THE MEDİATİNG ROLE OF INTENTİON TO LEAVE WORK İN THE EFFECT OF ORGANİZATİONAL REVENGE INTENTİON TO ORGANİZATİONAL EXCLUSİON

Abstract

Based on Social Exchange Theory, this study discussed the effect of organizational revenge intention on organizational ostracism and investigated how turnover intention mediates this relationship. The population of the research consists of 251,734 people working in the health and social services sector operating throughout Turkey. In the study, 414 health and social services employees were reached by using the convenience sampling method. The analysis of the data obtained was made with the SPSS 21.0 program. According to the normality analysis, it was determined that the scale scores did not show a normal distribution. Therefore, the relationship between the scale scores was analyzed with the non-parametric Spearman correlation test. Mediation was examined with Process analysis and Bootstrap technique was used. The results of the analysis showed that the intention of organizational revenge has an effect on organizational exclusion and its dimensions (nihilation, isolation). It has been determined that the intention to leave the job plays a mediating role in this effect, therefore the intention of organizational revenge has an effect on the intention to leave the job. In addition, it has been determined that the intention to leave the job affects organizational exclusion and its dimensions (nihilation, isolation). When these results are evaluated, it is necessary to create organizations that create organizational justice, prevent inequalities, and prevent corruption and nepotism in order to be successful in economic life. It can be said that employees in these organizations will move away from negative emotions such as revenge, exclusion and leaving work and will have more positive thoughts. Work continuity will be ensured as a result of employees developing a sense of belonging to their organization and trusting their organization.