Why Do Middle Managers Leave? Middle Managers’ Trust in Supervisors and Turnover Intention

Abstract

This study focuses on the role of trust in supervisor in shaping middle managers’ turnover intention. We develop a theory-based model to explain that cognition-based trust in supervisor generates a sense of job security and affect-based trust generates a sense of fit in the organization which in turn decrease turnover intention, and such effect is stronger for middle managers than for employees at lower or higher levels. A three-phase longitudinal quantitative research is used to test the research model. The results from 162 participants in Hong Kong support most of the model, showing that job security and person–organization fit mediate the relationship between trust in supervisors and turnover intention. In addition, the affect-based trust in supervisors and person–organization fit relationship is stronger for middle managers. The implications of the findings for future research and management practice are discussed.