The mediating role of organizational commitment in the effect of training and development, one of the human resources management practices, on intention to leave

This study was carried out to determine the mediating role of organizational commitment in the effect of training and development activities, one of the human resources management practices, on employees' turnover intentions. In the first part of the study, the introduction part is given. In the second part, intention to leave the job as an dependent variable of the thesis was examined. Subsequently, human resources practices were mentioned, and in this section, training and development activities from human resources practices, which are the independent variables of the thesis, are given in detail.In the fourth part of the study, organizational commitment, which is the mediating variable of the thesis, is included. In the fourth chapter, under the sub-title of factors affecting organizational commitment, wage and openness to experience factors, which are the regulatory variables of the thesis, are included. In the fifth chapter, hypotheses were established according to the data obtained from the results of the survey conducted during the thesis study and the accuracy of the hypotheses was examined with the statistical calculations made. The questionnaire for the research was sent to 460 employees in Ankara working in the defense industry sector via Google Forms. In the collected answers, it was determined that 352 people out of 460 were subjected to a training program by the organization. After the answers to the questions posed to these people, findings were obtained about the researched subject.