Askerî Pilotların Örgütsel Bağlılıklarının, İşten Ayrılma Niyetlerine Etkisi: Alternatif İş İmkânlarının Düzenleyicilik Rolü

Bu çalışmanın amacı; örgütsel bağlılığın, askerî pilotların işten ayrılma niyetine olan etkisini tespit etmek ve örgütsel bağlılık ile işten ayrılma niyeti ilişkisinde, alternatif iş imkânlarının düzenleyicilik rolü olup olmadığını saptamaktır. Araştırmanın hipotezleri, Kara Kuvvetleri Komutanlığı Kara Havacılık sınıfında halen görevde bulunan 410 pilottan oluşan bir örneklem üzerinde test edilmiştir. Araştırma sonucunda, yapılan keşfedici ve doğrulayıcı faktör analizleri neticesinde, yazında üç boyutlu olarak çalışılan örgütsel bağlılığın, askerî pilotlar için duygusal bağlılık ve devam bağlılığı olmak üzere iki boyutlu bir yapıda olduğu görülmüştür. Pilotların duygusal bağlılık ve devam bağlılığı ile işten ayrılma niyetleri arasında olumsuz yönde anlamlı ilişki bulunmuştur. Buna ilave olarak, alternatif iş imkânları yüksek olduğunda devam bağlılığı düşük olan pilotların işten ayrılma niyetlerinin, devam bağlılığı yüksek olan pilotlara kıyasla daha fazla olduğu tespit edilmiştir. Çalışmanın bulgularından hareketle, pilotların kuruma olan bağlılığının duygusal boyut üzerinden sağlanması suretiyle alternatif iş imkânlarının pilotların işten ayrılma niyeti taşımalarının önüne geçilebileceği ifade edilebilir

The Impact of Military Pilots' Organizational Commitment on Intention to Quit: Moderating Role of Alternative Job Opportunities

The present study aims to investigate the impact of organizational commitment on military pilots' intention to quit and whether alternative job opportunities have a moderating role on relationship between organizational commitment and intention to quit. The research hypotheses were tested with a sample of 410 military pilots in army aviation branch. Using confirmatory and explanatory factor analyses we found that organizational commitment scale had a two factor structure (e.g. affective and continuance) for the military pilots. There was significant negative relationship between commitment (affective and continuance) and turnover intention. In addition, the results demonstrated that alternative job opportunities had a moderating effect on relationship between continuance commitment and intention to quit. Based on these findings, the effect of alternative job opportunities on turnover intention might be diminished by enhancing affective commitment of the military pilots

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