Investigation of the effect of safety culture perception intention to quit the job

The aim of this study is to examine the effect of safety culture perception on turnover intention. The study consists of three parts. In the first chapter, conceptual information about safety culture is mentioned. In the second part, conceptual information about intention to leave is given. In the third part, in order to reveal the effect of the perception of safety culture on the intention to leave, the findings obtained as a result of a research involving 321 people working in a private factory in Adana province are presented. In order to measure the safety culture perceptions of the employees in the study, the "Occupational Safety Culture" scale developed by Demirbilek (2005) as the Safety Culture Scale was simplified in line with the expert opinion, and explanatory and confirmatory factor analysis was performed on the scale whose reliability and validity were tested. Management commitment, security priority, security communication, security training, security involvement and perception sub-dimensions are discussed in the scale. In order to measure the turnover intention of the employees, the turnover intention scale developed by Rosin and Korabik (1991) and adapted by Elmas (2012) was used. IBM SPSS 26.0 and IBM SPSS AMOS 24.0 programs were used in the statistical analysis of the research. Confirmatory factor analysis was applied in IBM SPSS AMOS program to determine the validity and goodness of fit of the dimensions of the safety culture scale, which was used and simplified in line with expert opinion. The Cronbach Alpha coefficient was used to determine the reliability of the scale. Pearson correlation analysis was used to determine the relationship between the variables, and multiple regression analysis was used to determine the effect of independent variables on the dependent variable. In the examination of the differences in people's safety culture and intention to leave work according to socio-demographic characteristics; Independent sample t-test was used for the difference between the two groups, and when there were more than two groups, the "One Way Anova" test was used to compare the parameters between groups. P<0.05 values were considered statistically significant in the independent sample t-test and Anova test. In the variables where there is a significant difference as a result of the Anova test; Using the Post-Hoc LSD test, the differences of each group compared to the other groups were determined. In line with the findings obtained as a result of the analyzes, it has been determined that the safety culture does not have a statistically significant effect on the management commitment, safety communication, safety training, safety participation and perception on turnover intention. It was determined that only safety priority had a negative and significant effect on turnover intention. It has been determined that there are some differences in the answers given to the questions about the safety culture and intention to leave the job, according to age, education level, and working time in the institution. Keywords: Security culture, intention to left employment, work accident.