Exploring the Moderating Role of Perceived Supervisorsupport in the Effect of Employees’ Workplace Lonelinesson Intention to Quit From the SDGS Perspective

Abstract

Objective: The main purpose of this study is to investigate the moderating role of perceived supervisor support in the effect of workplace loneliness on intention to quit.   Theoretical Framework: The underpinning theories of this study is organizational support theory (OST) and social exchange theory (SET). This study focuses on decent work and economic growth goal, one of the Social Development Goals (SDGs), as it contains examining if the different work conditions due to the COVID 19 pandemic may cause different attitudes and behaviors.   Method: This study employs a survey technique, one of the quantitative research methods, on 200 employees working for a cruise tourism company. The collected data were analyzed using SPSS and SmartPLS statistical programs.   Results and Discussion: As a result of the findings, it was found that emotional deprivation has no effect on employees’ intention to quit while the lack of social companionship has positive and significant effect on intention to quit. In addition, it was determined that perceived supervisor support has a moderating effect on the association between emotional deprivation and intention to quit whereas no moderating role of perceived supervisor support on the relationship between lack of social companionship and intention to quit was found.   Originality/Value: This study contributes to the literature by testing the theories of OST and SET in terms of diferent sectoral characteristics in the business world. Questioning the theories of organizational support and social exchange widens the scope of related literature. While enriching the existing literature by conducting such a research, a new explanation has been provided for the associations between variables.