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The Effect of Top Management Trustworthiness on Turnover Intentions via Negative Emotions: The Moderating Role of Gender

Author

Listed:
  • Sophie Mölders

    (Technical University of Munich)

  • Prisca Brosi

    (Technical University of Munich)

  • Matthias Spörrle

    (University Seeburg Castle (USC)
    University of Applied Management (UAM))

  • Isabell M. Welpe

    (Technical University of Munich
    Bavarian State Institute for Higher Education Research and Planning)

Abstract

Based on a field study (N = 303), this paper explores the differential role that perceived top management trustworthiness has on female and male employees’ negative emotions and turnover intentions in organizations. A theoretical model is established that explicates a negative indirect effect of perceived top management trustworthiness on employee turnover intentions through employee negative emotions. The results reveal that there is a negative relationship between perceived top management trustworthiness and employee negative emotions and resulting turnover intentions and that this effect is stronger for female employees than for male employees. These results demonstrate the pivotal role played by top management trustworthiness, provide an explanation for the turnover gender gap, and highlight the subjectivity in reactions to trustworthiness perceptions. The implications for organizations are discussed in line with the need for top management to positively influence employees and particularly women, to retain them in their workforce.

Suggested Citation

  • Sophie Mölders & Prisca Brosi & Matthias Spörrle & Isabell M. Welpe, 2019. "The Effect of Top Management Trustworthiness on Turnover Intentions via Negative Emotions: The Moderating Role of Gender," Journal of Business Ethics, Springer, vol. 156(4), pages 957-969, June.
    • Handle: RePEc:kap:jbuset:v:156:y:2019:i:4:d:10.1007_s10551-017-3600-9
    DOI: 10.1007/s10551-017-3600-9
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    References listed on IDEAS

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