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Moderating Effects of Turnover Inten...

Staab, Thomas Russell.

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Moderating Effects of Turnover Intent upon Organizational Trust and Organizational Identification as Predictors of Organizational Commitment: A Generational Analysis of Millennial Behavior.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Moderating Effects of Turnover Intent upon Organizational Trust and Organizational Identification as Predictors of Organizational Commitment: A Generational Analysis of Millennial Behavior./
作者:	Staab, Thomas Russell.
出版者:	Ann Arbor : ProQuest Dissertations & Theses, : 2019,
面頁冊數:	277 p.
附註:	Source: Dissertations Abstracts International, Volume: 81-04, Section: B.
Contained By:	Dissertations Abstracts International81-04B.
標題:	Organizational behavior. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=22622579
ISBN:	9781687985033

Moderating Effects of Turnover Intent upon Organizational Trust and Organizational Identification as Predictors of Organizational Commitment: A Generational Analysis of Millennial Behavior.
Staab, Thomas Russell.

Moderating Effects of Turnover Intent upon Organizational Trust and Organizational Identification as Predictors of Organizational Commitment: A Generational Analysis of Millennial Behavior. - Ann Arbor : ProQuest Dissertations & Theses, 2019 - 277 p.

Source: Dissertations Abstracts International, Volume: 81-04, Section: B.

Thesis (D.B.A.)--Saint Leo University, 2019.

This item must not be sold to any third party vendors.

The purpose of this research was to investigate the interaction effects of trust and identification as moderated by turnover intent upon commitment at the organizational level. Limited in scope to organizational trust and organizational identification as two measurements of effectiveness in organizational behavior, this quantitative study aimed to serve as an indicator of the future trend in the labor market of the employee temperament towards an organization. This research emphasizes the notion that job mobility is an important consideration for the younger generation of workers. Enhancing employee's organizational trust and identification to secure a sustainable interest in the corporation's goals is a rising concern prominent in organizational behavior planning and human resource development practice. Millennials exhibit a propensity to change jobs more frequently than any other generation. Three generations of cohorts including Baby Boomers, Generation X, and Millennials was targeted in a Likert style survey. The findings reveal both organizational trust and organizational identification are strong predictors of organizational commitment and only organizational trust is moderated by turnover intent. The study includes implications for organizational behavior planning and human resource development to help employees remain committed to the organization and promote its measurement of effectiveness.Keywords: Organizational Commitment, Organizational Trust, Organizational Identification, Turnover Intent, Generational Analysis of Millennials, Job Mobility.

ISBN: 9781687985033Subjects--Topical Terms:

516683
Organizational behavior.
Subjects--Index Terms:

Job Mobility

Moderating Effects of Turnover Intent upon Organizational Trust and Organizational Identification as Predictors of Organizational Commitment: A Generational Analysis of Millennial Behavior.
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