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Abstract


THE MEDIATING ROLE OF ORGANIZATIONAL IDENTIFICATION ON THE RELATIONSHIP BETWEEN PERCEIVED ORGANIZATIONAL SUPPORT AND TURNOVER INTENTIONS
Today, employment of qualified people has become of utmost importance for business enterprises to survive, realize their goals, be succesfull and compete as a result of global competition as well as the reduction of turnover intentions and enhancement of organizational identification. Perceived organizational support seems to be one of the most important factors effecting the levels of turnover intention and organizational identification. Perceived organizational support is the degree to which employees feel that they are valuable, thus secured within their organizations. The aim of the current study is to investigate the mediating role of organizational identification on the relationship between perceived organizational support and turnover intentions. With this purpose, 193 employees working in oil factories in Edirne were surveyed for the data collection. Descriptive and correlation analyses were employed for the data obtained. In addition, four-step regression approach proposed by Baron and Kenny (1986) was employed. The results of the study showed that perceived organizational support seemed to have a negative effect on turnover intention while it had a positive effect on the organizational identification as the mediating varible. Also, organizational identification seemed to effect turnover intentions in a negatively. The results suggested that the organizational identification partially mediated the relationship between perceived organizational support and turnover intentions.

Keywords
Perceived Organizational Support, Turnover Intention, Organizational Identification


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