High levels of labor turnover are considered signals of poor management for organizations. The departure of qualified employees may result in great losses in organizational terms. This research aimed to examine the relationships between turnover intention, work alienation, and loneliness. Research data were collected using surveys from 440 aviation company employees, and convenience sampling was used for participant selection. The survey included UCLA Loneliness Scale, Work Alienation Scale, and Turnover Intention Scale. The research revealed that turnover intention had an effect on loneliness and this effect of turnover intention on loneliness was fully mediated by work alienation. Accordingly, work alienation fully mediates the relationship between turnover intention and loneliness. The analyses indicate that organizations, especially in the aviation industry, should pay attention to psychological factors such as loneliness and work alienation that drive qualified employees to quit their jobs. This research contributed to the relevant literature by pointing out organizational behavior concepts that may lead to unexpected labor loss and thereby inefficiency.

No abstract

to quit employees in the airways of the two main competing business models of the aviation industry, Low Cost Airlines (LCC) and Full Service Airlines (Full Service Carrier-FSC) were analyzed comparatively. Method: Socio-demographic information form, organizational identification scale, emotional labor scale and intention to quit scale were used in the study. In this cross-sectional study, 350 cockpit and cabin employees participated in the survey and analyzed their data. Confirmatory factor analyzes, validity reliability analyzes, correlation and regression analyzes were performed for the scales used in the study. Results: Significant relationships were found between employees' emotional labor, intention to quit and organizational identification. According to the results of the research, both Full Cost Airline, Low Cost Airline and Surface Acting (SA) of all employees were positively oriented, Organizational Identification (OI) variable was negative (β =-. 509; p). <0.05). Surface Acting (SA) and Organizational Identification (OI) variables were found to be significant (ΔR2).

The aim of this study is to analyze the employees of the low cost carriers (LCC) and Full Service Carriers (FSC) personal traits, organizational indentification and Turnover. The research data were collected by the Personality Traits Scale and Turnover Scale. The sample consisted of 175 working in the LCC business model and 175 working in the FSC business model. The models obtained by the path analysis for the research variables were statistically tested and fit indices were investigated for each model. It was determined that the Organizational Identification (OI) has a full mediating effect on the relationship between the Emotinonal Stability (ES) and the Turnover (TO) in the LCC business model. In the same way, employees working in the full service airline business model; In the effect of ES variable on TO variable, OI variable was determined to have full mediating effect. When structural equation model is applied to the data obtained from all partipicipants, it is determined that the OI variable has a partial mediating effect on the effect of the Conscientiousness (C) on the TO. It can be thought that the research findings will contribute to airline human resources professionals and researchers in strategic planning.

The aim of this study is to examine the relationship between the low cost carrier (LCC) and Full Service Carrier (FSC) airways cabin and cockpit employees, which are the two main competitive airline business models and the relationship between organizational identification and turnover and determining the differences between the business models.In order to reach the aim of the study, a research questionnaire was designed by using the scales that determine the intentions of personality characteristics, organizational identification and intention to quit in the related literature. The sample of the study was determined by easy sampling method. Data were collected through scales from 350 volunteer flight personnel, 175 working in the LCC business model and 175 working in the FSC business model. The models obtained by the path analysis for the research variables were statistically tested and fit indices were investigated for each model. It is determined that the Organizational Identification (OI) variable has a full mediating effect on the relationship between the Emotinonal Stability (ES) variable and the Turnover (TO) variable in the LCC business model. In the same way, employees working in the full service airline business model; In the effect of ES variable on TO variable, OI variable was determined to have full mediating effect. When structural equation model is applied to the data obtained from low cost and full service business employees, it is determined that the OI variable has a partial mediating effect on the effect of the Conscientiousness (C) variable on the TO variable. According to the findings, it provides data especially for managers and human resources professionals to adopt or develop approaches that can change the effects of these research variables.