Organizational-Based Self-Esteem and Organizational Identification as Predictors of Turnover Intention: Mediating Role of Organizational Trust

Purpose- This study aimed to examine the predictive role of organizational-based self-esteem and organizational identification on turnover intention while also studying mediating effect trust among employees across five organizations. Design/Methodology- utilized cross-sectional research design quantitative approach for data collection. The sample comprises 131 drawn from organizations with a mean age 33.15 years (SD, 7.97). Standardized instruments (questionnaires) were used IBM-SPSS Statistics Hayes PROCESS macro (model 4) was testing hypotheses conducting mediational analysis. Findings- results revealed significant negative relationship between (β= -.33, p < .01), (β=-.29, .01). Organizational found mediate both relationships. Practical Implications- this highlight importance self-esteem, in reducing intention. recommends that keep organization, human resources management (HRM) needs foster trust, build practice will promote attachment, enhance organization employees.