Keywords
interpersonal trust, organizational culture, hotel employee, turnover intention
Abstract
The aim of the present study was to understand the influence of interpersonal trust and organizational culture on employees’ turnover intention. The data of the study were collected from 252 hotel employees in Turkey. Study results showed that both affective trust and cognitive trust were negatively related to hotel employees’ turnover intention. Furthermore, clan organizational culture, adhocracy organizational culture, and market organizational culture were also negatively related to turnover intention of hotel employees. However, the results indicate that hierarchy organizational culture does not have a significant impact on hotel employees’ turnover intention. The findings provide valuable theoretical and practical implications and suggestions for future research.
Publication Date
6-1-2014
Original Citation
Ozturk, B. A., Hancer, M. & Wang, C. Y. (2014). Interpersonal trust, organizational culture and turnover intention in hotels: A cross level perspective. Tourism Analysis, 19(2), 139-150.
DOI
10.3727/108354214X13963557455522
Number of Pages
139-150
Document Type
Paper
Language
English
Source Title
Tourism Analysis
Volume
19
Issue
2
Copyright Status
Publisher retained
Publication Version
Publisher's version
Copyright Date
2014
College
Rosen College of Hospitality Management
Location
Rosen College of Hospitality Management
STARS Citation
Ozturk, Ahmet; Hancer, Murat; and Wang, Yao-Chin, "Interpersonal Trust, Organizational Culture and Turnover Intention in Hotels: A Cross Level perspective" (2014). Rosen Faculty Scholarship and Creative Works. 217.
https://stars.library.ucf.edu/rosenscholar/217