The relationships between intention to leave and job satisfaction: the mediating role of organizational commitment

The aim of this study is to examine the relationships between Intention to Leave and Job Satisfaction and the components of organizational commitment in forming a Mediating Role. In this context, 316 white-collar employees of a Vakıf University in Ankara participated in the universe and sample of the research. The questionnaires were administered to the participants via Google Form. The analysis of the data obtained was made in the Smart PLS program, and Demographic Information about the participants, Findings on the Normality Distribution, Findings on the Factor Analysis, Reliability of the Scales, Combined Reliability and the Inferred Mean Analysis of Variance, R² Analysis Findings and Inter-Scale Effects were examined. As a result of the research, the direct effects of organizational commitment, intention to leave and job satisfaction scales were examined and the organizational commitment scale's continuance commitment sub-dimension was low and positive, while the organizational commitment scale emotional commitment sub-dimension's intention to leave was moderate and negative. There is a high and positive effect between job satisfaction and continuance commitment, a high and positive effect between job satisfaction and emotional commitment, a moderate and negative effect between job satisfaction and intention to leave, and a low and positive effect between normative commitment and intention to leave. has been found to be. Indirect effects between scales in the research are included in the detailed tables in the content of the study. As a result; organizational commitment, intention to leave and job satisfaction scales were found to have indirect effects. Accordingly, there is a positive and low-level effect between job satisfaction, intention to leave, and continuance commitment, a negative and low-level effect between job satisfaction, intention to leave, and normative commitment, and there is a negative and low-level effect between job satisfaction, intention to leave, and affective commitment. It has been determined that there is a negative and moderate effect.