Abstract:

The main objective of the study is to identify the instrumental role of organizational commitment in the influence of the perception of organizational exclusion on the intentions of bank employees to leave work. For this purpose a model has been developed and applied to test the model. The study used an survey form that contains scales related to organizational exclusion, intention to leave the job and organizational commitment. The prepared survey form was transmitted to 373 private bank employees operating in the center of the province of Konya using the simple random sampling method. The data obtained was evaluated using the IBM SPSS 21 and AMOS 21 programs with visual statistics, correlation analysis, verifying factor analysis and the structural equality model (YEM). The analysis found that the perception of organizational exclusion has a positive and meaningful effect on the intention of leaving the job, and a negative and meaningful effect on organizational commitment. Also, the impact of organizational commitment on the intention of leaving the job is negative and meaningful. Finally, the perception of organizational exclusion has been seen as a partial instrument of organizational commitment in the influence of the intention to leave the job. As a result, hypotheses were accepted according to the measurement model found within the desired limits of the conformity values.

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