Abstract:

In both national and international literature, various studies have been carried out on the effect of the psychological contract on the intention to quit, organizational identification, job commitment, job satisfaction and job performance. However, it is seen that these studies are less in the insurance sector compared to other sectors. In this study, it is aimed to evaluate the effect of perceived psychological contract violation in the insurance sector on employees' intention to leave and the mediating role of organizational identification on this effect. It is also aimed to reveal whether the demographic characteristics, working duration in the current institution and in total, make a statistically significant difference in the perception of psychological contract violation, the level of organizational identification and the intention to leave the job. In order to achieve the aim of the study, analyzes of Process Macro Model 4 were carried out with SPSS 21.0 Package Program. Descriptive statistics and correlation analysis were also used in the study. As a result of the analyzes, it was seen that the perception of psychological contract violation positively affected the intention to leave and organizational identification also played a mediating role in this effect. It is expected that this study will contribute to all managers, especially human resources managers in the insurance sector, where job layoffs and intra-sector relocations are frequent. In addition, it is expected that revealing the direct and indirect relationships between the variables examined will contribute to the literature on the insurance sector.

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