Employee turnover continues to rise in Malaysia and it is an issue to both researchers and practitioners. This study therefore examines the relationships between competitive psychological climate, affective commitment, and turnover intention. A total of 94 respondents throughout Malaysia participated in this study and the hypotheses were tested using PLS-SEM. The results showed that competitive psychological climate is positively related to turnover intention and is negatively related to affective commitment. Additionally, it is also revealed that affective commitment is negatively related to turnover intention and it mediates the relationship between competitive psychological climate and turnover intention.

PurposeSustainable development concern, coupled with changes in the talent landscape, has led to a heightened focus on green human resource management (GHRM). Drawing on attribution theory and conservation of resources theory, this study examined GHRM, leader–member exchange (LMX) and core self-evaluations (CSE) in relation to work engagement together with human resource management (HRM) performance attributions as a mediator.Design/methodology/approachPartial least squares structural equation modelling (PLS-SEM) was used to analyse the data collected from 110 respondents working in ISO 14001 certified organisations in Malaysia.FindingsResults revealed that GHRM and LMX were positively related to HRM performance attributions that were intended to improve employee performance. However, CSE was not found to be related to HRM performance attributions. Consequently, HRM performance attributions were positively related to work engagement. Furthermore, GHRM and LMX had positive indirect effects on work engagement through HRM performance attributions as a mediator.Research limitations/implicationsSince the data collected were from Malaysia only, it limits the generalisability of the results to other regions.Practical implicationsThe findings suggest that organisations should adopt GHRM and train its leaders to forge stronger social bonds with their subordinates to elicit higher work engagement by positively influencing employee attributions on the motives of HRM practices.Originality/valueThis study contributes to the acknowledged gap on GHRM and HRM attributions by examining the non-green employee outcomes of GHRM and the antecedents of HRM performance attributions. This study also contributes by integrating attribution theory with conservation of resources theory to provide the mediation mechanism in linking GHRM and LMX towards higher work engagement through HRM performance attributions as a mediator; thus empirically illustrating the resource gain spirals.

No abstract

Abstract-This paper examined the impact of distributive and procedural justice on turnover intention via affective commitment. Specifically, it is predicted that when the distributive and procedural justice relating to compensation are perceived to be fair, employees are more affectively committed to the organization and expressed lower turnover intention. A total of 226 respondents throughout Malaysia participated in this study. Partial least squares of structural equation modeling was used in the study. The results showed that distributive and procedural justice was significantly and positively related to affective commitment, which in turn was significantly and negatively related to turnover intention. It also revealed that affective commitment fully mediates the relationship between distributive and procedural justice with turnover intention. The results also showed that the type of organization that an employee works in does not moderate the relationship between affective commitment and turnover intention. It is therefore important for organizations from both the public and private sectors to reward its employees equitably and to implement fair compensation procedures to foster higher affective commitment in order to improve employees' retention in the workplace.Index Terms-distributive justice, procedural justice, affective commitment, turnover intention.

No abstract