The mediating effect of percevied organizational support on the relationship between psychologial contract and turnover intention: An application at Kütahya Labor and Employment Agency of Provincial Directorate

The main purpose of this study is used to identify the relationship between psychological contract and turnover intention and the mediating effect of perceived organizational support in this relationship. First this paper is under debate psychological contract, perceived organizational support and turnover intention in the abstract and presents the finding of a questionnaire survey which is carried out among 300 workers who have turnover intention and applied to Kütahya Labor and Employment Agency of Provincial Directorate. In the analysis psychological contract as the independent variable with transactional and relational subscale dimensions mediating variables perceived organizational support and is realized hierarchical regression analysis with the aim to uncover relationships between turnover intentions as the dependent variable. Also in testing hypothesis with the demographic features as control variables which are age, sex, education job, is benefit from "t- test" and "ANOVA" analysis. The lower dimensions of the psychological contract are subjected hierarchical regression analysis separately. While the transactional lower dimensions are affecting turnover intention significantly it lostes its meaning by incorporating perceived organizational support. Thus, perceived organizational support is formed full mediating effect. The relational lower dimensions have continued the effect significantly but diminished coefficient effects. Thus it has formed partial mediating effect of the perceived organizational support. It is done the sobel test to prove mediating effect. The sobel (z) is found significant. Key Words: Psychological Contract, Percevied Organizational Support, Turnover Intention.