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

First Committee Member

Andrea Lassiter

Second 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

Creative Commons License

Creative Commons Attribution-Noncommercial 4.0 License
This work is licensed under a Creative Commons Attribution-Noncommercial 4.0 License

 
 

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