Procedural justice's relationship with turnover: explaining past inconsistent findings

Abstract

SummaryDespite arguments for a significant negative relationship, there have been ambiguous findings on the empirical relationship between procedural justice and turnover behavior. This study attempts to clarify these past findings by examining the effects of multiple dimensions of procedural justice on the voluntary turnover behavior of nurses in a work-scheduling context (N ¼ 190). The advance notice and consistency dimensions were significantly and negatively correlated with turnover behavior. Two dimensions of procedural justice had divergent effects on actual turnover behaviors in a logistic regression model. Advance notice was negatively related to turnover, while representativeness of views was positively related to turnover.

Work Alienation as a Mediator of the Relationship between Organizational Injustice and Organizational Commitment: Implications for Healthcare Professionals

“…These results support the importance of employee participation and control in decision-making processes. Managers should allow employees' to provide information to the decision maker before a decision is made (Posthuma, Maertz, & Dworkin, 2007). Beecroft, Dorey, and Wenten (2008) also stated that allowing nurses to participate in decision-making, providing them autonomous and empowered behavior, communication, collaboration and openness in relations with other employees increased job satisfaction, improved the quality of care, and facilitated the recruitment and retention.…”

“…Allocation processes and procedures should be representative of all affected employees' views, opinions, needs, and values in the process (Judge & Colquitt, 2004;Cohen-Charash & Spector, 2001). The information used in a decision by management should fairly represent the views of all affected employees (Posthuma, Maertz, & Dworkin, 2007). Another explanation is offered in group-value model that voice increases feelings of inclusion, respect, and standing within a group (Price et al, 2006).…”

“…Among the healthcare professionals nurses appear to be the most discussed group in organizational justice literature (Brooks & Zeitz, 1999;Posthuma, Maertz, & Dworkin, 2007;VanYperen et al, 2000;Greenberg, 2006;Leiter & Maslach, 2009;Tallman, Phipps, & Matheson, 2009). This study takes into account the perceived organizational injustice (distributive and procedural injustice) of healthcare professionals, and examines whether they have effects on organizational commitment.…”

Retaliation as a response to procedural unfairness: A self-regulatory approach.

“…An example is the effect of unfairness on retaliation (Bembenek et al, 2007;Colquitt et al, 2001;Posthuma et al, 2007), which has produced inconsistent findings.…”

“…When these studies were metaanalyzed (Colquitt, Conlon, Wesson, Porter, & Ng, 2001), however, a rather surprising conclusion emerged: perceived unfairness was an inconsistent predictor of retaliation. This conclusion was echoed by subsequent bodies of research (Bembenek, Beike, & Schroeder, 2007; Colquitt, Scott, Judge, & Shaw, 2006;Posthuma, Maertz, & Dworkin, 2007). In the words of Colquitt et al (2006), "a substantial amount of variation exists in these relationships, and … moderators could explain much of that variation (p.…”