Do feelings of trust/distrust affect employees' turnover intentions? An exploratory study in the United Arab Emirates

We examine the impact of trust, job satisfaction and perceived supervisor support on employee turnover intention. Data was gathered from 311 respondents employed in the United Arab Emirates (UAE) service sector. Four main hypotheses are developed and tested. Statistical analysis using SMART-PLS confirmed that trust has significant effects on turnover intention. Further analysis (of the indirect effects) revealed that trust mediates the impact of perceived supervisor support on turnover intention These findings emphasise three key points: 1) while job satisfaction remains an important determinant of employee turnover intentions, feelings of trust/distrust also have a major direct impact; 2) perceptions of positive supervisor support alone do not necessarily reduce the likelihood of turnover intention; 3) unless supervisor support is accompanied by positive feelings of trust, it would not be sufficient to reduce turnover intentions. Implications of these findings for future research and management practice are discussed.