Abstract:

The high level of identification of employees with their organizations can increase their productivity and performance. At the same time, it can prevent the qualified workforce from leaving the job, which causes serious costs and losses for organizations. Therefore, analyzing the effect of employees' identification with the organization on a sectoral basis on their intention to leave will make an important contribution to the literature. Today, working of several generations at the same time, especially in organizations, is important for the implementation of effective and appropriate human resources policies. The fact that there has been no study in this area in the literature increases the importance of the subject. In this context, it is aimed to analyze the relationship between organizational identification and turnover intentions of employees working under subcontractors in municipalities by choosing a specific area that constitutes the original side of the study. Another aim of the study is whether the same phenomena differ in the context of generations. For this purpose, a sample of 355 participants working in the district municipality through subcontractors was analyzed. Structural Equation Model was applied in the analysis. According to the results of the analysis, it was observed that as the organizational identification level of the participants increased, their intention to leave the job decreased. However, when the generations were controlled, no significant difference was found in the relationship between the organizational identification of the generation groups and their intention to leave.

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