| For exit interviews to have a significant impact on organizational functioning, they must uncover the real causes of voluntary turnover. Unfortunately, obtaining accurate exit interview data can be a challenge because departing employees often distort their responses. It is unclear why departing employees distort their responses but the literature suggests it is because they are uncomfortable to discuss their true reasons for leaving.; Despite concerns regarding the accuracy of exit interview data, there has been little research into the reasons for response distortion. Thus, the purpose of this dissertation was to identify factors that impact individuals' willingness or unwillingness to disclose their true reasons for leaving. It was hypothesized that individuals provide inaccurate or incomplete information because they perceive their reasons for leaving are too sensitive or too threatening to share with the organization. It was also hypothesized that honesty, organizational commitment, organizational trust, and organizational equity impact individuals' willingness to disclose during the exit interview.; To accomplish this goal, two studies were necessary. In Study 1, 94 MBA students rated 132 reasons for voluntarily quitting a job for sensitivity and threat. In Study 2, data from 150 current employees of a regional grocery store company were used to test a conceptual model of exit interview disclosure. Study 2 participants rated 40 reasons for voluntarily quitting a job for sensitivity and threat and responded to statements designed to assess their perceptions regarding honesty, organizational commitment, organizational trust, and organizational equity.; The findings from Studies 1 and 2 indicate impersonal job conditions are perceived as less sensitive and less threatening than interpersonal issues involving interactions with others. Moreover, the findings from Study 2 indicate that perceptions of sensitivity and threat do impact individuals' willingness to disclose. Specifically, individuals are more willing to discuss non-sensitive or non-threatening topics, such as job context issues, than highly sensitive or highly threatening topics, such as interpersonal issues. Lastly, individuals' willingness to disclose is statistically significantly related to perceived sensitivity, perceived threat, organizational trust, distributive justice, and interactive justice. It is not; however, related to either honesty or affective commitment. Implications of these findings are discussed. |
