Research conducted on the variations of employee trust, employee’s confidence in grievance procedures, and employee’s intentions to quit has produced knowledge and opportunities for further research. This study utilized social exchange theory in a quantitative study to examine two research questions. The first asked to what extent does the level of trust for the human resource office influence the intention to quit in some employees? The second question asked to what extent is the level of trust between employees and human resource offices moderated by human resource grievance procedures? The study was limited to the finance and financial services industry. The results provided understanding into the specific human resource activity of grievance procedures. Further, the results showed that the human resource activity of grievance procedures had no discerning effect on either the level of trust in the human resource office or the employee’s intent to quit. The results that the level of trust in the human resource offices influenced the employee’s intent to quit was continuing for academia. Finally, the results showed that more empirical studies are needed in order for organizations to discover why trust in human resource offices, human resource grievance procedures, and the employee’s intent to quit are disconnected.
|Adviser||Adrienne A. Isakovic|
|Subjects||Business administration; Management; Labor relations; Organizational behavior|
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