Impact of Distributive Justice on Trust in Leader and Employee Turnover Intention: Moderating Role of Islamic Work Ethics and Organizational Culture

Abstract

The study investigates the impact of Distributive Justice (DJ) on trust in leader and employee turnover intention in organisations. The paper also tests Islamic Work Ethics (IWE) and organizational culture as moderators. Data were collected from 176 respondents working in telecom sector. Self-administered questionnaire was used for the purpose of data collection. Results show that DJ is positively correlated with trust in leader, but negatively correlated with employee turnover intention. IWE act as a moderator between DJ and trust in leader. DJ trust in leader relationship was strong when IWE were high. It also acts as a moderator between DJ and employee turnover intention. DJ-employee turnover intention relationship weak when IWE were high. Organizational culture acts as a moderator between DJ and trust in leader. DJ-trust in leader relationship was strong when organizational culture was high. However, contrary to our hypothesis, organizational culture does not act as a moderator between DJ and employee turnover intention. Managerial implication and research limitations are also discussed.

الظلم التوزيعي والارتباط الوظيفي في وكالات السفر والفنادق: الدور المعدل للثقة في القيادة

“…Findings also revealed that there is a negative effect of trust in leadership on distributive injustice perception (H2), trust in leadership has a positive effect on job engagement (H3), and trust in leadership moderates the negative relationship between distributive injustice perception and job engagement (H4). These findings are consistent with those of Håvold et al (2021) and Rahal & Farmanesh (2022) who argued that job engagement is based on trust in leadership and consistent with Raza et al (2017) who claimed that fair treatment of employees leads to a higher perception of leaders as trustworthy and reliable. Trust in leaders is crucial for job engagement and overall organizational success.…”

“…Distributive justice, or the perceived fairness of how rewards are allocated, is a key factor in building trust between employees and their leaders. Employees who feel that they are being treated fairly are more likely to view their leaders as trustworthy and reliable (Raza et al, 2017). The notion that trust in leadership significantly influences justice is widely accepted.…”

The Impact of Talent Management Practices on Non-talent Employees

“…The effect of perceived distributive justice on turnover intention was revealed from the results of research [34,29] which found that the results of distributive, procedural, and interactional justice had a significant impact on turnover intention. Likewise, research [30,35] revealed similar results, namely high distributive justice has an impact on reducing turnover intention. Based on the description, the proposed propositions are: P4: Perceived distributive justice mediates the influence of talent management practices on the turnover intention of non-talented employees.…”