The mediation role of organizational commitment and organizational citizenship in the effect of organizational socialization on intention of leave: A reseach in the aviation industry

In recruitment and job development processes, individuals should voluntarily contribute to the development of the organization by reducing their intention to leave and loyalty to the organization. Individuals who are newcomer in the organization must be freed from uncertainty. Therefore, the interaction between the employees is accelerated and the compliance of the individual with the organization can be achieved. The aim of this study is to determine the mediation role of organizational commitment and organizational citizenship in the effect of organizational socialization on intention to leave. The effects of demographic variables on the concepts and whether there is a difference or not were also examined. Interactions of concepts and demographic variables in these relationships were also examined. The population of the research consists of flight and ground personnel working in public and private enterprises in the Turkish civil aviation industry. The model formed according to the purpose was tested with the structural equation model, and the mediation analysis was made with Baron and Kenny's (1986) model. According to the results of the model, although the effect of organizational socialization on organizational commitment and organizational citizenship is positively significant, no negative effect on the intention to leave has been identified. It is concluded that organizational commitment has a mediating effect between organizational socialization and intention to leave. In addition, according to the results of the interaction analysis, it was observed that the effect of organizational socialization of flight personnel on organizational commitment and organizational citizenship is increasing faster than ground personnel.