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According to the Job Characteristics Model (1975) , the features of job enables employees to adopt and to be motivated. Task significance, skill variety, task identity, autonomy and feedback are five characteristics of a job (Hackman and Oldham, 1976). In accordance with Maslow’s Hierarchy of Needs it can be said that (1943), the importance and the meaningfulness of the job are the vital factors which show if an employee can meet the need of self esteem and is respected by others. Furthermore, the autonomy that employee has in the organization can seen as an effective factor for the employee to create self esteem and confidence. On the other hand, feedback from managers and colleagues about performance and job behaviour can be seen as an important factor controlling personal and occupational development of workers. In the direction of these information, it is assumed that employees who have autonomy will be able to integrate more easily to organizational goals with positive psychological attitude and perceptions, so they can contribute better quality work outputs. On the other hand, negative perceptions about these circumstances can lead negative work outcomes. In such cases it is possible to experience undesirable outcomes such as poor quality outputs, absenteeism, delaying work and intention to leave. Another variable that is considered in the study is "career satisfaction". Career satisfaction is described as “to be pleased with the achievements and the hope about future progress of employee perceived” (Nauta et al., 2009). In this context, having an important work, autonomy and being able to take feedback while performing tasks, can be seen as factors that will enable workers to be satisfied with their careers and may decrease intention to leave. In scope of this study hypotheses are developed as:

i̇şletme araştırmaları dergisi

İş Özelliklerinin İşten Ayrılma Niyetine Etkisinde Kariyer Tatmininin Aracı Rolü - The Impact of Job Characteristics on Intention to Leave: The Mediating Role of Career Satisfaction