The effect of human resource practices on flight crews' job beloning and turnover intention in the aviation industry: The mediating role of perceived managerial support

This comprehensive study delves into the impact of human resource practices on job belonging and turnover intention within the Turkish aviation sector, emphasizing the mediating role of perceived supervisor support. Methodologically anchored in SPSS Process Macro Model 4 and enhanced with bootstrapping for statistical robustness, the study rigorously confirms all hypothesized relationships. The analysis reveals that human resource practices exert a significant influence on job belonging (H1), directly impacting turnover intentions (H2), and shaping perceptions of supervisor support (H3). Crucially, perceived supervisor support demonstrates a profound direct effect on both job belonging (H4) and turnover intention (H5), serving as a pivotal mediator that links human resource practices with job belonging (H6) and turnover intentions (H7). These findings not only reinforce the critical role of human resource practices and supervisor support in the Turkish aviation industry but also illustrate their far-reaching implications on flight crew's job attitudes and behavioral intentions. The research contributes to the broader discourse on human resource management, offering valuable insights into the dynamics of employee engagement, turn-over strategies, and the fostering of supportive work environments in a highly specialized and dynamic sector.