THE EFFECTS OF ORGANIZATIONAL TRUST ON TURNOVER INTENTION

Today where global competition, rapid and continuous change are being experienced, it has become more difficult for enterprises to improve in production and management process, to increase efficiency and quality, to reduce costs, to move fast, to renew technology, to achieve flexible structure and to succeed by achieving superiority in the competition against its like. These efforts which seek to increase operational efficiency are necessary in order to provide competitive advantage today but insufficient. In order to provide and maintain competitive advantage, it is also necessary to make innovation, to make difference, or to use available resources-technology-knowledge in a way that will make a difference and produce new values. It is the human resources that will produce new values, make a difference and implement the strategies for the matter. However, the signs of negativity in human resources, such as high cost of human resources, labour turnover, job dissatisfaction, a decrease in performance-efficiency-quality-motivation, absenteeism are also factors that directly affect the performance of enterprises. Therefore, what enterprises have to use to accomplish their objectives is the human resources that are the source of providing a competitive advantage. In order for the human resources to create value, it is required to determine and prepare the resources in line with the strategies of the enterprise, to focus on the applications, programs, approaches that provide the development, uncovering of its potential, utilization, motivation, resolution of problems, effective use, production of new values, retention, loyalty, satisfaction, and so on. The purpose of the study is to examine the impact of organizational trust on turnover intention. In the study carried out for this purpose, trust scale and turnover intention scale have been used. 228 people working in private sector in Istanbul have participated in the study. According to the findings obtained from the analysis of the data, organizational trust significantly affects turnover intention. In other words, 18% of the change upon the turnover intention can be explained by the organizational trust (R-2=0.18).