Author

Ho Wong

Year of Award

11-26-2020

Degree Type

Thesis

Degree Name

Professional Doctorate

Department

Department of Management

Principal Supervisor

Huang, Guohua Emily

Keywords

Labor turnover ; Communication in organizations ; Organizational sociology

Language

English

Abstract

Empirical studies have shown that employees' trust in their direct supervisors has a negative correlation with voluntary employee turnover. This thesis examines this effect among new managers in organizations. I propose a model in which trust in direct supervisors influences new managers' turnover intention during the organizational socialization period. Drawing on attachment theory and person-environment correspondence theory, I predict that job insecurity and person-organization fit are the key mechanisms through which cognition-based and affect-based trust in supervisors affect new managers' voluntary turnover. A three-phase longitudinal quantitative research is proposed to test the research model. The results from 162 participants in Hong Kong support the model, showing that job insecurity and person-organization fit mediate the relationship between trust in supervisors and turnover intention. In addition, the organizational socialization period and middle manager stage moderate the relationship between trust in supervisors and person-organization fit. The implications of the findings for future research and management practice are also discussed

Comments

Principal supervisor: Dr. Huang Guohua Emily (Hong Kong Baptist University) ; Thesis submitted to the Department of Management

Bibliography

Includes bibliographical references (pages 98-131)



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