THE EFFECT OF AGE ON ORGANIZATIONAL IDENTIFICATION AND TURNOVER INTENTION: A MULTI-GROUP ANALYSIS

Employment in the manufacturing industry is critically important, especially in developing countries where workforce turnover significantly impacts the sustainability of employment. 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 individuals employed in the manufacturing sector and residing 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 differences. These results offer a clearer understanding of age-related variations 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 workforce turnover. Also, this research contributes to the literature by highlighting the role of age in turnover intentions.