Özet:

Purpose - In this study, the aim is to reveal the relationships between working values differentiated on the basis of generations, the intention of young people to leave the job, and vice versa mentoring. Method - In this study, a conceptual framework was first created by making a literary scan of the concepts of "work values differentiated on the basis of pairs, the intention of young people to leave the job, the opposite mentoring". Later, in contrast to the innovative IKY (Human Resources Management) practices, mentoring has been studied as the leading application of the example in Turkey and the world. The assessment of the opposite mentoring has been made on the intention of young people to leave the job. The findings - considering the world practices; the contrary, mentoring processes have been found as a method used since 1999 in companies operating in various sectors, from young employees to managers often applied in the form of information transfer in the field of technological innovations and internet use. In Turkey, mentorship can be expressed as a new one. It is clear that these applications began to be seen in only in the early 2010s. The reverse mentoring makes it clear that have the opportunity to discover the original ideas of the young generation (Y-Z), to guide the young generation’s skills towards the organization’s goals and to take advantage of them more effectively. Discussions - It is clear that there are differences in the generations with different business values, and in the factors that affect their intentions to leave the job. As the workforce in will be different and diversified by generation over the years, it is believed that the innovative ICO processes will gain greater importance. As an innovative ICO application that will reduce the youth’s intention to leave the job, the number of that will integrate mentoring into the basic ICO processes is expected to increase over time.

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