Conceptual Valuation of Intention to Leave in Organizational Psychology

The prevalence and the weight of the resources possessed within the economic system in the development of the organization has changed every period. The performance of human resources, which has become the most important factor of today's organizations, is vital for organizational productivity. Organizations are strong cultural structures that emerge from situations such as desire, wishes, expectation, hope, endurance, optimism and self-sufficiency. Organizational staff tendencies and behaviors shape organizational performance, efficiency, efficiency and success. Employee tendencies that can be perceived in this way will ensure that the strategies and practices required for organizational success are timely and effective. Managers who want to maintain sustainability of the organization should first analyze their desires, desires and expectations well. Employee tendencies that can be perceived in this way will ensure that the strategies and practices required for organizational success are timely and effective. When an increase in the intention to leave organization is observed, the personal, organizational and environmental factors behind this situation should be analyzed and necessary measures should be taken. Otherwise, the organization will have to deal with rapid staff turnover and the costs and performance losses it caused. Intention to leave work in organizations is an important factor influencing the strategies and practices to be determined. In this study, the evaluation of the intention to leave the work in the level of organizational behavior, the reasons for this intention, the importance it carries for the organization and the suggestions on what can be done to eliminate this intention are mentioned. The importance about the intention to leave of employees as determinative power in organizations' sustainability, productivity and performance was tried to be shown through the theoretical examinations made. It was aimed to draw attention to the diversity of psychological, sociological and economic variables that might be relevant for managers, organizations and researchers. Again, it has been tried to put forward that classification of these diversities under certain groupings (personal, organizational, internal, external) would facilitate the learning and analysis of the subject.