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Impact of Turnover Intention on Loneliness and the Mediating Effect of Work Alienation
Author(s) -
İzlem Gözükara,
A. Çiğdem Mercanlı,
Selçuk Çapuk,
Osman Yıldırım
Publication year - 2017
Publication title -
business management and strategy
Language(s) - English
Resource type - Journals
ISSN - 2157-6068
DOI - 10.5296/bms.v8i1.10521
Subject(s) - alienation , loneliness , ucla loneliness scale , psychology , turnover intention , turnover , scale (ratio) , social psychology , inefficiency , work (physics) , gossip , business , organizational commitment , political science , management , mechanical engineering , physics , quantum mechanics , law , economics , microeconomics , engineering
High levels of labor turnover are considered signals of poor management for organizations. The departure of qualified employees may result in great losses in organizational terms. This research aimed to examine the relationships between turnover intention, work alienation, and loneliness. Research data were collected using surveys from 440 aviation company employees, and convenience sampling was used for participant selection. The survey included UCLA Loneliness Scale, Work Alienation Scale, and Turnover Intention Scale. The research revealed that turnover intention had an effect on loneliness and this effect of turnover intention on loneliness was fully mediated by work alienation. Accordingly, work alienation fully mediates the relationship between turnover intention and loneliness. The analyses indicate that organizations, especially in the aviation industry, should pay attention to psychological factors such as loneliness and work alienation that drive qualified employees to quit their jobs. This research contributed to the relevant literature by pointing out organizational behavior concepts that may lead to unexpected labor loss and thereby inefficiency.

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