Dissertation
The war on loyalty: how justice and trust influence employee engagement and voluntary turnover
Doctor of Business Administration (D.B.A.), Drexel University
Mar 2024
DOI:
https://doi.org/10.17918/00001939
Abstract
Turnover is costly to organizations and employee engagement is one metric that positively influences organizational performance. Turnover and Engagement have been extensively researched however, this study focuses on the impact of Justice Theory, Trust, and Distrust as it relates to Turnover Intentions and Engagement. We conducted a survey of 318 IT Professionals to explore Interpersonal Justice, Informational Justice, Distributive Justice, and Procedural Justice with the frame of your last Merit Increase as that is a memorable event for employees. We wanted to explore the impact of fairness. We also explored Trust in Leader, Distrust in Leader, and Distrust in Team to understand the influence on Turnover Intentions and Engagement. We found Turnover Intention is reduced by Pay Satisfaction and Engagement, but increased by Distrust in Leader, Distrust in Team, Emotional Instability and Procedural Justice. We found that Engagement was positively influenced by Informational Interpersonal Justice-Trust, Pay Satisfaction, Distrust in Leader, and Agreeableness and negatively influenced by Emotional Instability, Turnover Intention, and Individual Contributor. Distrust in Leader being positively correlated to Engagement, which was a surprise finding to us.
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Details
- Title
- The war on loyalty
- Creators
- Nathaniel DeShawn Clavon
- Contributors
- David Gefen (Advisor)
- Awarding Institution
- Drexel University
- Degree Awarded
- Doctor of Business Administration (D.B.A.)
- Publisher
- Drexel University; Philadelphia, Pennsylvania
- Number of pages
- iii, 143 pages
- Resource Type
- Dissertation
- Language
- English
- Academic Unit
- Bennett S. LeBow College of Business; Drexel University
- Other Identifier
- 991021867512404721