Abstract:

The importance of job involvement, organization-based self-esteem, intention to quit and psychological contract concepts is increasing in today's business world. In this context, job involvement is regarded as a person-specific belief that occupants perceive or perceive their work experience in the workplace in which they are working. Organization-based self-esteem is confronted as a concept of believing that an individual is self-talented and worthwhile, and at the same time, organization-based self-esteem is meaningful to the extent that an individual can satisfy his needs and feel that he or she has the sense of individual competence in their institution. The intention to quit the workplace is related to the individual thinking about leaving the institution he works for and exploring alternative employment possibilities and is viewed as a conscious desire to leave the workplace in the near future. Psychological contract is a belief that there is a mutual obligation between the occupation and the institution. In the psychological contract, the observations, perceptions and experiences of the occupation are included. Psychological contract refers to non-written agreements between the employer and the employer. The agreement in question; the management takes place at the workplace, and the workplace is made up of mutual expectations from the management. The aim of this research is to examine the impact of work outcomes on psychological contracts, employees' job involvement, organization-based self-esteem and intent to quit. The universe of the research is a public hospital operating in the health sector. The survey was conducted with the participation of 279 employees, all of whom had the title of staff working in the hospital. In the study, it was examined whether there was a significant difference in employees' job involvement, organization-based self-esteem and intent to quit levels on psychological contract behaviors. In the survey, in line with the results of the analysis of the obtained data; job involvement, organization-based self-esteem and intent to quit and the effect of work output on psychological contract were statistically significant. It is hoped that the research carried out within this context will contribute to the applicant and field studies.

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