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THE EFFECT OF AGE ON ORGANIZATIONAL IDENTIFICATION AND TURNOVER INTENTION: A MULTI-GROUP ANALYSIS

Yıl 2025, Cilt: 34 Sayı: 1, 313 - 329, 30.04.2025

Sıdıka Ece Yılmaz , Konuralp Sezgili , Azmi Yalçın

https://doi.org/10.35379/cusosbil.1500240

Öz

Employment in the manufacturing industry is critically important, especially in developing countries where workforce turnover significantly impacts the sustainability of employment. While numerous studies have explored antecedents of turnover, this study focuses on the impact of organizational identification—how strongly employees align with their organization's values and goals—on turnover intentions. We specifically examine the moderating role of age in this relationship. Data were collected from 291 individuals employed in the manufacturing sector and residing in Adana province, Türkiye. Our findings reveal that organizational identification significantly influences turnover intentions, with age moderating this effect. Using multigroup analysis, we provide detailed insights into these differences. These results offer a clearer understanding of age-related variations in organizational identification and turnover intentions. The insights may also assist decision-makers, policymakers, and human resource managers in developing targeted strategies that consider age-related differences to effectively manage and reduce workforce turnover. Also, this research contributes to the literature by highlighting the role of age in turnover intentions.

Anahtar Kelimeler

Turnover Intention Organizational Identification Age Manufacturing Sector

Etik Beyan

ADANA ALPARSLAN TÜRKEŞ BİLİM ve TEKNOLOJİ ÜNİVERSİTESİ Bilimsel Araştırma ve Yayın Etiği Kurulunun 5.9.2023 tarih ve 7 numaralı kararı ile etik onayı alınmıştır.

Proje Numarası

-

Kaynakça

  • Abrams, D., Ando, K., & Hinkle, S. (1998). Psychological attachment to the group: Cross-cultural differences in organizational identification and subjective norms as predictors of workers’ turnover intentions. Personality and Social Psychology Bulletin, 24, 1027-1039.
  • Allison, P. D. (1999). Logistic Regression Using the SAS System: Theory and Application. SAS Institute Inc.
  • Albert, S., Whetten, D. A., Cummings, L. L., & Staw, B. M. (1985). Organizational identity. Revealing the corporation: perspectives on identity, image, reputation, corporate branding, and corporate-level marketing: an anthology, 77-105.
  • Almalki, M. J., FitzGerald, G., & Clark, M. (2012). The relationship between quality of work life and turnover intention of primary health care nurses in Saudi Arabia. BMC Health Services Research, 12(1), 1-11. https://doi.org/10.1186/1472-6963-12-314.
  • Armina, S. N., & Etikariena, A. (2022). The Effect of Human Resource Management Practices on Turnover Intention of Manufacturing Employees in Indonesia; the Mediation Role of Career Satisfaction. Budapest International Research and Critics Institute-Journal (BIRCI-Journal), 5(4), 29722-29733. https://doi.org/10.33258/birci.v5i4.7124.
  • Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14(1), 20-39. https://doi.org/10.5465/amr.1989.4278999.
  • Avanzi, L., Fraccaroli, F., Sarchielli, G., Ullrich, J., & van Dick, R. (2014). Staying or leaving: A combined social identity and social exchange approach to predicting employee turnover intentions. International Journal of Productivity and Performance Management, 63(3), 272-289. https://doi.org/10.1108/IJPPM-02-2013-0028.
  • Bagozzi, R. P., & Yi, Y. (1988). On the evaluation of structural equation models. Journal of the Academy of Marketing Science, 16, 74-94. https://doi.org/10.1007/BF02723327.
  • Bergmann, A., Schmidt, S. L., Schreyer, D., & Torgler, B. (2016). Age and organizational identification: empirical findings from professional sports. Applied Economics Letters, 23(10), 718-722. https://doi.org/10.1080/13504851.2015.1102837.
  • Boon, J., Wynen, J., & Kleizen, B. (2021). What happens when the going gets tough? Linking change scepticism, organizational identification, and turnover intentions. Public Management Review, 23(7), 1056-1080. https://doi.org/10.1080/14719037.2020.1722208.
  • Byrne, Barbara M. (2016) Structural Equation Modeling with Amos: Basic Concepts, Applications, and Programming. Routledge.
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  • Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. (1979). The Michigan organizational assessment questionnaire. Unpublished manuscript, University of Michigan, Ann Arbor, 71, 138.
  • Cho, Y. J., & Lewis, G. B. (2012). Turnover intention and turnover behavior: Implications for retaining federal employees. Review of Public Personnel Administration, 32(1), 4-23. https://doi.org/10.1177/0734371X11408701.
  • Cheung, G. W., & Rensvold, R. B. (2002). Evaluating goodness-of-fit indexes for testing measurement invariance. Structural Equation Modeling, 9(2), 233-255.
  • Chung, H., Kim, J., Park, R., Bamer, A. M., Bocell, F. D., & Amtmann, D. (2016). Testing the measurement invariance of the University of Washington Self-Efficacy Scale short form across four diagnostic subgroups. Quality of Life Research, 25(10), 2559-2564. https://doi.org/10.1007/s11136-016-1300-z.
  • Cole, M. S., & Bruch, H. (2006). Organizational identity strength, identification, and commitment and their relationships to turnover intention: Does organizational hierarchy matter?. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 27(5), 585-605.
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ÖRGÜTSEL ÖZDEŞLEŞME VE İŞTEN AYRILMA NİYETİNDE YAŞIN ETKİSİ: ÇOKLU GRUP ANALİZİ

Yıl 2025, Cilt: 34 Sayı: 1, 313 - 329, 30.04.2025

Sıdıka Ece Yılmaz , Konuralp Sezgili , Azmi Yalçın

https://doi.org/10.35379/cusosbil.1500240

Öz

İmalat sanayinde istihdam, özellikle işgücü devir hızının istihdamın sürdürülebilirliğini önemli ölçüde etkilediği gelişmekte olan ülkelerde kritik önem taşımaktadır. İşten ayrılmanın öncüllerini araştıran çok sayıda çalışma bulunmasına rağmen, bu çalışma örgütsel özdeşleşmenin -çalışanların kurumlarının değerleri ve hedefleriyle ne kadar uyumlu olduğu- işten ayrılma niyetleri üzerindeki etkisine odaklanmaktadır. Bu ilişkide özellikle yaşın düzenleyici rolü incelenmektedir. Veriler Adana ilinde ikamet eden imalat sektöründe çalışan 291 kişiden toplanmıştır. Bulgular, örgütsel özdeşleşmenin işten ayrılma niyetini önemli ölçüde etkilediğini ortaya koymakla birlikte yaşın bu etkiyi düzenlediğini göstermektedir. Çalışmada çoklu grup analizi kullanılmakta, bu farklılıklara ilişkin ayrıntılı bilgiler sağlanmaktadır. Sonuçlar, örgütsel özdeşleşme ve işten ayrılma niyetinde yaşa bağlı farklılıkların daha anlaşılabilir olmasını sağlamaktadır. Bu sonuçlar ayrıca karar vericilere, politika yapıcılara ve insan kaynakları yöneticilerine, işgücü devrini etkili şekilde yönetmek ve azaltmak için yaşa bağlı farklılıkları gözeten stratejiler geliştirme konusunda yardımcı olabilir. Ayrıca, bu araştırma işten ayrılma niyetlerinde yaşın rolünü vurgulayarak literatüre katkıda bulunmaktadır.

Anahtar Kelimeler

İşten Ayrılma Niyeti Örgütsel Özdeşleşme Yaş İmalat Sektörü

Etik Beyan

Etik kurul izni alınmıştır

Destekleyen Kurum

-

Proje Numarası

-

Teşekkür

-

Kaynakça

  • Abrams, D., Ando, K., & Hinkle, S. (1998). Psychological attachment to the group: Cross-cultural differences in organizational identification and subjective norms as predictors of workers’ turnover intentions. Personality and Social Psychology Bulletin, 24, 1027-1039.
  • Allison, P. D. (1999). Logistic Regression Using the SAS System: Theory and Application. SAS Institute Inc.
  • Albert, S., Whetten, D. A., Cummings, L. L., & Staw, B. M. (1985). Organizational identity. Revealing the corporation: perspectives on identity, image, reputation, corporate branding, and corporate-level marketing: an anthology, 77-105.
  • Almalki, M. J., FitzGerald, G., & Clark, M. (2012). The relationship between quality of work life and turnover intention of primary health care nurses in Saudi Arabia. BMC Health Services Research, 12(1), 1-11. https://doi.org/10.1186/1472-6963-12-314.
  • Armina, S. N., & Etikariena, A. (2022). The Effect of Human Resource Management Practices on Turnover Intention of Manufacturing Employees in Indonesia; the Mediation Role of Career Satisfaction. Budapest International Research and Critics Institute-Journal (BIRCI-Journal), 5(4), 29722-29733. https://doi.org/10.33258/birci.v5i4.7124.
  • Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14(1), 20-39. https://doi.org/10.5465/amr.1989.4278999.
  • Avanzi, L., Fraccaroli, F., Sarchielli, G., Ullrich, J., & van Dick, R. (2014). Staying or leaving: A combined social identity and social exchange approach to predicting employee turnover intentions. International Journal of Productivity and Performance Management, 63(3), 272-289. https://doi.org/10.1108/IJPPM-02-2013-0028.
  • Bagozzi, R. P., & Yi, Y. (1988). On the evaluation of structural equation models. Journal of the Academy of Marketing Science, 16, 74-94. https://doi.org/10.1007/BF02723327.
  • Bergmann, A., Schmidt, S. L., Schreyer, D., & Torgler, B. (2016). Age and organizational identification: empirical findings from professional sports. Applied Economics Letters, 23(10), 718-722. https://doi.org/10.1080/13504851.2015.1102837.
  • Boon, J., Wynen, J., & Kleizen, B. (2021). What happens when the going gets tough? Linking change scepticism, organizational identification, and turnover intentions. Public Management Review, 23(7), 1056-1080. https://doi.org/10.1080/14719037.2020.1722208.
  • Byrne, Barbara M. (2016) Structural Equation Modeling with Amos: Basic Concepts, Applications, and Programming. Routledge.
  • Caillier J. (2013). Are teleworkers less likely to report leave intentions in the United States federal government than non-teleworkers are? American Review of Public Administration, 43, 72-88. https://doi.org/10.1177/0275074011425084.
  • Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. (1979). The Michigan organizational assessment questionnaire. Unpublished manuscript, University of Michigan, Ann Arbor, 71, 138.
  • Cho, Y. J., & Lewis, G. B. (2012). Turnover intention and turnover behavior: Implications for retaining federal employees. Review of Public Personnel Administration, 32(1), 4-23. https://doi.org/10.1177/0734371X11408701.
  • Cheung, G. W., & Rensvold, R. B. (2002). Evaluating goodness-of-fit indexes for testing measurement invariance. Structural Equation Modeling, 9(2), 233-255.
  • Chung, H., Kim, J., Park, R., Bamer, A. M., Bocell, F. D., & Amtmann, D. (2016). Testing the measurement invariance of the University of Washington Self-Efficacy Scale short form across four diagnostic subgroups. Quality of Life Research, 25(10), 2559-2564. https://doi.org/10.1007/s11136-016-1300-z.
  • Cole, M. S., & Bruch, H. (2006). Organizational identity strength, identification, and commitment and their relationships to turnover intention: Does organizational hierarchy matter?. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 27(5), 585-605.
  • Comrey, A. L., & Lee, H. B. (1992). A first course in factor analysis, Psychology Press.
  • Costanza, D. P., Badger, J. M., Fraser, R. L., Severt, J. B., & Gade, P. A. (2012). Generational differences in work-related attitudes: A meta-analysis. Journal of Business and Psychology, 27, 375–394. doi:10.1007/s10869-012-9259-4.
  • Costanza, D. P., Rudolph, C. W., & Zacher, H. (2023). Are generations a useful concept?. Acta Psychologica, 241, 104059. https://doi.org/10.1016/j.actpsy.2023.104059
  • Çetinceli, K. (2024). The Relationship Between Organizational Identification and Turnover Intention: A Meta-Analysis Study. Afyon Kocatepe University Journal of Social Sciences, 26(2), 634-653.
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  • Korder, S., Krauel, M., Vernim, S., & Reinhart, G. (2021). Identification of workplace-related turnover predictors in production. Procedia CIRP, 104, 1476-1481.
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  • Mishra, S., & Bhatnagar, D. (2010). Linking emotional dissonance and organizational identification to turnover intention and emotional well‐being: A study of medical representatives in India. Human Resource Management, 49, 401-419. https://doi.org/10.1002/HRM.20362.
  • Moynihan, D. P., & Landuyt, N. (2008). Explaining turnover intention in state government: Examining the roles of gender, life cycle, and loyalty. Review of Public Personnel Administration, 28(2), 120–143. https://doi.org/10.1177/0734371X08315771.
  • Moura, G., Abrams, D., Retter, C., Gunnarsdottir, S., & Ando, K. (2009). Identification as an organizational anchor: how identification and job satisfaction combine to predict turnover intention. European Journal of Social Psychology, 39, 540-557. https://doi.org/10.1002/EJSP.553.
  • Munir, R., & Tobi, S. N. M. (2020). Understanding and measuring the determinants of employees’ turnover intention. Environment - Behavior Proceeding Journal, 5, 395-403.
  • Ng, T. W., & Feldman, D. C. (2010). The relationships of age with job attitudes: A meta‐analysis. Personnel Psychology, 63(3), 677-718.
  • Nowak, R. (2021). Structural empowerment and serving culture as determinants of organizational identification and turnover intention. Management Research Review, 44(2), 318-340. https://doi.org/10.1108/MRR-02-2020-0064.
  • Oguegbe, T. M., & Edosomwan, H. S. (2021). Organizational-based self-esteem and organizational identification as predictors of turnover intention: Mediating role of organizational trust. SEISENSE Journal of Management, 4(2), 56-71. https://doi.org/10.33215/sjom.v4i2.620.
  • Ooi, T. P., & Teoh, K. B. (2021). Factors affecting the turnover intention among employees in Penang manufacturing industry. Annals of Human Resource Management Research, 1(1), 29-40. https://doi.org/10.35912/ahrmr.v1i1.379.
  • Park, J., & Min, H. K. (2020). Turnover intention in the hospitality industry: A meta-analysis. International Journal of Hospitality Management, 90, 102599. https://doi.org/10.1016/j.ijhm.2020.102599.
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  • Pratt, M. G. (1998). To be or not to be: Central questions in organizational identification. Sage Publications, Inc.
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  • Skelton, A. R., Nattress, D. & Dwyer, R. J. (2020). "Predicting manufacturing employee turnover intentions", Journal of Economics, Finance and Administrative Science, 25(49), 101-117. https://doi.org/10.1108/JEFAS-07-2018-0069.
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  • Sugirtha, C. M. R., Hameed, S. S., & Arumugam, T. (2020). The impact of organizational identification and employee engagement on intellectual capital assets: an empirical study. Test Engineering and Management, 83, 6277-6285.
  • Suifan, T. S., Diab, H., Alhyari, S., & Sweis, R. J. (2020). Does ethical leadership reduce turnover intention? The mediating effects of psychological empowerment and organizational identification. Journal of Human Behavior in the Social Environment, 30(4), 410-428. https://doi.org/10.1080/10911359.2019.1690611.
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  • Waldman, J. D., Kelly, F., Aurora, S., & Smith, H. L. (2004). The shocking cost of turnover in health care. Health care management review, 29(1), 2-7. https://doi.org/10.1097/HMR.0b013e3181e3940e.
  • Weisberg, J., & Kirschenbaum, A. (1991). Employee turnover intentions: Implications from a national sample. International Journal of Human Resource Management, 2(3), 359-375. https://doi.org/10.1080/09585199100000073.
  • Wu, A. D., Li, Z., & Zumbo, B. D. (2019). Decoding the meaning of factorial invariance and updating the practice of multi-group confirmatory factor analysis: A demonstration with TIMSS data. Practical Assessment, Research, and Evaluation, 12(1), 3. https://doi.org/10.7275/mhqa-cd89.
  • Yüksel, H., & Yüksel, M. (2014). İş Doyumu İle İşten Ayrılma Düzeyi Arasındaki İlişki: İlköğretim Öğretmenleri Üzerinde Bir Uygulama. Journal of International Social Research, 7(32).
  • Zhang, S., & Liu, Z. (2016). A meta-analysis of the relationship between organizational identification and turnover intention. Acta Psychologica Sinica, 48(12), 1561. https://doi.org/10.3724/SP.J.1041.2016.01561.
Toplam 78 adet kaynakça vardır.

Ayrıntılar

Birincil Dil İngilizce
Konular Pazarlama (Diğer)
Bölüm Makaleler
Yazarlar

Sıdıka Ece Yılmaz 0000-0002-0375-3505

Konuralp Sezgili 0000-0001-6301-1805

Azmi Yalçın 0000-0002-9323-3350

Proje Numarası -
Yayımlanma Tarihi 30 Nisan 2025
Gönderilme Tarihi 12 Haziran 2024
Kabul Tarihi 13 Kasım 2024
Yayımlandığı Sayı Yıl 2025 Cilt: 34 Sayı: 1

Kaynak Göster

APA Yılmaz, S. E., Sezgili, K., & Yalçın, A. (2025). THE EFFECT OF AGE ON ORGANIZATIONAL IDENTIFICATION AND TURNOVER INTENTION: A MULTI-GROUP ANALYSIS. Çukurova Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 34(1), 313-329. https://doi.org/10.35379/cusosbil.1500240
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