Research Article
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The Mediating Role of Organizational Culture in the Effect of Attitudes Toward Artificial Intelligence on Innovative Work Behavior and Turnover Intention: A Quantitative Study in the Technology Sector Employees

Year 2025, Volume: 22 Issue: 4, 718 - 733

Begüm Al

https://doi.org/10.26466/opusjsr.1698070

Abstract

This research was intended to explain how attitudes towards artificial intelligence effects innovative work behaviors and the intention to leave and whether the organizational culture plays a mediating role in these relationships. The number of participants participating in the research was 402. The research was conducted in İstanbul. It is seen that the general attitude score towards artificial intelligence has a significant and positive effect on both innovative work behavior and intention to leave. These findings reveal that employees’ perception of artificial intelligence as a supportive and beneficial element increases innovative behaviors, but risk perception increases the tendency to leave. Mediation analyses show that positive AI attitudes create indirect effects on decreasing intention to leave, especially through the dimensions of adaptability and consistency. The fact that all indirect effects are significant at the 95% confidence level clearly demonstrates that organizational culture plays an important mediating role in the effect of attitudes towards AI on employee behavior. In this context, not only individual perceptions but also the provision of a flexible and consistent cultural environment that inspires confidence in employees in technological transformation processes stand out as a strategic necessity.

Keywords

organizational culture Artificial intelligence attitude innovative work behavior turnover intention IT sector

Ethical Statement

İstanbul Kent Üniversitesi Sosyal ve Beşeri Bilimler Araştırma ve Yayın Etiği Kurulu tarafından, 03.01.2025 tarihli toplantıda alınan kararla etik olarak uygun bulunmuştur. Etik Kurul İzni mevcuttur.

References

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  • İnce, H., İmamoğlu, S.E. & İmamoğlu, S.Z. (2021). Yapay zeka uygulamalarının karar verme üzerine etkileri: Kavramsal bir çalışma. International Review of Economics and Management, 9(1), 50-63. http://dx.doi.org/10.18825-/iremjournal.866432
  • İnce, H., İmamoğlu, S.E. & İmamoğlu, S.Z. (2021). Yapay zeka uygulamalarının karar verme üzerine etkileri: Kavramsal bir çalışma. International Review of Economics and Management, 9(1), 50-63. http://dx.doi.org/10.18825-/iremjournal.866432
  • Kandoth, S., & Shekhar, S.K. (2025). Employees’ intrinsic motivation in mediating the relationship between perceived ambidextrous organizational culture and innovative behaviour in the Indian IT sector. The Learning Organization, 32(2), 237–258. https://doi.org/10.1108/-TLO-03-2024-0089
  • Khanfar, A.A., Mavi, R.K., Iranmanesh, M., & Gengatharen, D. (2025). Factors influencing the adoption of artificial intelligence systems: A systematic literature review. Management Decision. https://doi.org/10.1108/md-05-2023-0838
  • Knight Lapinski, M. & Boster, F.J. (2001). Modeling the ego-defensive function of attitudes. Communication Monographs, 68(3), 314–324. https://doi.org/10.1080/03637750128062
  • Koo, B., Curtis, C. & Ryan, B. (2021). Examining the impact of artificial intelligence on hotel employees through job in security perspectives. International Journal of Hospitality Management, 95(1), https://doi.org/10.1016-/j.ijhm.2020.102763
  • Lee, M., Oh, K., & Kim, H. (2025). Effects of organizational culture and pay levels on employee retention: Focused on generational difference. Administrative Sciences, 15(4), 125. https://doi.org/10.3390/admsci15040125
  • Li, M., Wang, W., Zhang, J., Zhao, R., Loban, K., Yang, H., & Mitchell, R. (2024). Organizational culture and turnover intention among primary care providers: A multilevel study in four large cities in China. Global Health Action, 17(1), 2346203. https://doi.org/10.1080-/16549716.2024.2346203
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  • Maio, G.R. & Haddock, G. (2010). The psychology of attitudes and attitude change. London: Sage Publications Ltd. https://doi.org/-10.4135/9781446214299
  • McCarthy, J., Minsky, M.L., Rochester, N. & Shannon, C.E. (1955). A proposal for the Dartmouth summer research project on artificial intelligence. http://www-formal.stanford.edu/-jmc/history/dartmouth/dartmouth.html
  • Mobley, W.H., Horner, S.O., & Hollingsworth, A.T. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63(4), 408–414. https://doi.org/-10.1037/0021-9010.63.4.408
  • Muzikante, I. & Renge, V. (2011). Attitude function as a moderator in values-attitudes-behavior relations. Social and Behavioral Sciences 30(4), 1003-1008. https://doi.org/10.1016/j.sbspro.-2011.10.195
  • Naiseh, M., Babiker, A., Al-Shakhsi, S., Cemiloğlu, D., Al-Thani, D., Montag, C. & Ali, R. (2025). Attitudes towards AI: The interplay of self-efficacy, well-being, and competency. Journal of Technology in Behavioral Science. https://doi.org/10.1007/s41347-025-00486-2
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Yapay Zeka Tutumlarının Yenilikçi Çalışma Davranışı ve İşten Ayrılma Niyeti Üzerindeki Etkisinde Örgüt Kültürünün Aracılık Rolü: Teknoloji Sektöründe Nicel Bir Çalışma

Year 2025, Volume: 22 Issue: 4, 718 - 733

Begüm Al

https://doi.org/10.26466/opusjsr.1698070

Abstract

Bu araştırma yapay zekaya yönelik tutumların yenilikçi çalışma davranışlarını ve işten ayrılma niyetini nasıl etkilediğini ve bu ilişkilerde örgüt kültürünün aracılık rolü oynayıp oynamadığını açıklamak amacıyla gerçekleştirilmiştir. Araştırmaya katılan katılımcı sayısı 402’dir. Araştırma İstanbul’da gerçekleştirilmiştir. Yapay zekaya yönelik genel tutum puanının hem yenilikçi çalışma davranışı hem de işten ayrılma niyeti üzerinde anlamlı ve pozitif bir etkiye sahip olduğu görülmektedir. Bu bulgular, çalışanların yapay zekayı destekleyici ve faydalı bir unsur olarak algılamalarının yenilikçi davranışları artırdığını, ancak risk algısının işten ayrılma eğilimini artırdığını ortaya koymaktadır. Aracılık analizleri, olumlu yapay zeka tutumlarının özellikle uyum sağlama ve tutarlılık boyutları aracılığıyla işten ayrılma niyetini azaltmada dolaylı etkiler yarattığını göstermektedir. Tüm dolaylı etkilerin %95 güven düzeyinde anlamlı olması, örgüt kültürünün yapay zekaya yönelik tutumların çalışan davranışı üzerindeki etkisinde önemli bir aracılık rolü oynadığını açıkça göstermektedir. Bu bağlamda, yalnızca bireysel algılar değil, aynı zamanda çalışanlara teknolojik dönüşüm süreçlerinde güven aşılayan esnek ve tutarlı bir kültürel ortamın sağlanması stratejik bir gereklilik olarak öne çıkmaktadır.

Keywords

Yapay zeka tutumu yenilikçi çalışma davranışı işten ayrılma niyeti örgüt kültürü BT sektörü

References

  • Abidi, O., Safi, M., Sarhan, H., & Bhagat, R. (2025). Creative self-efficacy and innovative behaviour amidst the digital deluge: Unravelling their nexus with autonomy and workplace civility. International Journal of Productivity and Performance Management. https://doi.org/10.-1108/IJPPM-05-2024-0319
  • Ajzen, I. (1991). The theory of planned behavior. Organizational Behavior and Human Decision Processes, 50(2), 179–211. https://doi.org/10.1016-/0749-5978(91)90020-T
  • Aktay, S., Gök, S., & Yıldırım, A. (2024). Artificial intelligence attitude scale. International Technology and Education Journal, 8(2), 14–24.
  • Almazrouei, S. A. S., AlBalushi, M., & Hilmi, M. F. (2025). Employees’ perception of lean management maturity and its impact on their innovative behaviours. International Journal of Quality & Reliability Management. https://doi.org/10.1108/IJQRM-04-2023-0132
  • Almeida, H., Kumi, S., & Fatima, L. (2024). Mapping organizational culture, work motivation and innovative behaviour, before and during the crisis: a bibliometric analysis. SN Business & Economics, 4(94), 1–29. https://doi.org/-10.1007/s43546-024-00658-x
  • Bagozzi, R.P., Gurhan-Canli, Z. & Priester, J.R. (2002). The Social Psychology of Consumer Behaviour. Open University Press.
  • Benbya, H., Davenport, T. H. & Pachidi, S. (2020). Special Issue Editorial. Artificial Intelligence in Organizations: Current State and Future Opportunities. MIS Quarterly Executive, 19(4). https://aisel.aisnet.org/misqe/vol19/iss4/4
  • Bluedorn, A.C. (1982). A unified model of turnover from organizations. Human Relations, 35(2), 135–153. https://doi.org/10.1177/001872678-203500204
  • Brauner, P., Glawe, F., Liehner, G. L., Vervier, L., & Ziefle, M. (2024). AI perceptions across cultures: Similarities and differences in expectations, risks, benefits, tradeoffs, and value in Germany and China. Computers and Society. https://doi.org/10.48550/arXiv.2412.13841
  • Cameron, K.S., & Quinn, R.E. (2011). Diagnosing and changing organizational culture: Based on the competing values framework. 3rd ed. Jossey-Bass.
  • Chang, Y., Kim, C., & Yoo, J. (2024). Does justice matter? Evaluating the usefulness of commitment and innovative work behavior as a predictor of turnover intention of Korean employees. Sustainability, 16(3), 1054. https://doi.org/10.3390/su16031054
  • Cordeschi, R. (2007). AI turns fifty: revisiting its origins. Applied Artificial Intelligence, 21(4–5), 259-279. https://doi.org/10.1080/08839510701252304
  • De Jong, J., & Den Hartog, D. (2010). Measuring innovative work behaviour. Creativity and Innovation Management, 19(1), 23-36. https://-doi.org/10.1111/j.1467-8691.2010.00547.x
  • Debono, K. (1987). Investigating the social-adjustive and value-expressive functions of attitudes: implications for persuasion processes. Journal of Personality and Social Psychology, 52, 279-287. https://doi.org/10.1037/0022-3514.52.2.279.
  • Denison, D. R. (1990). Corporate culture and organizational effectiveness. Wiley.
  • Dong, X., Tian, Y., He, M., & Wang, T. (2025). When knowledge workers meet AI? The double-edged sword effects of AI adoption on innovative work behavior. Journal of Knowledge Management, 29(1), 113-147. https://doi.org/10.1108/jkm-02-2024-0222
  • Eagly, A.H. & Chaiken, S. (2007). The advantages of an inclusive definition of attitude. Social Cognition, 25(5), 582-602. https://doi.org/10.1521-/soco.2007.25.5.582
  • East, R., Vanhuele, M., & Wright, M. (2008). Consumer behaviour: Applications in marketing. SAGE.
  • Erez Akgün, B., & Yıldırım, M. (2020). Örgüt kültürünün personel güçlendirme ve işten ayrılma niyeti üzerine etkisi. İşletme Araştırmaları Dergisi, 12(4), 4151–4165. https://doi.org/10.20491/isarder.2020.1096
  • Fasola, O.S., & Popoola, S.O. (2024). Organizational culture and turnover intention of librarians in southern Nigeria. Information Impact: Journal of Information and Knowledge Management, 15(1), 60–78. https://doi.org/10.4314-/iijikm.v15i1.6
  • Field, A. (2018). Discovering statistics using IBM SPSS statistics. 5th ed. Sage Publications.
  • Gürbüz, S. (2024). AMOS ile yapısal eşitlik modellemesi: Temel ilkeler ve uygulamalı analizler. 3rd ed. Seçkin Yayıncılık.
  • He, C., Teng, R. & Song, J. (2023). Linking employees’ challenge-hindrance appraisals toward AI to service performance: the influences of job crafting, job insecurity and AI knowledge. International Journal of Contemporary Hospitality Management, 36(3), 975-994. https://doi.org/10.1108/IJCHM-07-2022-0848
  • İnce, H., İmamoğlu, S.E. & İmamoğlu, S.Z. (2021). Yapay zeka uygulamalarının karar verme üzerine etkileri: Kavramsal bir çalışma. International Review of Economics and Management, 9(1), 50-63. http://dx.doi.org/10.18825-/iremjournal.866432
  • İnce, H., İmamoğlu, S.E. & İmamoğlu, S.Z. (2021). Yapay zeka uygulamalarının karar verme üzerine etkileri: Kavramsal bir çalışma. International Review of Economics and Management, 9(1), 50-63. http://dx.doi.org/10.18825-/iremjournal.866432
  • Kandoth, S., & Shekhar, S.K. (2025). Employees’ intrinsic motivation in mediating the relationship between perceived ambidextrous organizational culture and innovative behaviour in the Indian IT sector. The Learning Organization, 32(2), 237–258. https://doi.org/10.1108/-TLO-03-2024-0089
  • Khanfar, A.A., Mavi, R.K., Iranmanesh, M., & Gengatharen, D. (2025). Factors influencing the adoption of artificial intelligence systems: A systematic literature review. Management Decision. https://doi.org/10.1108/md-05-2023-0838
  • Knight Lapinski, M. & Boster, F.J. (2001). Modeling the ego-defensive function of attitudes. Communication Monographs, 68(3), 314–324. https://doi.org/10.1080/03637750128062
  • Koo, B., Curtis, C. & Ryan, B. (2021). Examining the impact of artificial intelligence on hotel employees through job in security perspectives. International Journal of Hospitality Management, 95(1), https://doi.org/10.1016-/j.ijhm.2020.102763
  • Lee, M., Oh, K., & Kim, H. (2025). Effects of organizational culture and pay levels on employee retention: Focused on generational difference. Administrative Sciences, 15(4), 125. https://doi.org/10.3390/admsci15040125
  • Li, M., Wang, W., Zhang, J., Zhao, R., Loban, K., Yang, H., & Mitchell, R. (2024). Organizational culture and turnover intention among primary care providers: A multilevel study in four large cities in China. Global Health Action, 17(1), 2346203. https://doi.org/10.1080-/16549716.2024.2346203
  • Ma, C. & Ye, J. (2022). Linking artificial intelligence to service sabotage. The Service Industries Journal, 42(13/14), 1054-1074. https://doi.org/-10.1080/02642069.2022.2092615
  • Maio, G.R. & Haddock, G. (2010). The psychology of attitudes and attitude change. London: Sage Publications Ltd. https://doi.org/-10.4135/9781446214299
  • McCarthy, J., Minsky, M.L., Rochester, N. & Shannon, C.E. (1955). A proposal for the Dartmouth summer research project on artificial intelligence. http://www-formal.stanford.edu/-jmc/history/dartmouth/dartmouth.html
  • Mobley, W.H., Horner, S.O., & Hollingsworth, A.T. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63(4), 408–414. https://doi.org/-10.1037/0021-9010.63.4.408
  • Muzikante, I. & Renge, V. (2011). Attitude function as a moderator in values-attitudes-behavior relations. Social and Behavioral Sciences 30(4), 1003-1008. https://doi.org/10.1016/j.sbspro.-2011.10.195
  • Naiseh, M., Babiker, A., Al-Shakhsi, S., Cemiloğlu, D., Al-Thani, D., Montag, C. & Ali, R. (2025). Attitudes towards AI: The interplay of self-efficacy, well-being, and competency. Journal of Technology in Behavioral Science. https://doi.org/10.1007/s41347-025-00486-2
  • Nguyen, H.T.N., Nguyen, H.T.T., Truong, A.T.L., Nguyen,T.P., & Nguyen, A.V. (2023). Entrepreneurial culture and innovative work behaviour: the mediating effect of psychological empowerment. Journal of Entrepreneurship in Emerging Economies, 15(2), 254–277. https://doi.org/10.1108/JEEE-04-2021-0132
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There are 53 citations in total.

Details

Primary Language English
Subjects Organisational Behaviour
Journal Section Research Articles
Authors

Begüm Al 0000-0001-8839-4478

Early Pub Date July 30, 2025
Publication Date
Submission Date May 12, 2025
Acceptance Date July 29, 2025
Published in Issue Year 2025 Volume: 22 Issue: 4

Cite

APA Al, B. (2025). The Mediating Role of Organizational Culture in the Effect of Attitudes Toward Artificial Intelligence on Innovative Work Behavior and Turnover Intention: A Quantitative Study in the Technology Sector Employees. OPUS Journal of Society Research, 22(4), 718-733. https://doi.org/10.26466/opusjsr.1698070
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