THE EFFECT OF RELATION BETWEEN PERCEIVED STRESS AND WORK ENGAGEMENT ON DECISION TO LEAVE THE JOB IN AIRLINE PASSENGER TRANSPORT INDUSTRY

Abstract

In this study, the level of stress perception of flight personnel working in a private airline company and the link between this perceived stress and job integration were examined and the impact of this relationship on the resigning decision were investigated. The study conducted a questionnaire between April and August 2018 and used previously proven scales of reliability and validity. For perceived stress, the 14 - point scale developed by Cohen, Kamarck and Mermelstein (1983) to measure the concept of work engagement, and the Uwes-Utrecht work engagement global scale which was developed by Schaufeli and Bakker (2003), to measure the intention of quitting developed by Cammann et al. (1983) translated into Turkish by Mimaroglu (2008) 3-item intention to leave work scale was used. As a result of the factor analysis of the perceived stress scale, three factors called stress, coping and control were detected. As a result of the factor analysis of the work engagement scale, two factors were identified by the name of well-being and commitment-concentration. The intention to leave the job consists of one dimension. The results of stepwise regression analysis to test the effect of perceived stress on the intention to quit work, detected the stress and control factors impact on the intention to quit work. Also, as a result of stepwise regression analysis on the effect of work engagement on the intention to leave work, it was detected that the commitment-concentration factor had an effect on the intention to leave work. The results obtained in this direction and the studies in the literature support each other.