The role of workplace harrassment in organizations as a means of organizational alienation the impact on the intention to leave work

The concept workplace harrassment, which we hear very often these days has negatively affected employees both physically and mentally. It has a negative feedback on organizations. It puts people who are an asset to the organization and who have a lot of negative feedback in a difficult position, which results in them becoming alienated from their jobs and workplace and intending to resign and in some cases even ending their lives. When the studies carried out on the issue are studied, it is seen that they are not sufficient. For this reason, the aim of this study is to determine the intermediary role of organizational alienation in the intent to resign resulting from workplace harrassment at government institutions and private sector. In the study, first workplace harrassment is explained, discussing the concepts organizational alienation and intent to resign at organizational level. After the permission was obtained, 342 surveys were sent to employees working at government institutions and private sector in the city of Adana, using convenience sampling method and 310 of them were returned. Because there were no incomplete answers in the surveys returned, the study was continued with these surveys. In the analysis of the data obtained from the surveys, confirmatory factor analysis, correlation analysis ( to study the correlation between the variables), mediation test, analysis of comparion between the variables and for path analysis structural equation modelling were utilized. When direct action model is examined, it can be seen that workplace harrassment which is an independent variable positively affects the intent to resign (p<0,05). These results show that it meets the basic criteria for mediation. Consequently, it has been demonstrated that organizational alienation partially acts as intermediary in the intent to resign stemming from workplace harrassment (p>0,05).