Управленец

2218-5003

2686-7923

10.29141/2218-5003-2025-16-2-3

https://elibrary.ru/item.asp?id=82297306

Роль приверженности организации в снижении потенциальной текучести кадров: опыт гостиничной индустрии Турции

The role of organizational commitment in reducing turnover intention: Evidence from the hotel industry in Turkey

Таскиран

Э.

Таскиран

Э.

Taşkiran

erkan-taskiran@duzce.edu.trЧелик

Г. Г.

Челик

Г. Г.

Çelik

G. G.

gulsahg@beykent.edu.trИйгун

Н. О.

Ийгун

Н. О.

Iyigun

N. Ö.

oiyigun@ticaret.edu.tr

Duzce UniversityУниверситет Дюздже

Istanbul Beykent UniversityУниверситет Бейкент

Istanbul Ticaret UniversityУниверситет Тиджарет

14052025

16229461306202419112024

CC BY-NC 4.0

Э. Таскиран, Г.Г. Челик, Н.О. Ийгун

E. Taşkıran, G.G. Çelik, N.Ö. Iyigun

Стабильная идентификация персонала с компанией-работодателем и активная поддержка руководства способны снизить текучесть кадров и сформировать у работников чувство принадлежности к организации. В статье исследуется влияние организационной идентификации и воспринимаемой поддержки руководителя на намерение сотрудников сменить место работы, а также роль организационной приверженности в рамках данной связи. Методологический каркас работы представлен теориями социального обмена, организационного равновесия и социальной идентичности. Основными методами выступили моделирование структурными уравнениями, исследовательский и подтверждающий факторный анализ. В качестве эмпирической базы использованы результаты опроса 314 сотрудников семейного предприятия, состоящего из двух отелей в г. Стамбуле (Турция). Период проведения интервью - с ноября по декабрь 2023 г. Полученные данные анализировались в статистической программе SPSS Statistics с использованием инструмента PROCESS Macro. Результаты исследования показывают, что организационная идентификация и воспринимаемая поддержка руководителя демонстрируют положительную корреляцию с организационной приверженностью. Последняя, в свою очередь, выявила отрицательную связь с намерением персонала сменить место работы, то есть сотрудники, отождествляющие себя с компанией, с наибольшей вероятностью продолжат работать в ней. Подтверждена роль организационной приверженности как промежуточной переменной в рамках рассматриваемой взаимосвязи. Сделан вывод о том, что для удержания действующего персонала менеджмент отелей должен развивать у сотрудников чувство идентификации за счет стимулирования внутрифирменной коммуникации, обмена информацией, обеспечения обратной связи и концентрации на общей цели.

Ensuring that employees, who are one of the most important assets of organizations, identify with the organization they work for and receive support from their supervisors can reduce their turnover intentions as well as making them more committed employees. The purpose of this study is to investigate the mediating role of organizational commitment in the relationship between organizational identification and turnover intention, and perceived supervisor support and turnover intention. Methodologically, the study is based on social exchange, organizational equilibrium and social identity theories. Among the key research methods are structural equation modelling, as well as exploratory and confirmatory factor analysis. An empirical study was conducted in a family business that owns two hotels operating in Istanbul, Turkey. Data gathered in November-December, 2023 from 314 employees were analysed with SPSS Statistics and PROCESS Macro statistical tool. The findings revealed that organizational identification and perceived supervisor support positively related to organizational commitment, and organizational commitment was negatively associated with turnover intention, which indicates that employees who commit to their organization will likely remain there. The results also proved that organizational commitment demonstrated the mediating effect on the relationship between organizational identification and turnover intention, along with perceived supervisor support and turnover intention. The findings show that hoteliers should focus on employees’ identification within the organization as this construct helps prevent their intention to leave. To provide organizational identification, hoteliers can give importance to organizational communication, sharing information, providing feedback, and concentrating on the single purpose.

намерение сменить место работыиндустрия гостеприимстватурцияорганизационная приверженностьорганизационная идентификациявоспринимаемая поддержка руководителя

perceived supervisor supportorganizational identificationturkeyhospitality industryturnover intentionorganizational commitment

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