Exit interviews are used by many organizations to uncover why employees leave. Though exit interviews have often been seen as invaluable by HR professionals due to lack of honesty and openness during the interview. Employees have several reasons to withhold honest information. The aim of this study was to examine if individuals perceive they can be more honest during an in-person or online exit interview. This study also perceived ability to be honest and if those factors influence organizational attraction and perceived organizational trust. Participants were 107 individuals recruited from Amazon’s Mechanical Turk. After reading a scenario which presents a neutral experience in an organization, and the occurrence of either an in-person or online exit interview, participants responded to survey items of perceived ability to be honest and anonymity, organizational attraction, and perceived organizational trust. Correlations revealed that the more employees believe they were able to be honest during their exit interview, the higher the organizational attraction was for the organization “they left.” All other hypotheses were not supported. Explanations for these findings are discussed as well as opportunities for additional research and possible limitations of the study are offered.
|Commitee:||Bartels, Lynn, Berkley, Robyn|
|School:||Southern Illinois University at Edwardsville|
|School Location:||United States -- Illinois|
|Source:||MAI 81/7(E), Masters Abstracts International|
|Subjects:||Psychology, Occupational psychology, Organizational behavior|
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