Özet:

Problem: As a basic human emotion, jealousy affects most of the parts of people’s life. Therefore, it is quite possible that jealousy has some effects in work life. However, there is not any study in Turkey aimed to determine these effects and their results in workplace. Purpose: The purpose of this study is to explore possible relationship between employee jealousy and turnover intentions of employees’ and mediator role of organizational image perception on this relationship. A review of related literature shows that employee jealousy has a positive relationship with turnover intention. Also, literature review shows that organizational image has a negative association with turnover intention. As to relationship between jealousy and organizational image, there is not any study examining the relationship between these variables in the literature. Additionally, according to literature review, it is seen that researchers used organizational image in their studies as a mediator variable (e.g. between stress and turnover intention) but, again, there is not any study used organizational image as a mediator between jealousy and turnover intention. Methodology: In this study, face-to-face survey method was conducted to 340 health workers chosen through convenient sampling method among nurses and other allied health personnel working at four private hospitals in Balıkesir and its towns in Turkey. Data was analyzed by using structural equation modeling. Findings: Relationships between three variables match the conditions to implement a mediator analysis that are purposed by Baron and Kenny (1986). The results of the study show that employee jealousy has a positive relationship with turnover intention, and organizational image perceptions of employees’ have a mediator effect on this relationship. Originality: This study is original in terms of country and region that it was implemented. Although there are many studies dealing with jealousy as a variable, this variable is not used in organizational researches in Turkey.

Anahtar Kelimeler: