Abstract
This research explores an individual's trust in his or her organization and an individual's perceptions of the level of organizational trust he or she receives as potential moderators of the relationship between burnout and intentions to quit. Reciprocal trust, as defined by high levels of both individual and perceived organizational trust, was also examined as a potential moderator. Research was conducted in partnership with a regional consulting firm. Survey data was collected through MechanicalTurk. A total of 2,922 participants from eighteen business sectors across the United States and Canada were represented. Level of trust was shown to significantly impact intentions to quit as well as burnout. An individual's trust in his or her organization and perceived organizational trust both moderated the relationship between exhaustion and intentions to quit. Reciprocal trust moderated the relationship between disengagement and intentions to quit. Limitations and future directions are discussed.
Advisor
Lisa M. Perez
Committee Member
Andrea Lassiter
Committee Member
Jeffrey M. Ford
Date of Degree
2015
Language
english
Document Type
Thesis
Degree
Master of Arts (MA)
Department
Psychology
College
Social and Behavioral Sciences
Recommended Citation
Trussell, G. (2015). Organizational Trust As a Moderator of the Relationship between Burnout and Intentions to Quit [Master’s thesis, Minnesota State University, Mankato]. Cornerstone: A Collection of Scholarly and Creative Works for Minnesota State University, Mankato. https://cornerstone.lib.mnsu.edu/etds/391/
Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License
Included in
Human Resources Management Commons, Industrial and Organizational Psychology Commons, Organizational Behavior and Theory Commons
Rights Statement
