Abstract:

The success of organizations is closely related to the performance that employees physically show as well as their emotional and psychological conditions. The concept of psychological performance, which is expressed as the sum of the psychological conditions that employees experience while doing work, can affect the employee within the organization in many ways. If the employee’s mental performance is low or high, it can affect his perception, attitude, intention and therefore his behavior in a positive or negative way. Since it is known that every negative intention and behavior that employees will develop towards their institutions will have devastating effects on the organization, it is important to work on the issues that are addressed to this situation. The main objective of this study is to determine the impact of psychological performance on the intention of leaving the job, which has a negative impact on the organization. The study was conducted by 174 people from different professional groups. The "Psychological Performance Scale" developed by Aydemir (2017) to measure psychological performance in the study, Cammann etc. to measure the intention to leave the job. The scale developed by (1979) was used. According to the research results, the dimensions of psychological performance have a significant impact on negative energy, positive energy, and the mental state on the intention to leave the job. The size of self-control has no meaningful impact on the intention to leave the job.