The Interaction Between Personal Values of Employees, Perceived Organizational Support and Intention to Quit

Perceived organizational support is effective for the employee to show positive attitude towards the enterprise. High levels of perceived organizational support of employees will reduce anti-productivity behaviors and attitudes. Personal values provide a framework for the attitudes that individuals will develop in their social and business lives. The intention to leave, which is an anti-productive behavior, brings high personnel costs to businesses. According to this, in research the relationship between organizational support and personal values is studied for having a low employees’ turnover intention. In research quantitative research methodology is used. To collect data, 363 people who work in health sector was reached by survey. The result of the research is that turnover intention was effected from Organizational Support (S) (.244; p<0.05) and Personal Inner Value (-1.858; p<0.05). There is no effect of Personal Outer Values on turnover intention. It is determined that there is negative relationship effect between turnover intention and Personal Inner Values; happiness, personal development, enjoying life, self-respect and sense of achievement. It is concluded that there is negative relationship between Idea of Leaving the Job and Organizational Support. At the end of the research, it was suggested that organizational support should be provided to managers and Human Resources specialists working in health sector in order to reduce their intention to quit. Since the support that the employee will need will be tailor-made, it is one of the recommended methods for managers to determine the needs of their employees correctly. The determining role of personal values in determining employee needs will also be an important clue in providing accurate data to managers.

Keywords

Turnover Intention, Personal Values, Structural Eqoation Modeling, Perceived Organizational Support Confirmatory Factor Analysis