The relationship between psychological resilience and organizational alienation: Moderating role of person-organisati̇on fit, person-job fit, turnover intention and perceived organizational support (Sample of retail industry)

In this study, it was aimed to determine the relationship between organizational alienation and psychological resilience, as well as to determine whether the individual-organizational harmony, individual-work cohesion, intention to leave work, and the organizational effect of perceived organizational support were meaningful. In this context, a total of 1053 individuals working in textile and food retailing in Adana, Mersin, Gaziantep, Kahramanmaraş, İstanbul, Ankara, İzmir, Trabzon, Denizli, Bursa and Şanlıurfa provinces participated in the study. Psychological Resilience Scale for Adults, Organizational Alienation Scale, Person-Organizational Fit Scale, Person-Job Fit Scale, Eisenberger's Perceived Organizational Support Scale and Intention to Leave Scale were used for data collection. Independent samples T-test, ANOVA and Hierarchical Regression Analysis were used to analyze the data. As a result of the study, it was observed that the effect of psychological resilience variable on organizational alienation was negative. In addition, it has been observed that all the variables which are the tools of person-organization fit, person-job fit, perceived organizational support and intention to leave work are significant in terms of the regulative effect between psychological resilience and organizational alienation.