ÖRGÜTSEL ÖZDEŞLEŞME VE İŞTEN AYRILMA NİYETİNDE YAŞIN ETKİSİ: ÇOKLU GRUP ANALİZİ

Öz

İmalat sanayinde istihdam, özellikle işgücü devir hızının istihdamın sürdürülebilirliğini önemli ölçüde etkilediği gelişmekte olan ülkelerde kritik önem taşımaktadır. İşten ayrılmanın öncüllerini araştıran çok sayıda çalışma bulunmasına rağmen, bu çalışma örgütsel özdeşleşmenin -çalışanların kurumlarının değerleri ve hedefleriyle ne kadar uyumlu olduğu- işten ayrılma niyetleri üzerindeki etkisine odaklanmaktadır. Bu ilişkide özellikle yaşın düzenleyici rolü incelenmektedir. Veriler Adana ilinde ikamet eden imalat sektöründe çalışan 291 kişiden toplanmıştır. Bulgular, örgütsel özdeşleşmenin işten ayrılma niyetini önemli ölçüde etkilediğini ortaya koymakla birlikte yaşın bu etkiyi düzenlediğini göstermektedir. Çalışmada çoklu grup analizi kullanılmakta, bu farklılıklara ilişkin ayrıntılı bilgiler sağlanmaktadır. Sonuçlar, örgütsel özdeşleşme ve işten ayrılma niyetinde yaşa bağlı farklılıkların daha anlaşılabilir olmasını sağlamaktadır. Bu sonuçlar ayrıca karar vericilere, politika yapıcılara ve insan kaynakları yöneticilerine, işgücü devrini etkili şekilde yönetmek ve azaltmak için yaşa bağlı farklılıkları gözeten stratejiler geliştirme konusunda yardımcı olabilir. Ayrıca, bu araştırma işten ayrılma niyetlerinde yaşın rolünü vurgulayarak literatüre katkıda bulunmaktadır.

Anahtar Kelimeler

• İşten Ayrılma Niyeti
• Örgütsel Özdeşleşme
• Yaş
• İmalat Sektörü

THE EFFECT OF AGE ON ORGANIZATIONAL IDENTIFICATION AND TURNOVER INTENTION: A MULTI-GROUP ANALYSIS

Öz

Employment in the manufacturing industry is critically important, especially in developing countries where workforce turnover significantly impacts the sustainability of employment. While numerous studies have explored antecedents of turnover, this study focuses on the impact of organizational identification—how strongly employees align with their organization's values and goals—on turnover intentions. We specifically examine the moderating role of age in this relationship. Data were collected from 291 individuals employed in the manufacturing sector and residing in Adana province, Türkiye. Our findings reveal that organizational identification significantly influences turnover intentions, with age moderating this effect. Using multigroup analysis, we provide detailed insights into these differences. These results offer a clearer understanding of age-related variations in organizational identification and turnover intentions. The insights may also assist decision-makers, policymakers, and human resource managers in developing targeted strategies that consider age-related differences to effectively manage and reduce workforce turnover. Also, this research contributes to the literature by highlighting the role of age in turnover intentions.

Anahtar Kelimeler

• Turnover Intention
• Organizational Identification
• Age
• Manufacturing Sector

Kaynakça

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