Date of Conferral
Doctor of Business Administration (D.B.A.)
As global competition has increased and organizations have become more competitive, a reliance on knowledge workers for innovation, initiative, and commitment is necessary. Having the ability to predict personnel intent to leave (ITL) provides business leaders the opportunity to reduce turnover and retain institutional knowledge. In the current study, a structural equation model was used to examine the degree to which organizational trust and commitment, as correlated variables, predicted ITL. Organizational citizenship behavior, social exchange, and organizational commitment theories formed the theoretical basis for the study. Data were gathered using online surveys from 423 participants at 5 financial institutions located in the southeastern United States. The 3 merged surveys---organizational trust index, affective organizational commitment scale, and intent to leave survey---had strong psychometric properties. Results from the analysis produced a structural equation model and measurement model with strong fit indices that provided a significant means of estimating ITL. These results may have applicability for financial institutions to predict employee turnover (as measured by ITL). Early implementation of interventions by management will improve the retention of key talent through focus on organizational commitment and trust. Such interventions could, in turn, facilitate even broader social change through more open and honest human resource practices that exhibit enhanced concern for employee well-being.
Sinclair, Melvin, Jr., "The Influence of Trust and Affective Organizational Commitment on Intent to Leave" (2011). Walden Dissertations and Doctoral Studies. 1050.