Effect of Organizational Justice and Organizational Environment on Turn-Over Intention of Health Workers in Ekiti State, Nigeria

Owolabi, Ademola B.

doi:10.5430/rwe.v3n1p28

Cited by 30 publications

(32 citation statements)

References 32 publications

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“…The results of this study are supported by Abekah et al (2013) where distributive justice, procedural justice, and interactional justice predict professional job satisfaction in the healthcare organization. While the influence of organizational justice on turnover intentions is supported by Owolabi (2012), organizational justice has a significant influence on turnover intentions on health workers at Ekiti State Nigeria. Raddaha et al (2012).…”

Section: Discussionmentioning

confidence: 99%

Nurses and Staff Turnover Intentions in Private Hospitals

Kuntardina¹

2017

Proceedings of the 2017 International Conference on Organizational Innovation (ICOI 2017)

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Abstract-The purpose of this study is to examine the correlation of organizational justice, supervisor-employee relationship, and job satisfaction to nurse' turnover intentions in private hospitals. A survey study with a total of 152 nurses from two hospitals. Technique of taking data using closed questionnaire. Data analysis using structural equation modeling. Organizational justice and supervisor-employee relationship have direct effect on job satisfaction, and influence nurse's intentions turnover either directly or in regard to job satisfaction. The result can be used as a basis for decision making and future planning. The result also high light the need to emphasize on organizational justice and supervisor-employee relationship to enhance nurses' job satisfaction and to brainstrom solution to improve nurse's job satisfaction, which also to reduce nurses' turnover intentions.Keyword : organizational justice, supervisor-employee relationship, job satisfaction, turnover intentions, nurse.

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Section: Discussionmentioning

confidence: 99%

Nurses and Staff Turnover Intentions in Private Hospitals

Kuntardina¹

2017

Proceedings of the 2017 International Conference on Organizational Innovation (ICOI 2017)

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“…Podsakoff et al (2009) argued that there are many studies which were conducted to examine the link related to the employee awareness on fairness, the behavior of the leaders and workers, JS and personality traits as the predictor of OCB. Owolabi (2012) argued that the decision of an employee to quit or stay in the organization is driven by employees' feeling and their perception related to the organization. In an organizational perspective, TI is a critical phenomenon especially for the international companies which may risk the survival of the organization (Brereton et al, 2003).…”

Section: Discussionmentioning

confidence: 99%

The Relationship among Altruism, Affective Commitment, Job Satisfaction, and Turnover Intention: A Research on Boundary Spanning Positions in Hotel Enterprises

Mete¹

2019

jotags

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The employees occupying boundary spanning positions are those who play a strategic role between the customer and the company. Especially in the hospitality industry, the boundary spanning employees have significant potential to affect the customer towards establishing long-term business relationships with their organizations which will provide subsequently a result with the enhanced reputation as well as the profitability of the hotel enterprise. The study indicated that employees' level of altruistic behavior might increase related to their levels of affective commitment and job satisfaction. This study uses quantitative research methods, and the study population consists of Turkish employees from the five-star hotels in Ankara, and the study sample involves 412 employees from 4 different hotels. Through an organizational lens, it is the primary goal for this research to posit to a deep understanding of the altruistic behaviors of boundary spanning workers of hotel enterprises as well as their psychological influences which directly impacts their affective commitment, job satisfaction, and turnover intention.

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“…More than study argued and mentioned [7] [8] that the main problem is the increase in actual turnover which has negatively affected private and public organizations by reducing efficiencies and increasing costs. [9] categorized the quit or turnover as voluntary or involuntary. Voluntary turnover is when Employees decide to leave the organization on their own choice while involuntary turnover happens when the organization decides to make some of the employees redundant or lay them off.…”

Section: Intention To Leavementioning

confidence: 99%

The Effect of Demographic Factors on Organizational Justice and Intention to Leave in the Private Higher Education Sector in Egypt

Monged¹,

Raghab²,

Tantawi³

2019

OALib

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This study aimed to examine the impact and the relationship between organizational justice and the intention to leave and investigate the effect of demographic factors on study variables among the universities employees in Egypt. Organizational justice is explained as perceived fairness in terms of distributive justice, procedural justice, interactional justice, temporal justice and spatial justice at workplace. The study differs from other studies because of the research about employees working in private sector of higher education in Egypt. A hypothesized framework was developed and tested using stepwise multiple liner regression analysis on a sample of 438 academic staff and knowledge employees at different private universities were selected for survey and data were statistically tested by applying regression and correlation analysis. This study specifically, addressed the following questions: 1) What are the effects of organizational justice on the employees' intention to leave in the private higher education sector in Egypt? 2) What are the effects of the demographic factors on the organizational justice and intention to leave in the private higher education sector in Egypt? The results of this study suggest that the perceptions of high levels of organizational justice lead to decrease in the level of intention to leave. The originality of this study contributes to the intention to leave literature and managerial practice in Higher Education Institutions by providing empirical evidence for the effects of demographic factors on organizational justice and intention to leave. The results revealed to that all five justice dimensions and total organizational justice were negatively significant to intention to leave. It can be concluded that age, educational level, university type and experience show the significant differences in intention to leave. Otherwise, there are significant differences in organizational justice among gender, age and experience among the employees worked in the private higher education sector in Egypt.

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Effect of Organizational Justice and Organizational Environment on Turn-Over Intention of Health Workers in Ekiti State, Nigeria

Cited by 30 publications

References 32 publications

Nurses and Staff Turnover Intentions in Private Hospitals

Nurses and Staff Turnover Intentions in Private Hospitals

The Relationship among Altruism, Affective Commitment, Job Satisfaction, and Turnover Intention: A Research on Boundary Spanning Positions in Hotel Enterprises

The Effect of Demographic Factors on Organizational Justice and Intention to Leave in the Private Higher Education Sector in Egypt

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