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<p>This study investigates the relationship between organizational rumors and employee turnover intentions, with a specific focus on employees exhibiting individual entrepreneurial orientation (IEO). Employees with IEO are crucial for capturing innovation opportunities and enhancing organizational value creation, as they help mitigate market risks and strengthen competitiveness. Understanding the turnover intentions of IEO employees holds significant importance. Drawing on social contagion theory, this research explores how the dissemination of rumors within organizations influences employee attitudes and behaviors related to turnover. Using Fuzzy-Set Qualitative Comparative Analysis (fsQCA), we analyzed data from 528 employees in China and 405 employees in the United States to explore the configurations between organizational rumors and four distinct types of turnover intentions: self-focused, development-focused, trade-off balanced, and emotional exhaustion-based. This study addresses a critical gap in the literature by examining how organizational rumors specifically affect turnover intentions among IEO employees, offering new insights into how informal communication shapes employee behavior and decision-making in collectivism and individualism cultural contexts.</p>

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Rumors killing: organizational rumors and employee turnover intentions

  • 期刊论文

  • 发表日期：

    2025年1月17日

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  • Yueyue Liu,
  • Xu Zhang,
  • Sujuan Geng,
  • Xiulin Geng

摘要

This study investigates the relationship between organizational rumors and employee turnover intentions, with a specific focus on employees exhibiting individual entrepreneurial orientation (IEO). Employees with IEO are crucial for capturing innovation opportunities and enhancing organizational value creation, as they help mitigate market risks and strengthen competitiveness. Understanding the turnover intentions of IEO employees holds significant importance. Drawing on social contagion theory, this research explores how the dissemination of rumors within organizations influences employee attitudes and behaviors related to turnover. Using Fuzzy-Set Qualitative Comparative Analysis (fsQCA), we analyzed data from 528 employees in China and 405 employees in the United States to explore the configurations between organizational rumors and four distinct types of turnover intentions: self-focused, development-focused, trade-off balanced, and emotional exhaustion-based. This study addresses a critical gap in the literature by examining how organizational rumors specifically affect turnover intentions among IEO employees, offering new insights into how informal communication shapes employee behavior and decision-making in collectivism and individualism cultural contexts.