The Impact of Perceived Organizational Justice on Turnover Intention: Evidence From an International Electronic Chain Store Operating in Turkey

IYIGUN, Oyku; TAMER, Idil

doi:10.20460/jgsm.2012615782

Cited by 5 publications

(5 citation statements)

References 47 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Among different kinds of justice, interactional justice (p = 0.00, r = -0.38) and procedural justice (p = 0.00, r = -0.36) had a significant negative correlation with Turnover intention. A similar correlation has been also found by Iyigun and Tamer’s study ( 34 ). Additionally, the significant negative relation between interactional justice and Turnover intention is congruent with the studies of Hassani et al ( 16 ), Parker et al ( 35 ) and Jones et al ( 36 ), but inconsistent with the results of Aryee ( 25 ) and Nadiri & Tanova ( 37 ).…”

Section: Discussionsupporting

confidence: 91%

“…Moreover, the results of the statistical tests indicated a significant negative correlation (p < 0.001, r = -0.36) between organizational justice and Turnover intention, which have been corroborated by other studies ( 13 - 19 , 29 , 31 - 34 ). This represents that employees’ appropriate conceptions of justice in an organization make the basis for their satisfactions and positive states of mind.…”

Section: Discussionsupporting

confidence: 84%

See 1 more Smart Citation

The Relationship between Organizational Justice and Turnover intention of Hospital Nurses in Iran

et al. 2016

View full text Add to dashboard Cite

Background:Despite advances in science and technology, human resources are of the major capital for organizations. Workforce retention is required to improve organizational efficiencies.Objective:Therefore, in this study, the relationship between organizational justice (as one of the most influential factors) and turnover intention was investigated.Methods:This descriptive-analytic study was done in the Comprehensive Jame Women’s Hospital of Tehran in 2015. The statistical sample consisted of 135 nursing staff members. The data were collected using a questionnaire of Beugre’s organizational justice and analyzed by the use of Spearman’s and Anova statistical tests.Results:Averages of organizational justice was obtained to be 68.85 ± 7.67 . Among different sorts of organizational justice, the highest average score of 75.24 ± 16.68 was achieved relevant to interactional justice. A significant relationship was observed between organizational justice (r = -0.36), interactional justice (r = -0.38), and procedural justice (r = -0.36) and turnover intention, but no relation was found between turnover intention and systemic and distributive justice. Furthermore, there was no relationship between demographic variables, organizational justice, and turnover intention.Conclusion:Considering the prominent role of organizational justice in the personnel’s intention to stay or leave and due to the high costs of recruiting and training new staff, managers should pay especial attention to justice and provide their employees’ satisfaction and stability in their organizations by creating a positive mindset in them.

show abstract

Section: Discussionsupporting

confidence: 91%

Section: Discussionsupporting

confidence: 84%

The Relationship between Organizational Justice and Turnover intention of Hospital Nurses in Iran

et al. 2016

View full text Add to dashboard Cite

show abstract

“…Managers should pay particular attention to justice and create a positive mentality in their employees to ensure their satisfaction and stability in their organizations. Iyigun and Tamer (2012) found that education, tenure and married status were all favorable and significantly associated with TI, while negative and significant relationships between TI with distributive justice and procedural justice. Moreover, OJ affects workers' perceptions of fairness.…”

Section: Organizational Justice and Turnover Intentionmentioning

confidence: 91%

Assessing the mediating role of organizational justice between the responsible leadership and employee turnover intention in health-care sector

Khanam,

Khan,

Arwab

et al. 2024

LHS

View full text Add to dashboard Cite

Purpose The aim of this study is to investigate the extent to which organizational justice (OJ) mediates between responsible leadership (RL) and employee turnover intention (TI). Design/methodology/approach Both online and offline questionnaire was used to collect the data from 387 Indian health-care employees, and the data were analyzed using partial least squares structural equation modeling (PLS-SEM) with the help of SmartPLS 4. Findings The study’s findings demonstrated a significant positive association between RL and OJ and a negative association between OJ and employee TI. Furthermore, results also confirmed the mediating role of OJ between RI and TI. Research limitations/implications The generalizability of the study‘s data collection is limited because it is based on the responses of Indian health-care sector employees to an online and offline survey. The authors propose that the health-care sector uses RL as an approach that takes a broad view of the parties with a stake and focuses on creating fairness in acts and justice at the workplace to address the major issue of employee turnover. Originality/value This study expanded on previous research by demonstrating that the influence of responsible leadership on employee TI is mediated by OJ in the context of India’s health-care sector. It also contributes to the literature regarding RI, OJ and TI. The study also enriched the body of knowledge about using the PLS-SEM approach to predict employee TI.

show abstract

“…This idea is supported by the results presented in the literature. Iyigun and Tamer [45] as well as Phayoonpu and Mat [85] showed the negative and statistically significant association between procedural justice and turnover intention. Also, in research conducted by Kwai et al [57] procedural justice proved to be an important factor that increased organizational commitment and decreased turnover intention.…”

Section: H5mentioning

confidence: 99%

Job attributes affect the relationship between perceived overqualification and retention

Piotrowska

2022

Futur Bus J

View full text Add to dashboard Cite

The paper explores the possibility of reducing the effect of perceived overqualification on employee retention (i.e., turnover intentions and job search behaviors) through non-salary (nonwage benefits, elasticity of work hours, and procedural justice) and salary (pay satisfaction) attributes of work. The problem of overqualification arises when the skills and experience or the knowledge and education of an employee are higher than those required for the job that the employee performs. This situation may induce an employee to leave the organization. This research uses the concept of perceived overqualification and addresses three unresolved issues regarding salary and non-salary job attributes which can modify the effects of perceived overqualification. These issues include the mechanism through which the aforementioned effects are transferred onto retention, interpersonal justice as a moderator, and the importance of negative affectivity, which may be responsible for the relationship between perceived overqualification and employee retention. The study uses conditional analysis of the process developed by Hayes and data from a survey conducted among 100 overqualified employees, who were identified among 826 randomly selected people in Poland. The findings show that non-salary job attributes can be a better instrument than salary in increasing the organizational commitment perceived by overqualified employees. A stronger organizational commitment prevents the overqualified from leaving the organization. As regards the relationship between perceived overqualification and turnover intention, the moderation impact of interpersonal justice (respect from supervisors) is stronger than that of pay satisfaction. Negative affectivity does not create the common tendency in perceived overqualification and retention. Based on the findings, I propose several practical recommendations.

show abstract

The Impact of Perceived Organizational Justice on Turnover Intention: Evidence From an International Electronic Chain Store Operating in Turkey

Abstract: ABSTRACT

Cited by 5 publications

References 47 publications

The Relationship between Organizational Justice and Turnover intention of Hospital Nurses in Iran

The Relationship between Organizational Justice and Turnover intention of Hospital Nurses in Iran

Assessing the mediating role of organizational justice between the responsible leadership and employee turnover intention in health-care sector

Job attributes affect the relationship between perceived overqualification and retention

Contact Info

Product

Resources

About