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The influence of organizational culture on turnover intention, through authenticity and emotional exhaustion
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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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Authenticity Emotional exhaustion Organizational Culture Turnover Intention