Abstract:

This study aims to determine the relationship between transformational leadership, organizational identification, and intention to leave the job. For this purpose, a survey was conducted in a private hospital operating in the province of Van. According to the survey results applied to 164 employees, there is a positive relationship between the transformational leadership approach and organizational identification. However, no significant relationship was found between the transformational leadership approach and the intention to leave. In the study, it was emphasized that transformational leadership behaviors should be increased even more. In this context, it can be said that it is essential for the institutions to increase the transformational leadership behaviors, which is a crucial leadership model today, and to increase the transformational leadership perception of the employees. It is thought that the transformative leadership model should be exhibited and felt by the employees more, especially considering the challenging conditions brought about by the current Pandemic period in the health sector and recent developments. It can be stated that increasing the level of organizational identification, which is at the medium level, to higher levels is essential for the long-term activities and success of the institution. Again, determining the issues that cause the intention to leave the job, which is determined to be at a moderate level, taking the necessary measures, exchanging ideas with the stakeholders are among the issues that can be recommended for the corporate managers. It is crucial to determine whether the intention to leave the job is due to personal characteristics or organizational or environmental factors to prevent or minimize this issue.

Keywords: