The concepts that examine the relationship between the organization have become questionable again with the changing dynamics of business life. With no doubt, the most affected by these changes is the human being, one of the essential resources for the sustainability of organizational life. The attitudes and behaviors of employees who strive to achieve organizational goals together with other people in the organization are distinctive in determining the performance. The fair distribution of resources within the organization is effective in determining the attitudes and behaviors of people in organizational life. The perception of difference made to the employee in organizational life will be determinant in the bond that the employee will establish with the organization. The stronger the bond, the stronger the harmony between the employee and the organization. Organizational identification is one of the concepts that has been frequently emphasized recently regarding the attitudes and behaviors of employees. Organizational identification is the formation of a sense of unity towards the organization in the employees by the harmony of the personal values of the employees with the organizational values. Perceived organizational obstacle can be explained as situations that do not serve the goals of the organization and create visible negativities in the culture, structure and activities of the organization. The organizational behavior literature has revealed with many different studies that the perceived organizational obstacle is closely related to the emotional processes of the employees towards their organizations. The organizational behavior literature has revealed with many different studies that the perceived organizational obstacle is closely related to the emotional processes of the employees towards their organizations. In this context, it is thought that it is important to reveal the relationship between job stress, which has an effect on the development and change of employees' emotional processes, and organizational obstacle and organizational identification within the scope of a model. The main purpose of this study is to examine the relationships between job stress, perceived organizational obstacle and organizational identification. These relationships between the variables have also been tried to be explained within the framework of gender differences, which have an important place in organizational life. These effects were investigated with the help of established models and hypotheses. The hypotheses were tested with the data collected from 453 employees in the public and private sectors by the survey. According to the results obtained, it was found that gender differences had an effect on job stress, perceived organizational obstacle and organizational identification. The results obtained are discussed in detail within the scope of gender and sector differences.
Job stress, perceived organizational obstacle, organizational identification, gender