The influence of organizational culture on turnover intention, through authenticity and emotional exhaustion
Autor(a) principal: | |
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Data de Publicação: | 2017 |
Tipo de documento: | Dissertação |
Idioma: | eng |
Título da fonte: | Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
Texto Completo: | http://hdl.handle.net/10362/28238 |
Resumo: | The aim of this research is to test whether two types of perceived organizational culture (i.e. hierarchical and market) are related to authenticity at work and emotional exhaustion, and whether organizational culture influences turnover intention, through authenticity and emotional exhaustion. The sample of this experimental study included 388 respondents. Independent t-tests and a bootstrapping analysis were performed to test the hypotheses. Results show that rigid and control-oriented organizational cultures inhibit authenticity and stimulate emotional exhaustion. Authenticity and emotional exhaustion mediate the relationship between organizational culture and turnover intention. The present study contributes to literature as it explores the impact of the organizational environment on the expression of authenticity (Roberts et al., 2009) and emotional exhaustion (Maslach et al., 2001). Furthermore, it expands literature on the work environment related antecedents of turnover intention (Chang et al., 2013). |
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The influence of organizational culture on turnover intention, through authenticity and emotional exhaustionAuthenticityEmotional exhaustionOrganizationalCultureTurnover IntentionDomínio/Área Científica::Ciências Sociais::Economia e GestãoThe aim of this research is to test whether two types of perceived organizational culture (i.e. hierarchical and market) are related to authenticity at work and emotional exhaustion, and whether organizational culture influences turnover intention, through authenticity and emotional exhaustion. The sample of this experimental study included 388 respondents. Independent t-tests and a bootstrapping analysis were performed to test the hypotheses. Results show that rigid and control-oriented organizational cultures inhibit authenticity and stimulate emotional exhaustion. Authenticity and emotional exhaustion mediate the relationship between organizational culture and turnover intention. The present study contributes to literature as it explores the impact of the organizational environment on the expression of authenticity (Roberts et al., 2009) and emotional exhaustion (Maslach et al., 2001). Furthermore, it expands literature on the work environment related antecedents of turnover intention (Chang et al., 2013).Story, JoanaRUNMartins, Alexandra Jorge2018-01-15T14:29:10Z2017-06-302017-06-30T00:00:00Zinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/masterThesisapplication/pdfhttp://hdl.handle.net/10362/28238TID:201752905enginfo:eu-repo/semantics/openAccessreponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãoinstacron:RCAAP2024-03-11T04:15:05Zoai:run.unl.pt:10362/28238Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-20T03:28:53.764842Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãofalse |
dc.title.none.fl_str_mv |
The influence of organizational culture on turnover intention, through authenticity and emotional exhaustion |
title |
The influence of organizational culture on turnover intention, through authenticity and emotional exhaustion |
spellingShingle |
The influence of organizational culture on turnover intention, through authenticity and emotional exhaustion Martins, Alexandra Jorge Authenticity Emotional exhaustion Organizational Culture Turnover Intention Domínio/Área Científica::Ciências Sociais::Economia e Gestão |
title_short |
The influence of organizational culture on turnover intention, through authenticity and emotional exhaustion |
title_full |
The influence of organizational culture on turnover intention, through authenticity and emotional exhaustion |
title_fullStr |
The influence of organizational culture on turnover intention, through authenticity and emotional exhaustion |
title_full_unstemmed |
The influence of organizational culture on turnover intention, through authenticity and emotional exhaustion |
title_sort |
The influence of organizational culture on turnover intention, through authenticity and emotional exhaustion |
author |
Martins, Alexandra Jorge |
author_facet |
Martins, Alexandra Jorge |
author_role |
author |
dc.contributor.none.fl_str_mv |
Story, Joana RUN |
dc.contributor.author.fl_str_mv |
Martins, Alexandra Jorge |
dc.subject.por.fl_str_mv |
Authenticity Emotional exhaustion Organizational Culture Turnover Intention Domínio/Área Científica::Ciências Sociais::Economia e Gestão |
topic |
Authenticity Emotional exhaustion Organizational Culture Turnover Intention Domínio/Área Científica::Ciências Sociais::Economia e Gestão |
description |
The aim of this research is to test whether two types of perceived organizational culture (i.e. hierarchical and market) are related to authenticity at work and emotional exhaustion, and whether organizational culture influences turnover intention, through authenticity and emotional exhaustion. The sample of this experimental study included 388 respondents. Independent t-tests and a bootstrapping analysis were performed to test the hypotheses. Results show that rigid and control-oriented organizational cultures inhibit authenticity and stimulate emotional exhaustion. Authenticity and emotional exhaustion mediate the relationship between organizational culture and turnover intention. The present study contributes to literature as it explores the impact of the organizational environment on the expression of authenticity (Roberts et al., 2009) and emotional exhaustion (Maslach et al., 2001). Furthermore, it expands literature on the work environment related antecedents of turnover intention (Chang et al., 2013). |
publishDate |
2017 |
dc.date.none.fl_str_mv |
2017-06-30 2017-06-30T00:00:00Z 2018-01-15T14:29:10Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/masterThesis |
format |
masterThesis |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
http://hdl.handle.net/10362/28238 TID:201752905 |
url |
http://hdl.handle.net/10362/28238 |
identifier_str_mv |
TID:201752905 |
dc.language.iso.fl_str_mv |
eng |
language |
eng |
dc.rights.driver.fl_str_mv |
info:eu-repo/semantics/openAccess |
eu_rights_str_mv |
openAccess |
dc.format.none.fl_str_mv |
application/pdf |
dc.source.none.fl_str_mv |
reponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação instacron:RCAAP |
instname_str |
Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
instacron_str |
RCAAP |
institution |
RCAAP |
reponame_str |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
collection |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
repository.name.fl_str_mv |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
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1799137914159890432 |