The Impact of Distributive Justice, Procedural Justice, and Affective Commitment on Turnover Intention among Public and Private Sector Employees in Malaysia

Gim, Gabriel C. W.; Desa, N. Mat

doi:10.7763/ijssh.2014.v4.404

Cited by 17 publications

(19 citation statements)

References 32 publications

(57 reference statements)

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“…Thirdly, a negative relationship is found between distributive justice and turnover intention in this study. These findings are by previous studies from Poon (2012) and Gim and Desa (2014) who state that if employees believe that fairness exists in the outcomes of rewards, they will prefer to stay in their organizations. All these study results show that distributive justice and POS influences employees' intention to leave.…”

Section: Summary Of the Findingssupporting

confidence: 70%

“…The research concluded that one of the primary factors for turnover intention is organizational justice, namely distributive justice and procedural justice (Loi, Hang-yue, & Foley, 2006;Gim & Desa, 2014). Distributive justice is the fairness perception of outcomes designated while procedural justice is the fairness perception of the procedure utilized in resulting in the allocated outcomes (Folger & Cropanzano, 1998).…”

Section: Introductionmentioning

confidence: 99%

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The Impacts of Distributive Justice and Perceived Organizational Support on Turnover Intention within The Poultry Industry

Tanoto

Sugiharto²

2018

ijbs

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Increased numbers of job-hopping in Indonesia might result in negative costs for organizations. Earlier research in turnover intention tends to emphasize organizational commitment yet it neglects the importance of perceived fairness in allocating results and perceived support from organizations. The aim of this study is to investigate the influence of distributive justice and perceived organizational support to turnover intention in a company within the poultry industry. This study implements quantitative method by administering surveys to 142 fulltime employees. Partial Least Square was utilized to test the research model. Results of this study demonstrated that perceived organizational support is the most significant factor for turnover intention and distributive justice has higher influence on perceived organizational support compared with turnover intention. These findings contribute to the development of employers and managers’ initiatives to promote support and distributive fairness toward their employees.

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Section: Summary Of the Findingssupporting

confidence: 70%

Section: Introductionmentioning

confidence: 99%

The Impacts of Distributive Justice and Perceived Organizational Support on Turnover Intention within The Poultry Industry

Tanoto

Sugiharto²

2018

ijbs

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“…The term OJ is closely related to the concept of fairness in the workplace [24]. [25] pointed out that researchers have operationalized the OJ into two dimensions (distributive justice and procedural justice) and other to three dimensions (DJ, PJ, and IJ) or four dimensions by adding the informational justice.…”

Section: B Organizational Justicementioning

confidence: 99%

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

Kasim¹,

Aldarmaki²

2019

IJITEE

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Turnover intention (TI) is one of the critical issues that confront organizations and cost high capital investment. Most of previous studies focus on this issue among business organization while few examined it in public sector. Accordingly, this paper aims to examine the effect of organizational justice (OJ) on turnover intention among police personnel in United Arab Emirates (UAE). Further, quality of working life (QWL) is examined as a mediator between OJ and TI. A quantitative approach was deployed using a questionnaire. Data was collected from police in the capital of UAE. A total of 101 respondents participated in this study. The analysis was conducted using Smart Partial Least Square (PLS-SEM). The findings showed that OJ has a negative effect on TI. In addition, the IJ is the most important dimension of OJ followed by DJ and both have negative effect on TI. PJ has insignificant effect on TI. The QWL mediated partially the effect of OJ on TI. Decision makers are suggested to focus on OJ and QWL to reduce TI and there is an urgent need for more studies in public sector.

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“…But in real sense, the usefulness of personality in relation to such anticipated behaviours has been observed in the trait of conscientiousness to be very limited (Shein, 1996). Quite a good number of studies have been done concerning social exchange relation on how employees' engage in beneficial behaviour in order to receive good attention from their organization (Beck & Wilson, 2000;Gim & Desa, 2014).…”

Section: Introductionmentioning

confidence: 99%

“…According to Gim and Desa (2014) the belief that culture energizes employees' behaviour has not adequately been substantiated by empirical review. Hence, this leads to the current debate on the influences of culture on employees' behaviour.…”

Section: Introductionmentioning

confidence: 99%

Focusing Organizational Culture and Employees’ Citizenship Behaviour Narratives on Broadcasting Organizations in Nigeria

Eromafuru

Aigbomian²

2020

Asian Journal of Social Sciences and Management Studies

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The study was undertaken with a view to exploring if the dimensions of organizational culture predict the citizenship' behavior of employees in the Nigerian Broadcasting Organisations. Documented evidences have revealed that not much work have been carried out in this area to fully capture and address the real essence of the culture of an organization in relation to citizenship behavior of employees in Nigerian. For the first time in the history of the Nigerian communication industry, both private and public broadcast organizations were combined and the study was interested in analyzing how the benefits that spur from the figurative marriage between organizational culture and employees' citizenship behavior can be adapted to the Nigerian Broadcast Organisations 'needs. The cross-sectional research design through survey method and the inferential static of multi-variate regression were employed to conduct this research at 95% confidence level. The study, heavily anchored on the social exchange theory to explain the linkage between organization culture's dimensions and employees' citizenship behavior' measures, has affirmed significant positive relationship among the intervening variables which are that: "the organizational culture' dimensions significantly predict employees' citizenship behavior' measures; and the dimensions of organizational culture with the exception of risk tolerance are seen to significantly predict employees' courtesy in the Broadcast organizations". It is concluded that to forge cohesion and secure employees' undiluted commitment to missions and goals, management must sustain an ideal structure that integrate the needs of both the employees and those of the organization.

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The Impact of Distributive Justice, Procedural Justice, and Affective Commitment on Turnover Intention among Public and Private Sector Employees in Malaysia

Cited by 17 publications

References 32 publications

The Impacts of Distributive Justice and Perceived Organizational Support on Turnover Intention within The Poultry Industry

The Impacts of Distributive Justice and Perceived Organizational Support on Turnover Intention within The Poultry Industry

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

Focusing Organizational Culture and Employees’ Citizenship Behaviour Narratives on Broadcasting Organizations in Nigeria

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