THE IMPACT OF TRUST IN SUPERVISOR ON TURNOVER INTENTION: ORGANIZATIONAL COMMITMENT AS A MEDIATING MECHANISM
Given employee turnover is still one of the most contemporary worldwide issues facing the hospitality industry, little research has been conducted to investigate the impact of a trusty supervisor on this issue. With a random sample of 448 hospitality employees working in Hurghada (an Egyptian tourist destination), the present study tries to investigate the effect of trust in supervisor and affective organizational commitment on hospitality employees' turnover intention, as well as, the mediating role of affective organizational commitment in the relationship between trust in supervisor and turnover intention. The findings of the structural equation modeling after ensuring the construct validity revealed that both trust on supervisor and affective organizational commitment have negative impacts on turnover intention and the mediating mechanism of affective organizational commitment exists between trust in supervisor and turnover intention. In terms of practical, human resources directors should consider managers/supervisors' ability to increase the trust in their subordinates as a critical criterion of managerial promotions, and the recruiting and hiring process.