Determining the mediation role of organizational stress in the effect of organizational synism perceived on the purpose of termination

Organizational cynicism is encountered by people in almost every stage of their work life. When we look at today's businesses, the most important factor in challenging working conditions is human resources. Everything that individual perceives positively or negatively about the organization he /she works for, working conditions, jobs and operations is extremely important for the organization to be successful. The increase in the level of cynicism perceived by the individual towards the organization he / she works for reveals an intention to leave. However, each individual working continues to work under a more or less level of stress in addition to the cynicism experienced in the organizations. This situation reveals some important problems for both the working individual and the organization. When the studies on organizational cynicism are examined, it is seen that the mentioned studies on production enterprises are insufficient. In this context, the aim of the study is to determine the mediating role of organizational stress in the effect of organizational cynicism perceived by employees in production enterprises on the intention to leave. In the study, organizational cynicism, intention to leave and organizational stress were mentioned first, and then the relations between these concepts were examined in an organizational context. After obtaining the necessary permissions to work in line with ethical principles, 350 questionnaires were distributed to the employees in the production enterprises operating in Osmaniye by easy sampling method and the return of 242 questionnaires at a level that could be analyzed was provided. When the incompletely answered surveys were removed, it was decided to continue working through 181 surveys. Within the scope of the analysis of the obtained data set, confirmatory factor analysis, correlation analysis for examining the relationships between variables, regression analysis to find the effect between variables, mediation test, comparison analysis between variables and structural equation modeling for path analysis were used. When the direct effect model was examined, it was determined that the behavioral, cognitive, and emotional dimensions of organizational cynicism did not affect the intention to leave (p> 0.05). According to the findings in the analysis results, the basic criteria for the mediation requirement could not be met. As a result, it was revealed that organizational stress dimensions did not significantly mediate the effect of organizational cynicism on the intention to leave (p> 0.05). Keywords: Organizational cynicism, Organizational stress, Intention to leave