A Factor Analytical Study of Perceived Organizational Hypocrisy‪.‬

Intuition and common sense suggest that hypocrisy in management--"do as I say and not as I do"--will have negative effects on employees. The same goes for inconsistencies between the organization's stated mission and values and management's actual behavior. Can these effects be measured? A statistical study based on 396 responses (out of 500) uncovered three key factors or constructs affecting perceived organizational hypocrisy: perceived management actions, perceived culture, and perceived rewards. Overall, a perception of organization hypocrisy correlated positively with an employee's intention to leave. Other results examined the separate effects of the three factors on two groups of employees--those intending to stay and those intending to leave. **********