LİDER ÜYE ETKİLEŞİMİ İLE İŞTEN AYRILMA NİYETİ İLİŞKİSİNDE KARŞILANMAYAN PSİKOLOJİK İHTİYAÇLARIN DÜZENLEYİCİLİK ETKİSİ
UNSATISFIED BASIC PSYCHOLOGICAL NEEDS ON THE RELATIONSHIP BETWEEN LEADER-MEMBER EXCHANGE AND TURNOVER INTENTION

Summary/Abstract: This study investigates the relationship between leader–member exchange (LMX) and employees’ turnover intention, with a particular focus on the role of basic psychological needs in this relationship. Drawing on Leader– Member Exchange, Social Exchange Resource, and Self-Determination Theory, the study adopts an integrative perspective to explain why employees develop intentions to leave their organizations. Data were obtained from a survey administered to 388 employees working in firms operating in the construction and transportation sectors, and the proposed relationships were tested using regression analyses. The findings reveal that among the resources shaping the exchange characteristics of leader–member exchange, the love and equipment resources impact on turnover intention. Leader-provided love is considered a fundamental social resource that strengthens subordinates’ perceptions of reciprocity within the framework of Social Exchange Resource Theory; the results indicate a negative association between love and turnover intention, providing empirical support for theoretical expectations while documenting a relational aspect that has rarely been directly measured. Moreover, the analysis indicated that the autonomy dimension of self-determination theory plays a moderating role in the relationship between status and turnover intention, while the relatedness dimension plays a moderating role in the relationship between money and turnover intention. The results are interpreted with reference to existing theoretical and empirical work.

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