Does Justice Matter? Evaluating the Usefulness of Commitment and Innovative Work Behavior as a Predictor of Turnover Intention of Korean Employees

Abstract

The turnover of key talent is a critical issue that can negatively impact an organization’s ability to execute strategies and achieve competitive advantage. Therefore, it is important to understand the factors that influence employees’ decisions to change jobs. In this study, we test the antecedent factors that affect Korean employees’ intention to change jobs and the relationships among them. Specifically, to examine the various paths that affect turnover intention (TI), a dual mediation model including organizational justice (OJ), organizational commitment (OC), and innovative work behavior (IWB) is analyzed. To analyze the research model, we use survey data on Korean employees and various analyses, including frequency, reliability, confirmatory factors, and discriminant validity analyses, as well as structural equation modeling analysis using SPSS and AMOS. All the paths in the research model are found to be significant. Additionally, an indirect path from OJ to TI through OC, an indirect path from OJ to TI through IWB, and an indirect path from OJ to TI through OC and IWB are found to be significant. This study may help explore effective countermeasures for strategic development and employee retention in organizations.

<em>And Justice for All.</em> Organizational Justice – a Coherent Path to Organizational Sustainability

“…Workers are more likely to be involved in their work, contribute well to the company, and stick with it during challenging times when they believe they are treated fairly at work [77][78][79]. Additionally, there is a negative correlation between organizational justice and the inclination to leave [80,81]. When coupled with high levels of work engagement and supervisor support, organizations that place a high priority on integrity in their interactions boost stakeholder trust and contribute to long-term sustainability [82].…”