The Mediating Effect of Organizational Identification on Shared Identities and Turnover Intention in Large Companies

This study sets the foundation for a relational investigation of the relationship between shared identification (shared experiences and shared characteristics) and the turnover intentions of employees from large organizations, mediated by the construct of organizational identification. The research aimed to highlight which shared identification style is most important for the reduction of turnover in large corporations. Participants answered a questionnaire that consisted of forty-nine items: six items that measured shared experiences, four items that measured shared characteristics, twenty-five items that measured organizational identification, six items that measured turnover intention, and eight items that measured demographic variables. Through a mediation regression analysis, with bias-corrected bootstrapping, performing one thousand replications, the study found that the indirect effects of shared experiences as well as shared characteristics were significantly and fully mediated by organizational identification in association with lower turnover intentions. Shared identities, however, had no significant direct or total association with turnover intent. The most important shared identity to large organizations is shared experiences. The study sample predominantly consisted of one racial group, so the findings should be interpreted with caution to generalizability.