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.
Lisa M. Perez
Jeffrey M. Ford
Date of Degree
Master of Arts (MA)
Social and Behavioral Sciences
Trussell, Glenn, "Organizational Trust As a Moderator of the Relationship between Burnout and Intentions to Quit" (2015). All Theses, Dissertations, and Other Capstone Projects. 391.
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