Abstract:

In today’s competitive conditions, the importance of human resources is increasingly on the forefront every day. Successful organizations, on the one hand, try to add qualified human power to their lines, while on the other hand, they develop strategic approaches to keeping their existing talented employees within the organization. The main objective of this study is to study whether emotional intelligence has a regulatory role in the impact of role uncertainty and role conflict on the intention to leave the job. Method - In this context, data collection work was carried out with the participation of 369 police officers in order of the Tokat Provincial Security Directorate, which is considered to be able to give appropriate results in terms of research variables. The findings - The analysis of the data and the role uncertainty and role conflict have been shown to have an effect on the intention of leaving the job but the emotional intelligence has not had any effect that could also be statistically meaningful. Discussions - The findings obtained show similar results to many studies that study the effects of role uncertainty and role conflict on the intention of leaving the job (Bedeian and Armenakis, 1981: 421; Glissmeyer vd., 2007: 465; Lambert and Hogan, 2009: 96; Çekmecelioğlu and Günsel, 2011: 39). The role uncertainty has a stronger impact on the intention of leaving the job compared to the role conflict, while the role conflict has a relatively low impact on the intention of leaving the job.