The effect of organizational cynicism perceptions of employees ofhuman resources department on their intention to leave

The purpose of this study turnover intentions of the employees of the human resources department is to examine the impact on perceptions of organizational cynicism. Gebze organized industrial zone businesses in the sample of the study constitute the staff of the Department of human resources. The questionnaire was chosen as the data collection management. The data obtained were analyzed through SPSS data analysis program.In order to collect the research data; personal information form, 13-item organizational cynicism scale and 3-item intention to leave the job. n the analysis of the data obtained; frequency distributions of demographic information, reliability analysis, standard deviation, arithmetic mean, t - test, one way variance analysis, correlation analysis and regression analysis techniques were used. As a result of research of the employees of the human resources department organizational cynicism is at a low level (x ̅ = 2.62) to has been determined. As a result of the analyzes aimed at examining the differences between the intention to quit and demographic variables; organizational cynicism and its sub-dimensions were found to be significantly different from demographic characteristics. The level of intention to leave the job of participants is too low (x ̅ =2,63) have been identified. As a result of the analyzes aimed at examining the differences between the intention to leave the job and demographic variables; organizational cynicism and its sub-dimensions were found to be significantly different from demographic characteristics. In order to investigate the relationship between cognitive cynicism, sensory cynicism and behavioral cynicism, which are the sub-dimensions of organizational cynicism and organizational cynicism, correlation and regression analyzes were performed between the variables. According to the results of the analysis, there is a positive relationship between organizational cynicism and intention to leave the job ; The intention to leave the job was affected by organizational cynicism( r = +0.71; p<0.01 & β= 0.121; p<0.05). This positive relationship was statistically significant. Increased participants' perception of organizational cynicism will affect the increase in intention to leave the job and will have negative consequences for organizations.