (2021). Doktorların çalışma yaşam kalitesinin örgütsel bağlılık ve işten ayrılma niyeti üzerindeki etkisi. Hacettepe Sağlık İdaresi Dergisi, 24(1), 29-42.
• Takase, M. (2010). A concept analysis of turnover intention: Implications for nursing management. Collegian, 17(1), 3-12. https://doi.org/10.1016/j.colegn.2009.05.001
• Tan, K. L., Gim, G. C., Hii, I. S., & Zhu, W. (2024). STARA fight or flight: a two-wave time-lagged study of challenge and hindrance appraisal of STARA awareness on basic psychological needs and individual competitiveness productivity among hospitality employees. Current Issues in Tourism, 27(13), 2151-2169. https://doi.org/10.1080/13683500.2023.2224550
• Tanrıöver, Ü. (2005). The effects of learning organization climate and self-directed learning on job satisfaction, affective commitment and intention to turnover [Yüksek lisans tezi]. Marmara Unıversitesi.
• Teng, H. Y., Li, M. W., & Chen, C. Y. (2025). Does smart technology, artificial intelligence, robotics, and algorithm (STARA) awareness have a double-edged-sword influence on proactive customer service performance? Effects of work engagement and employee resilience. Journal of Hospitality Marketing & Management, 1-24. https://doi.org/10.1080/19368623.2025.2449853
• Tourangeau, A. E., & Cranley, L. A. (2006). Nurse intention to remain employed: understanding and strengthening determinants. Journal of Advanced Nursing, 55(4), 497-509. https://doi.org/10.1111/j.1365-2648.2006.03934.x
• Wong, Y. W., & Wong, Y. T. (2017). The effects of perceived organisational support and affective commitment on turnover intention: a test of two competing models. Journal of Chinese Human Resource Management, 8(1), 2-21. https://doi.org/10.1108/JCHRM-01-2017-0001
• Xia, G., Zhang, Y., Dong, L., Huang, F., Pu, Y., Luo, J., ... & Lei, Z. (2023). The mediating role of organizational commitment between workplace bullying and turnover intention among clinical nurses in China: a cross-sectional study. BMC Nursing, 22(1), 360. https://doi.org/10.1186/s12912-023-01547-8
• Yang, C., & Jiang, P. (2025). The effect of employee STARA awareness on job crafting: exploring the moderating role of positive stress mindset. Journal of Managerial Psychology, 40(2), 211-225. https://doi.org/10.1108/JMP-07-2023-0369
• Yang, J. T. (2008). Effect of newcomer socialisation on organisational commitment, jobsatisfaction, and turnover intention in the hotel industry. The Service Industries Journal, 28(4), 429–443. https://doi.org/10.1080/02642060801917430
• Yazıcıoğlu, Y., & Erdoğan, S. (2004). SPSS uygulamalı bilimsel araştırma yöntemleri. Ankara: Detay Yayıncılık. Yılmaz, V., Kinaş, Y. & Olgaç, S. (2024). Smart-Pls 4 ile yapısal eşitlik modellemesi. Detay Yayıncılık, Anakara.