Abstract
Employment in the manufacturing industry is critical, especially in developing countries, where job turnover significantly impacts employment sustainability. While numerous studies have explored antecedents of turnover, this study focuses on the impact of organizational identification—how strongly employees align with their organization's values and goals—on turnover intentions. We specifically examine the moderating role of age in this relationship. Data were collected from 291 manufacturing employees in Adana province, Türkiye. Our findings reveal that organizational identification significantly influences turnover intentions, with age moderating this effect. Using multigroup analysis, we provide detailed insights into these variations. These results offer a clearer understanding of age-related differences in organizational identification and turnover intentions. The insights may also assist decision-makers, policymakers, and human resource managers in developing targeted strategies that consider age-related differences to effectively manage and reduce employee turnover.
Published Version
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