Organizational Justice and Turnover Intention: The Mediating Role of Quality of Working Life

Kasim, Narimah binti; Aldarmaki, Obaid

doi:10.35940/ijitee.k2120.0981119

Cited by 3 publications

(1 citation statement)

References 22 publications

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“…Te study conducted by Gillet et al [31] revealed that transformational leadership directly afects the quality of work life for nurses and this efect is mediated by justice. In a study, Kasim and Aldarmaki [45] investigated the connection between justice, quality of work life, and turnover intention among police personnel in the United Arab Emirates. Teir fndings suggested that the quality of work life acts as a mediator in the relationship between justice and turnover intention.…”

Section: Discussionmentioning

confidence: 99%

Enhancing Nurses’ Well-Being: Exploring the Relationship between Transformational Leadership, Organizational Justice, and Quality of Nursing Work Life

Abdullatif Ibrahim,

Hashem El-Monshed,

Gamal El-Sehrawy

et al. 2023

Journal of Nursing Management

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Aim. The study’s aim was to examine the relationship between transformational leadership, organizational justice, and nurses’ quality of work life. Background. There is an increasing emphasis on the welfare of nurses and their influence on healthcare services. There is a dearth of comprehensive studies on the influence of transformational leadership and justice within organizations on work-related quality of life. Understanding these connections is critical for improving workplace dynamics and fostering nurse well-being. Methods. This cross-sectional research included a convenience sample of nurses working in a general hospital. The data were obtained through self-report questionnaires encompassing three reliable and validated scales: the global transformational leadership scale, organizational justice scale, and quality of nursing work-life scale. The data were then analyzed with SPSS 23 and statistical methods (descriptive statistics, Pearson correlation coefficient, and hierarchical linear regression). This study adhered to the STROBE guidelines. Results. A sum of 527 out of 566 nurses responded to the questionnaires (response rate = 93.1%). The nurses had a high perception of transformational leadership behaviors but had a more moderate view of organizational fairness and the quality of their nursing work life. Transformational leadership was significantly associated with organizational fairness. Also, a positive relationship was found between transformational leadership, justice within organizations, and nurses’ quality of work life. Conclusions. Nurses who consider their leaders as transformative and have the sense of a fair organizational climate are more likely to have higher levels of quality of work life. Implications for Nursing Management. Nurse managers should strive to develop transformational leadership behaviors and promote organizational justice to enhance the well-being and satisfaction of nurses in their work environments.

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Section: Discussionmentioning

confidence: 99%

Enhancing Nurses’ Well-Being: Exploring the Relationship between Transformational Leadership, Organizational Justice, and Quality of Nursing Work Life

Abdullatif Ibrahim,

Hashem El-Monshed,

Gamal El-Sehrawy

et al. 2023

Journal of Nursing Management

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Police Retention: A Systematic Review of the Research

Wilson

Grammich²,

Cherry³

et al. 2023

Policing: A Journal of Policy and Practice

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Difficulties in recruitment and retention undermine the ability of U.S. police departments to maintain and diversify their workforces, particularly in light changing workloads and performance expectations. The police reform movement and recent increases in crime have highlighted these challenges, but other systemic and acute issues have also made staffing departments difficult. Attention to police staffing has been sporadic and uneven, with much discussion focused on recruitment. Given increasing attrition and that retention is more efficient than recruitment, there is considerable need for systematic examination of staff turnover and the development of strategies to bolster retention. To help fill this need, this manuscript assesses the landscape of retention research. We began by conducting a systematic search of four scholarly databases, which yielded 82 journal articles for investigation. We developed a codebook to isolate research features, which we captured in an SPSS dataset. We analyzed article content to illustrate key characteristics and lessons, including the types and characteristics of scholars and organizations who have produced the research, financial support for research, the characteristics of journals in which the work is published, substantive foci (including on diversity), methodological approaches and types of data, units of analysis, theoretical explanations and the causes and correlates of attrition, effects of turnover, and forms and effectiveness of retention strategies. We illustrate the nature and evolution of this work, identifying key features, strengths, weaknesses, lessons, and gaps in knowledge. We conclude with a discussion of the implications for police research and evidence-based workforce planning.

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Does prior military and/or law enforcement experience influence officer retention? A case study of the Charleston Police Department

O’Guinn,

Nader,

Goldberg

et al. 2024

Policing: A Journal of Policy and Practice

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Police agencies across the country have relied on applicants with prior military and/or law enforcement experience to fill vacancies within their ranks for many years. Despite the strong push to recruit officers with these types of backgrounds, few scholars have tested whether prior military and/or law enforcement experience affects officer tenure within policing. In this study, we use hiring and employment data from the Charleston (SC) Police Department (CPD) to assess whether these highly sought after characteristics influence officer retention. Our analysis revealed that officers with prior military service were significantly more likely to leave the agency, and tended to do so about 20 months sooner, than officers who did not serve in the military. Prior law enforcement experience was unrelated to officer separation but had a significant impact on the length of time officers remained with the agency. These findings suggest that police agencies must reevaluate current approaches to recruitment and retention. However, more research is needed to determine why certain officers are more likely to resign and how agencies can better address the underlying needs of high-risk officers.

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Organizational Justice and Turnover Intention: The Mediating Role of Quality of Working Life

Cited by 3 publications

References 22 publications

Enhancing Nurses’ Well-Being: Exploring the Relationship between Transformational Leadership, Organizational Justice, and Quality of Nursing Work Life

Enhancing Nurses’ Well-Being: Exploring the Relationship between Transformational Leadership, Organizational Justice, and Quality of Nursing Work Life

Police Retention: A Systematic Review of the Research

Does prior military and/or law enforcement experience influence officer retention? A case study of the Charleston Police Department

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