Hastane idari personelinin örgütsel güven ve örgütsel bağlılık düzeylerinin işten ayrılma niyeti üzerindeki etkisinin incelenmesi

Abstract

The purpose of the research is to analyze the effect of organizational trust extent and organizational commitment extent on the intention to quit. In this research, it was determined whether the variables of the workers, organizational trust, organizational commitment and the intention to quit show a change depending on various personal qualifications (like age, gender, marital status, educational status, positional status, duty, employment time in the hospital, employment time in the position) or not. The population of the research is composed of officers and the administrative personnel who work through service outsourcing between 23.02.2015-11.03.2015 in Ankara Training and Research Hospital. The population of the research consists of 748 workers. Sampling wasn't performed and all the population tried to be reached. Among the 470 questionnaires, 9 was excluded of the research scope due to incomplete and wrong filling and 461 questionnaires were included in the scope of the research. In the research, it was determined that the level of affective commitment and continuance commitment of the married workers is higher than the single ones. While the levels of cognitive trust and affective commitment of the officer workers in the hospital are higher than the procurement personnel's; the level of continuance commitment of the procurement personnel is higher than the officers'. Besides, it was determined that the older the workers are, the higher the levels of affective commitment and continuance commitment are; and the less the intention to quit is. In the research, it was figured out that the levels of cognitive trust of the officers graduated from higher education and the levels of continuance commitment of the workers graduated from the primary education are higher. It was determined that, the levels of affective commitment of the security personnel in the hospital are the lowest among the other workers, and their levels to quit are higher than all other workers excluding the cleaning personnel. It was determined that the cleaning personnel have higher levels of continuance commitment than all other workers excluding the IT personnel. Also, the intention to quit of the cleaning personnel is higher than the data preparation control operators. It was figured out that the level of normative commitment of the patient guidance personnel is higher than the security personnel. It was determined that cognitive trust levels of the workers working for 0-4 years in the hospital are higher than the workers working 5-9 and 10-31 years; their intention to quit levels are lower than the workers working for 5-9 years. Also, cognitive trust and normative commitment levels of the workers working for 0-4 years in their positions in the hospital are higher than the workers working for 5-9 and 10-31 years; their intention to quit levels are lower than the workers working for 5-9 years. It was determined that cognitive trust levels of the workers whose income is between 900-1000 TL are lower than the ones earning between 1501-3000 TL; their affective commitment levels are lower than the ones whose income is between 1000-1500 TL and 1501-3000 TL. It was also determined that the levels of continuance commitment of the ones whose income is between 1001-1500 TL are higher than the ones whose income is between 900-1000 TL and 1501-3000 TL. Also, it was set that the intention to quit of the ones whose income is between 900-1000 TL is higher than the ones whose income is between 1501-3000 TL. As a result of the regression analysis made for all the participants in the research, it was determined that normative commitment in the rate of 9,3%, cognitive trust in the rate of 3,2% and affective commitment in the rate of 1,8% account for the intention to quit. It was seen that there is a negative relation between normative commitment and cognitive trust and the intention to quit; and a positive relation between affective trust and the intention to quit. As a result of the regression analysis made for the officers participated in the research, it was determined that cognitive trust in the rate of 11,9%, affective commitment in the rate of 10% and total organizational trust in the rate of 4% account for the intention to quit. It was seen that there is a negative relation between cognitive trust and the intention to quit; and a positive relation between affective commitment and total organizational trust and the intention to quit. As a result of the regression analysis made for the procurement personnel participated in the research, it was determined that normative commitment in the rate of 12,2 %, cognitive trust in the rate of 1,5 % and total organizational trust in the rate of 1,7% account for the intention to quit. It was seen that there is a negative relation between normative commitment and cognitive trust and the intention to quit; and a positive relation between total organizational trust and the intention to quit.