The Moderating Role of Self Efficacy on the Perceptions of Justice and Turnover Intentions

Çelik, Duysal Aşkun; Yeloğlu, Hakkı Okan; Yıldırım, Olcay Bige

doi:10.1016/j.sbspro.2016.11.049

Cited by 14 publications

(9 citation statements)

References 26 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…That is, if there is an increase in organizational justice, it will reduce employee turnover intentions. Several studies (Celik et al, 2016;Bayarcelik & Findikli, 2016;Hussain & Khan, 2018;Ekmekcioglu & Aydogan, 2019;George & Wallio, 2017) indicated that organizational justice could affect turnover intentions negatively. From those studies, the dimensions of organizational justice that mostly influence turnover intentions are distributive justice and procedural justice.…”

Section: Organizational Justice (Oj) and Turnover Intention (Ti)mentioning

confidence: 99%

See 1 more Smart Citation

Role of Mediating Job Satisfaction to Improve Organizational Justice and Turnover Intentions

Wicaksono

Amin

Solihin

2021

JBSMR

View full text Add to dashboard Cite

This study aims to examine the effect of Organizational Justice on Turnover Intention at PT. Tiga Serangkai Pustaka Mandiri in Sumatra regional office, either directly or through Job Satisfaction as a mediating variable. The study used a survey research design by distributing questionnaires to 101 employees. This study measures Organizational Justice as an independent variable, Job Satisfaction as a mediating variable, and Turnover Intention as the dependent variable. The data was analyzed by PLS-SEM with the SmartPLS 3.0 software tool. The results showed that organizational justice has a negative and significant effect on employees' turnover intention, either directly or through Job Satisfaction. In addition, this study found that job satisfaction can explain the impact of organizational justice on the employees’ turnover intentions of PT. Tiga Serangkai Pustaka Mandiri in Sumatra regional office.

show abstract

Section: Organizational Justice (Oj) and Turnover Intention (Ti)mentioning

confidence: 99%

“…Every employee certainly has a different perception regarding the rights and what they get in organizations. Celik et al (2016) explained there is a negative relationship between organizational justice and turnover intentions. Hence, it is clear that organizational justice is one of the factors of employees' turnover intentions.…”

Section: Introductionmentioning

confidence: 99%

Role of Mediating Job Satisfaction to Improve Organizational Justice and Turnover Intentions

Wicaksono

Amin

Solihin

2021

JBSMR

View full text Add to dashboard Cite

show abstract

“…Furthermore, high general self-efficacious employees hold firm beliefs in their capability of mastering circumstances. They are naturally more concerned about what is going on in an organization, which involves the relationship with leaders (Çelik et al , 2016). Therefore, the followers with high levels of general self-efficacy are more likely to perceive a high-quality dyadic interpersonal relationship with their direct servant leaders, thus eliciting enhanced positive affective experiences at work.…”

Section: Theory and Hypothesismentioning

confidence: 99%

How and when servant leadership enhances life satisfaction

et al. 2018

View full text Add to dashboard Cite

Purpose The purpose of this paper is to investigate the relationship between servant leadership and life satisfaction through the mediating role of workplace positive affect (WPA), and the moderating roles of collectivistic orientation and general self-efficacy. Design/methodology/approach Using a sample of 304 employees in a two-wave survey, the hypotheses were demonstrated with hierarchical regression analyses. Findings The results revealed that servant leadership was positively related to employee life satisfaction, and WPA served as a mediator between them. Moreover, collectivistic orientation and general self-efficacy moderated the relationship between servant leadership and WPA, and the indirect effect of servant leadership on life satisfaction via WPA. Research limitations/implications The time-lagged research design of this study may limit the ability to draw causal conclusions. Moreover, as this research was conducted in a Chinese context, the question of the generalizability of our findings calls for more attention. Practical implications Leaders are encouraged to adopt the servant leadership style to facilitate employee life satisfaction and organizations should select and recruit managers with servant leadership qualities. Furthermore, because employees’ collectivistic orientation and general self-efficacy moderate the effects of servant leadership on followers’ outcomes, managers need to take individual differences into consideration when they implement managerial strategy. Originality/value This research contributed to a burgeoning stream of servant leadership literature by investigating the functions of servant leadership in promoting life satisfaction, and exploring the affective mechanism linking servant leadership and life satisfaction as well as the boundary conditions of collectivistic orientation and general self-efficacy.

show abstract

“…does total rewards reduce the core employees' turnover intention? International Journal of Business Management,8(20), 75. doi: 10.5539/ijbm.v8n20p62 Çelik, d. a., Yeloğlu, H. o., & Yıldırım, o. b. (2016).…”

Section: Civitasmentioning

confidence: 99%

The relationship between the perception of justice in the organization and the intention to leave the organization: Meta-analysis

Milić¹

2021

Civitas

View full text Add to dashboard Cite

The aim of this meta-analysis is to examine the connection between distributive and procedural justice and the intention to leave the organization by quantitative synthesis of available empirical papers that meet the defined criteria. 126 papers have been found through the search of the literature, out of which 58 studies met all the defined criteria. After summing up all studies that had data on the correlation between distributive justice and the intention to leave the organization, the total sample size equals 20068, while the total sample size of studies that had data on the correlation between procedural justice and the intention to leave the organization equals 17901. The results show that distributive and procedural justice are significantly, negatively correlated to the intention to leave the organization and that this connection is of moderate intensity. Examination of the file-drawer effect has shown that there was no bias in the selection of studies which will be included in the process of meta-analysis. Since the results have shown that there is a very large heterogeneity between the studies that have entered the process of meta-analysis, the moderating effect of the category of the journal in which the studies have been published was examined as well. The results have shown that the weighted magnitudes of the effects do not differ with respect to the category of the journal in which the studies have been published.

show abstract

The Moderating Role of Self Efficacy on the Perceptions of Justice and Turnover Intentions

Cited by 14 publications

References 26 publications

Role of Mediating Job Satisfaction to Improve Organizational Justice and Turnover Intentions

Role of Mediating Job Satisfaction to Improve Organizational Justice and Turnover Intentions

How and when servant leadership enhances life satisfaction

The relationship between the perception of justice in the organization and the intention to leave the organization: Meta-analysis

Contact Info

Product

Resources

About