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

Öz

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.

Anahtar Kelimeler

• 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

Öz

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.

Anahtar Kelimeler

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

Kaynakça

1. Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management, *29*, 99–118.
2. Ballinger, G. A., Lehman, D. W., & Schoorman, F. D. (2010). Leader–member exchange and turnover before and after succession events. Organizational Behavior and Human Decision Processes, *113*(1), 25–36.
3. Bartlett, K. R. (1999). The relationship between training and organizational commitment in the health care field (Doctoral dissertation). University of Illinois at Urbana-Champaign.
4. Bauer, T. N., & Green, S. G. (1996). Development of leader–member exchange: A longitudinal test. Academy of Management Journal, *39*(6), 1538–1567.
5. Bauer, T. N., Erdogan, B., Liden, R. C., & Wayne, S. J. (2006). A longitudinal study of the moderating role of extraversion: Leader–member exchange, performance, and turnover during new executive development. Journal of Applied Psychology, *91*(2), 298–310.
6. Binning, K. R., & Huo, Y. J. (2012). Understanding status as a social resource. In K. Törnblom & A. Kazemi (Eds.), Handbook of social resource theory: Theoretical extensions, empirical insights, and social applications (pp. 149–164). Springer.
7. Blau, P. (1964). Exchange and power in social life. Wiley.
8. Boudrias, V., Trépanier, S.-G., Foucreault, A., Peterson, C., & Fernet, C. (2020). Investigating the role of psychological need satisfaction as a moderator in the relationship between job demands and turnover intention among nurses. Employee Relations: The International Journal, *42*(1), 213–231.

9. Chen, B., Vansteenkiste, M., Beyers, W., Boone, L., Deci, E. L., Van der Kaap-Deeder, J., & Ryan, R. M. (2015). Basic psychological need satisfaction, need frustration, and need strength across four cultures. Motivation and Emotion, *39*, 216–236. https://doi.org/10.1007/s11031-014-9450-1
10. Cole, M. (2005). Culture in development. In M. H. Bornstein & M. E. Lamb (Eds.), Developmental science: An advanced textbook (5th ed., pp. 45–101). Lawrence Erlbaum Associates.
11. Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, *31*(6), 874–900.
12. Cropanzano, R., Howes, J. C., Grandey, A. A., & Toth, P. (1997). The relationship of organizational politics and support to work behaviors, attitudes and stress. Journal of Organizational Behavior, *18*(2), 159–180.
13. Dansereau, F., Graen, G., & Haga, W. (1975). A vertical dyad linkage approach to leadership within formal organizations: A longitudinal investigation of the role making process. Organizational Behavior and Human Performance, *13*, 46–78.
14. Deci, E. L., & Ryan, R. M. (2000). The “what” and “why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, *11*, 227–268.
15. Deci, E. L., Olafsen, A. H., & Ryan, R. M. (2017). Self-determination theory in work organizations: The state of a science. Annual Review of Organizational Psychology and Organizational Behavior, *4*, 19–43.
16. Du Plessis, M., Waglay, M., & Becker, J. R. (2020). The role of emotional intelligence and autonomy in transformational leadership: A leader–member exchange perspective. SA Journal of Industrial Psychology, *46*(1), 1–12.
17. Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisory support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, *87*(3), 565–573.
18. Fiske, S. T., Cuddy, A. J. C., & Glick, P. (2007). Universal dimensions of social cognition: Warmth and competence. Trends in Cognitive Sciences, *11*, 77–83.
19. Foa, E. B., & Foa, U. G. (2012). Resource theory of social exchange. In K. Törnblom & A. Kazemi (Eds.), Handbook of social resource theory: Theoretical extensions, empirical insights, and social applications (pp. 15–32). Springer.
20. Foa, U. G., & Foa, E. B. (1974). Societal structures of the mind. Charles C Thomas.
21. Foa, U. G., Converse, J., Törnblom, K., & Foa, E. B. (1993). Resource theory: Explorations and applications. Academic Press.
22. Gagné, M., & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, *26*(4), 331–362.
23. Gerstner, C. R., & Day, D. V. (1997). Meta-analytic review of leader–member exchange theory: Correlates and construct issues. Journal of Applied Psychology, *82*(6), 827–844.
24. Graen, G. B. (2003). Interpersonal workplace theory at the crossroads: LMX and transformational theory as special cases of role making in work organizations. In G. B. Graen (Ed.), Dealing with diversity: A volume in LMX leadership: The series (pp. 145–182). Information Age Publishing.
25. Graen, G. B., & Cashman, J. (1975). A role-making model of leadership in formal organizations: A developmental approach. In J. G. Hunt & L. L. Larson (Eds.), Leadership frontiers (pp. 143–166). Kent State University Press.
26. Graen, G. B., & Uhl-Bien, M. (1995). Development of leader–member exchange (LMX) theory of leadership over 25 years: Applying a multi-level multi-domain perspective. The Leadership Quarterly, *6*, 219–247.
27. Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, *26*, 463–488.
28. Halbesleben, J. R. B., & Bowler, W. M. (2007). Emotional exhaustion and job performance: The mediating role of motivation. Journal of Applied Psychology, *92*(1), 93–106.
29. Hancock, J. I., Allen, D. G., Bosco, F. A., McDaniel, K. M., & Pierce, C. A. (2013). Meta-analytic review of employee turnover as a predictor of firm performance. Journal of Management, *39*, 573–603.
30. Hayes, A. F. (2018). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach (3rd ed.). The Guilford Press.
31. House, R., Javidan, M., Hanges, P., & Dorfman, P. (2002). Understanding cultures and implicit leadership theories across the globe: An introduction to Project GLOBE. Journal of World Business, *37*(1), 3–10.
32. House, R. J., & Aditya, R. N. (1997). The social scientific study of leadership: Quo vadis? Journal of Management, *23*(3), 409–473.
33. Jha, S., & Jha, S. (2013). Leader–member exchange: A critique of theory and practice. Journal of Management and Public Policy, *4*(2), 42–54.
34. Keough, S. M. (2006). A social exchange perspective of intention to quit. Mississippi State University Press.
35. Koçak, A., Mouratidis, A., Alp Christ, A., Michou, A., & Sayıl, M. (2025). Basic Psychological Needs Satisfaction and Frustration Scale (BPNSFS): A Turkish adaptation study. Psychology in the Schools.
36. Kowal, J., & Fortier, M. S. (1999). Motivational determinants of flow: Contributions from self-determination theory. The Journal of Social Psychology, *139*(3), 355–368.
37. Lemmon, G., Glibkowski, B. C., Wayne, S. J., Chaudhry, A., & Marinova, S. (2016). Supervisor-provided resources: Development and validation of a measure of employee resources. Journal of Leadership & Organizational Studies, 1–21.
38. Liao, E. Y., & Hui, C. (2021). A resource-based perspective on leader–member exchange: An updated meta-analysis. Asia Pacific Journal of Management, *38*, 317–370.
39. Liden, R. C., & Maslyn, J. M. (1998). Multidimensionality of leader–member exchange: An empirical assessment through scale development. Journal of Management, *24*, 43–72.
40. Liden, R. C., Sparrowe, R. T., & Wayne, S. J. (1997). Leader–member exchange theory: The past and potential for the future. Research in Personnel and Human Resources Management, *15*, 47–119.
41. Liden, R. C., Sparrowe, R. T., Erdogan, B., Gavino, M., & Maslyn, J. M. (2006). Leader–member exchange, differentiation, and task interdependence: Implications for individual and group performance. Journal of Organizational Behavior, *27*(6), 723–746.
42. Lytell, M. C., & Drasgow, F. (2009). Timely methods: Examining turnover rates in the U.S. military. Military Psychology, *21*, 334–350.
43. Maertz, C. P., & Griffeth, R. W. (2004). Eight motivational forces and voluntary turnover: A theoretical synthesis with implications for research. Journal of Management, *30*, 667–683.
44. Maertz, C. P., Griffeth, R. W., Campbell, N. S., & Allen, D. G. (2007). The effects of perceived organizational support and perceived supervisor support on employee turnover. Journal of Organizational Behavior, *29*, 1059–1075.
45. Mafini, C., & Dubihlela, J. (2013). Determinants of military turnover of technical air-force specialists: An empirical case analysis. Mediterranean Journal of Social Sciences, *4*(3), 523–532.
46. Marsh, H. W., & Hocevar, D. (1985). Application of confirmatory factor analysis to the study of self-concept: First- and higher-order factor models and their invariance across groups. Psychological Bulletin, *97*(3), 562–582.
47. Martin, R., Guillaume, Y., Thomas, G., Lee, A., & Epitropaki, O. (2016). Leader–member exchange (LMX) and performance: A meta-analytic review. Personnel Psychology, *69*(1), 67–121.
48. McAnally, K., & Hagger, M. S. (2024). Self-determination theory and workplace outcomes: A conceptual review and future research directions. Behavioral Sciences, *14*(6), Article 428. https://doi.org/10.3390/bs14060428
49. Memon, M. A., Salleh, R., Mirza, M. Z., Cheah, J.-H., Ting, H., Ahmad, M. S., & Tariq, A. (2020). Satisfaction matters: The relationships between HRM practices, work engagement and turnover intention. International Journal of Manpower, *42*(1), 21–50.
50. Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. Sage.
51. Mitchell, M. S., Cropanzano, R. S., & Quisenberry, D. M. (2012). Social exchange theory, exchange resources, and interpersonal relationships: A modest resolution of theoretical difficulties. In K. Törnblom & A. Kazemi (Eds.), Handbook of social resource theory: Theoretical extensions, empirical insights, and social applications (pp. 99–118). Springer.
52. Mossholder, K. W., Settoon, R. P., & Henagan, S. C. (2005). A relational perspective on turnover: Examining structural, attitudinal and behavioral predictors. Academy of Management Journal, *48*, 607–618.
53. Olafsen, A. H., Halvari, H., Frølund, C. W., & Deci, E. L. (2021). The basic psychological need satisfaction and need frustration at work scale: A validation study. Frontiers in Psychology, *12*.
54. Randall, M. L., Cropanzano, R., Bormann, C. A., & Birjulin, A. (1999). Organizational politics and organizational support as predictors of work attitudes, job performance and organizational citizenship behavior. Journal of Organizational Behavior, *20*(2), 159–174.
55. Saraswati, K. D. H., & Lie, D. (2021). Work engagement and turnover intention: The moderating effect of organizational justice. In Proceedings of the International Conference on Economics, Business, Social, and Humanities (ICEBSH 2021) (pp. 1–11). Atlantis Press.
56. Scandura, T. A., & Graen, G. (1984). Moderating effects of initial leader–member exchange status on the effects of a leadership intervention. Journal of Applied Psychology, *69*, 428–436.
57. Schermelleh-Engel, K., Moosbrugger, H., & Müller, H. (2003). Evaluating the fit of structural equation models: Tests of significance and descriptive goodness-of-fit measures. Methods of Psychological Research Online, *8*(2), 23–74.
58. Shaw, J. D., Duffy, M. K., Johnson, J. J., & Lockhart, D. (2005). Turnover, social capital losses, and performance. Academy of Management Journal, *48*, 594–606.
59. Shore, L. M., Coyle-Shapiro, J. A.-M., Chen, X.-P., & Tetrick, L. E. (2009). Social exchange in work settings: Content, process, and mixed models. Management and Organization Review, *5*(3), 289–302.
60. Shore, M. L., & Martin, J. H. (1989). Job satisfaction and organizational commitment in relation to work performance and turnover intentions. Human Relations, *42*(7), 625–638.
61. Sözen, C. H., & Basım, N. H. (2012). Örgüt kuramları (2. bs.). Beta.
62. Stroth, C. (2010). Job embeddedness as a nurse retention strategy for rural hospitals. Journal of Nursing Administration, *40*(1), 32–35.
63. Tai, T. W. C., Bame, S. I., & Robinson, C. D. (1998). Review of nursing turnover research 1977–1996. Social Science & Medicine, *47*(12), 1905–1924.
64. Trépanier, S.-G., Fernet, C., & Austin, S. (2013a). The moderating role of autonomous motivation in the job demands–strain relation: A two-sample study. Motivation and Emotion, *37*(1), 93–105.
65. Trépanier, S.-G., Fernet, C., & Austin, S. (2013b). Workplace psychological harassment in Canadian nurses: A descriptive study. Journal of Health Psychology, *18*(3), 383–396.
66. Tse, H. H. M., Huang, X., & Lam, W. (2013). Why does transformational leadership matter for employee turnover? A multi-foci social exchange perspective. The Leadership Quarterly, *24*(5), 763–776.
67. Tuzun, I. K., & Kalemci, R. A. (2012). Organizational and supervisory support in relation to employee turnover intentions. Journal of Managerial Psychology, *27*(5), 518–534.
68. Van den Broeck, A., Vansteenkiste, M., De Witte, H., Soenens, B., & Lens, W. (2010). Capturing autonomy, competence, and relatedness at work: Construction and initial validation of the work-related basic need satisfaction scale. Journal of Occupational and Organizational Psychology, *83*(4), 981–1002.
69. Vansteenkiste, M., & Ryan, R. M. (2013). On psychological growth and vulnerability: Basic psychological need satisfaction and need frustration as a unifying principle. Journal of Psychotherapy Integration, *23*, 263–280.
70. Vansteenkiste, M., Niemiec, C., & Soenens, B. (2010). The development of the five mini-theories of self-determination theory: A historical overview, emerging trends and future directions. In T. Urdan & S. Karabenick (Eds.), Advances in motivation and achievement: Vol. 16. The decade ahead (pp. 105–166). Emerald Publishing.
71. Vansteenkiste, M., Ryan, R. M., & Soenens, B. (2020). Basic psychological need theory: Advancements, critical themes, and future directions. Motivation and Emotion, *44*, 1–31.
72. Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader–member exchange: A social exchange perspective. Academy of Management Journal, *40*(1), 82–111.
73. Wilson, K. S., Sin, H.-P., & Conlon, D. E. (2010). What about the leader in leader–member exchange? The impact of resource exchanges and substitutability on the leader. Academy of Management Review, *35*(3), 358–372.
74. Yukl, G. (2012). Leadership in organizations (8th ed.). Prentice Hall.