Publication: The examination of the impact of transformational leadership and perceived organizational support on employees’ intention to quit with the moderating role of organizational trust : research in post-pandemic
Abstract
Koronavirüs (COVID-19), örgüt ekosistemini her anlamda yeniden tanımlamak ile kalmayıp aynı zamanda, pandemi öncesi baş göstermeye başlayan bazı trendleri, katalizör etkisi ile hızlanarak iş hayatında birçok tabunun yıkıldığı, yeni bir normalin başlangıcına neden olmuştur. Bu, pandeminin ilk yılında gizli işsizlik olarak gözlense de sonrasında Büyük İstifa ‘ya dönüşmüştür. Bu araştırmanın amacı, “Büyük İstifa” hareketinin etkilerini, Dönüşümcü Liderlik (TL) ve Algılanan Örgütsel Desteğin (POS) Çalışanların İşten Ayrılma Niyeti (TI) üzerindeki etkisinde Örgütsel Güvenin (OT) düzenleyici rolünün incelenmesi üzerinden açıklamaktır. Araştırma modelindeki değişkenler arasındaki ilişkileri analiz etmek üzere, özel sektör ve kamu çalışanlarından oluşan yurt içi ve yurt dışı organizasyonlarını kapsayan beyaz ve mavi yakalı çalışan grubuna, Mayıs 2024 ayı boyunca çevrimiçi anket ve sosyal iletişim kanalları aracılığıyla ulaşılmıştır. Elde edilen veriler ile korelasyon, regresyon, T-Test ve ANOVA analizleri yapılmıştır. Analiz, Dönüşümcü Liderlik ile İşten Ayrılma Niyeti arasında orta düzeyde negatif bir korelasyon (r = - 0,310), Algılanan Örgütsel Destek ile İşten Ayrılma Niyeti arasında ise anlamlı ve önemli bir ters korelasyon (r = - 0,629) ortaya koymuştur. Dönüşümcü Liderlik ile İşten Ayrılma Niyeti arasındaki ilişkide Örgütsel Güvenin moderasyon etkisi, β = - 0,002 ve p = 0,969 olarak bulunurken, Algılanan Örgütsel Destek ile İşten Ayrılma Niyeti arasındaki ilişkide Örgütsel Güvenin moderasyon etkisi β = - 0,036 ve p = 0,532 olarak bulunmuştur. Sonuçlar, Örgütsel Güvenin bağımsız ve bağımlı değişkenlerin etkisini belirgin bir şekilde değiştirmediğini göstermektedir. Bu sonuçların, alandaki literatüre ve kurumsal altyapıya önemli bir katkı sağlamanın yanı sıra, İK profesyonellerine de liderlik, örgütsel destek ve çalışan bağlılığı konularında içgörü ve rehberlik sunarak değerli bir kaynak oluşturması beklenmektedir.
The coronavirus (Covid-19) has not only redefined the organizational ecosystem in every sense, but also accelerated some trends that began to emerge prior to the pandemic with a catalyst impact, thereby initiating a new normal in business life, in which numerous taboos were broken. Although initially perceived as a form of hidden unemployment, these ultimately manifested as the “Great Resignation”. The objective of this study is to elucidate the impact of the Great Resignation phenomenon through an investigation of the moderating impact of organizational trust (OT) on the relationship between transformational leadership (TL) and perceived organizational support (POS) and employees' intention to quit (ITQ). To analyze the relationships among the variables in the research model, a group of white-collar and blue-collar employees from both domestic and international organizations, including those in the private and public sectors, was reached through online surveys and social communication channels during May 2024. This group consisted of private and public sector employees from domestic and international organizations. The data obtained were subjected to correlation, regression, T-test, and ANOVA analyses. The analysis yielded a moderate negative correlation between transformational leadership (TL) and intention to quit (ITQ) (r = -0.310) and a significant inverse correlation between perceived organizational support (POS) and intention to quit (ITQ) (r = -0.629). The moderation impact of organizational trust on the relationship between transformational leadership and turnover intention was β = -0.002 and p = 0.969, while the moderation impact of organizational trust (OT) on the relationship between perceived organizational support (POS) and intention to quit (ITQ) was β = -0.036 and p = 0.532. The results demonstrate that organizational trust (OT) does not significantly alter the impact of the independent and dependent variables. These results not only make a significant contribution to the existing body of literature and institutional infrastructure regarding this subject area, but the findings are also anticipated to serve as a valuable resource for HR professionals, offering insights and guidance on leadership, organizational support, and employee engagement.
The coronavirus (Covid-19) has not only redefined the organizational ecosystem in every sense, but also accelerated some trends that began to emerge prior to the pandemic with a catalyst impact, thereby initiating a new normal in business life, in which numerous taboos were broken. Although initially perceived as a form of hidden unemployment, these ultimately manifested as the “Great Resignation”. The objective of this study is to elucidate the impact of the Great Resignation phenomenon through an investigation of the moderating impact of organizational trust (OT) on the relationship between transformational leadership (TL) and perceived organizational support (POS) and employees' intention to quit (ITQ). To analyze the relationships among the variables in the research model, a group of white-collar and blue-collar employees from both domestic and international organizations, including those in the private and public sectors, was reached through online surveys and social communication channels during May 2024. This group consisted of private and public sector employees from domestic and international organizations. The data obtained were subjected to correlation, regression, T-test, and ANOVA analyses. The analysis yielded a moderate negative correlation between transformational leadership (TL) and intention to quit (ITQ) (r = -0.310) and a significant inverse correlation between perceived organizational support (POS) and intention to quit (ITQ) (r = -0.629). The moderation impact of organizational trust on the relationship between transformational leadership and turnover intention was β = -0.002 and p = 0.969, while the moderation impact of organizational trust (OT) on the relationship between perceived organizational support (POS) and intention to quit (ITQ) was β = -0.036 and p = 0.532. The results demonstrate that organizational trust (OT) does not significantly alter the impact of the independent and dependent variables. These results not only make a significant contribution to the existing body of literature and institutional infrastructure regarding this subject area, but the findings are also anticipated to serve as a valuable resource for HR professionals, offering insights and guidance on leadership, organizational support, and employee engagement.
Description
Keywords
Algılanan Örgütsel Destek, Büyük İstifa, COVID-19 Pandemic, COVID-19 Pandemisi, Dönüşümcü Liderlik, Great Resignation, Intention to Quit, İşten Ayrılma Niyeti, Leadership, Liderlik, Organizational behavior, Organizational Trust, Örgütsel davranış, Örgütsel Güven, Perceived Organizational Support, Transformational Leadership