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Defining who you are not: The roles of moral dirtiness and occupational and organizational disidentification in affecting casino employee turnover intention

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  • Lai, Jennifer Y.M.
  • Chan, K.W.
  • Lam, Long W.

Abstract

Based on social identity and cognitive dissonance theories, this study examines the roles that occupational and organizational disidentification play in the relationship between perceived moral dirtiness and intention to quit in a sample of 152 casino dealers. The results indicate that the more casino dealers perceive their work to be morally dirty, the higher their levels of occupational and organizational disidentification. Analyses further show that both types of disidentification are positively related to turnover intention. Moreover, occupational status weakens the relationship between occupational disidentification and intention to quit, whereas perceived organizational support alleviates the negative impact that organizational disidentification has on intention to quit. This paper concludes with implications of these findings and directions for future research.

Suggested Citation

  • Lai, Jennifer Y.M. & Chan, K.W. & Lam, Long W., 2013. "Defining who you are not: The roles of moral dirtiness and occupational and organizational disidentification in affecting casino employee turnover intention," Journal of Business Research, Elsevier, vol. 66(9), pages 1659-1666.
    • Handle: RePEc:eee:jbrese:v:66:y:2013:i:9:p:1659-1666
    DOI: 10.1016/j.jbusres.2012.12.012
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    References listed on IDEAS

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    1. Lam, Long W & Lau, Dora C, 2008. "Work climate and customer satisfaction: The role of trust in the retail context," Journal of Management & Organization, Cambridge University Press, vol. 14(2), pages 141-154, May.
    2. Glen E. Kreiner & Blake E. Ashforth & David M. Sluss, 2006. "Identity Dynamics in Occupational Dirty Work: Integrating Social Identity and System Justification Perspectives," Organization Science, INFORMS, vol. 17(5), pages 619-636, October.
    3. Witt, L. Alan, 1993. "Reactions to work assignment as predictors of organizational commitment: The moderating effect of occupational identification," Journal of Business Research, Elsevier, vol. 26(1), pages 17-30, January.
    4. Esther Roca, 2010. "The Exercise of Moral Imagination in Stigmatized Work Groups," Journal of Business Ethics, Springer, vol. 96(1), pages 135-147, September.
    5. Kimberly D. Elsbach & C. B. Bhattacharya, 2001. "Defining Who You Are By What You're Not: Organizational Disidentification and The National Rifle Association," Organization Science, INFORMS, vol. 12(4), pages 393-413, August.
    6. Riggle, Robert J. & Edmondson, Diane R. & Hansen, John D., 2009. "A meta-analysis of the relationship between perceived organizational support and job outcomes: 20 years of research," Journal of Business Research, Elsevier, vol. 62(10), pages 1027-1030, October.
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    Cited by:

    1. Li, Jun (Justin) & Kim, Woo Gon & Zhao, Xinyuan (Roy), 2017. "Multilevel model of management support and casino employee turnover intention," Tourism Management, Elsevier, vol. 59(C), pages 193-204.
    2. Zhang, Guanglei & Wang, Huaying & Li, Mingze, 2023. "“A Little Thanks Changes My World”: When and why dirty work employees feel meaningfulness at work," Journal of Business Research, Elsevier, vol. 163(C).

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