THE EFFECT OF ORGANIZATIONAL INJURY ON ORGANIZATIONAL IDENTIFICATION AND INTENTION TO LEAVE IN THE BANKING SECTOR

Abstract

The concept of organizational intimidation includes such concepts as constantly disturbing that person, using psychological violence, harassing, unsettling, by targeting a specific person within the community in which they are located. A person who has been subjected to organizational intimidation cannot provide sufficient motivation and his efficiency decreases. Organizational identification can be defined as the employee's adoption of his institution, seeing himself as a whole with his institution. Organizational identification is one of the most important factors in working life. Working with individuals with a high level of organizational identification is very important for both the individual and the organization. The intention to leave work is the desire to leave the organization in which the employee is located voluntarily. The reason for the employee's intention to leave work is also very important in order not to lose a talented and experienced workforce. The aim of this study is to examine the effect of organizational mobbing on organizational identification and turnover intention. In this direction, a survey was conducted with 386 people from public, participation and private bank employees operating in Konya. Independent t-test, one-way analysis of variance, Pearson two-way correlation analysis and multiple regression analysis were used in the analysis of the data. As a result of the analyzes, it was determined that there is a significant relationship between organizational mobbing, organizational identification and intention to leave, and that organizational mobbing has a positive relationship with organizational identification and a negative relationship with intention to leave.