How organizational pride and emotional exhaustion explain turnover intentions in call centers

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Workaholism and work engagement: how are they similar? How are they different? A systematic review and meta-analysis (2019, background): “Likewise, another variable examined as a possible moderator was organizational tenure, because of its possible effects on commitment, organizational citizenship behaviour and turnover (Kraemer & Gouthier, 2014; Mathieu & Zajac, 1990; Ng & Feldman, 2011).”
Exploring the impact of employees’ self-concept, brand identification and brand pride on brand citizenship behaviors (2016, background): “In the context of branding, the role of organizational pride (Gouthier and Rhein, 2011; Kraemer and Gouthier, 2014) may provide important insights.”
Examining the Effects of Internal Communication and Emotional Culture on Employees’ Organizational Identification (2020, background): “Moreover, culture of pride influences various organizational outcomes, as evidenced by increased organizational identification (Todd & Harris, 2009), job satisfaction (Tyler & Blader, 2001), organizational commitment (Ellemers et al., 2011), and intention to stay (Kraemer & Gouthier, 2014).”
Linking core self-evaluation and emotional exhaustion with workplace loneliness: does high LMX make the consequence worse? (2019, background): “It is negatively related to job performance and citizenship behaviour (Cropanzano, Rupp, & Byrne, 2003), and positively related to turnover intentions (Kraemer & Gouthier, 2014).”