The influence of fair supervision on employees’ emotional exhaustion and turnover intentions

Abstract

PurposeDespite the importance of interactional fairness, it has been assessed less frequently in literature than has procedural and distributive justice. The effects of interactional fairness are at times stronger than the effects for procedural and distributive fairness, given that supervisors are prominent in any workplace environment and the chief source for interpreting information related to matters such as suitable business practices and goals needed by organizations. This study aims to examine the mediating mechanisms through which interactional justice influences emotional exhaustion and turnover intentions. Specifically, the hypothesis proposes that perceived organizational support and a sense of belongingness simultaneously mediates the relationship between interactional justice and emotional exhaustion, which in turn affects withdrawal cognitions.Design/methodology/approachThe author draws on the literature and studies on the link between organizational justice, stress and turnover to develop the hypotheses, collecting data from 141 employees of different organizations and occupations.FindingsResults of partial least squares structural equation modeling and Preacher and Hayes’ (2004) bootstrapping approach reveal that interactional justice is significantly positively associated with perceptions of organizational support and belongingness, which in turn is negatively associated with emotional exhaustion.Research limitations/implicationsInteractionally fair treatment engenders perceptions of organizational support and heightens a sense of belongingness, subsequently reducing the burden of physical and emotional fatigue on individuals and thereby freeing employees from engaging in turnover cognitions.Practical implicationsThe study underscores the importance of fair supervisors. Results suggest that fair supervisors help employees estimate the extent to which their organization is supportive. In addition, fair supervisors reassure subordinates that they are valued, which in turn lessens the experience of emotional exhaustion, giving organizations a competitive advantage due to the more favorable behavioral intentions held by employees.Originality/valueInteractional justice has been assessed less frequently in literature than has procedural and distributive justice. Research has overlooked the underlying process of how interactional justice reactions might motivate emotional exhaustion and turnover intentions responses. Thus, this study identifies an expanded group of mediators that link interactional justice to emotional exhaustion and turnover intentions.

Professional Turnover Intention in Indonesia: Perceived Effects of Organizational Support, Burnout, and Organizational Justice

“…The results of the structural model of the influence of burnout on turnover intention are positive (β = 0.359), so it can be stated that the second hypothesis model (H2) that was built is acceptable. The findings of this model are supported by (Avanzi et al, 2014;Campbell et al, 2013;Choi et al, 2012;Elçi et al, 2018;Kyei-Poku, 2019;Mosadeghrad, 2013;Santhanam & Srinivas, 2019;Srivastava & Agrawal, 2020;Willard-Grace et al, 2019) found that there is a positive influence between burnout on turnover intention. These results provide an understanding that when employees feel work stress that is not excessive or emotional fatigue will make employees feel calm and understand the environmental conditions of the organization, both physical and non-physical so that they do not intend to leave the organization or company.…”

“…Choi et al, (2012) also used these 3 dimensions in their study (emotional fatigue, depersonalization, and reduced personal achievement). Several studies have found that there is a positive influence between burnout on turnover intention (Avanzi et al, 2014;Campbell et al, 2013;Choi et al, 2012;Elçi et al, 2018;Kyei-Poku, 2019;Mosadeghrad, 2013;Santhanam & Srinivas, 2019;Srivastava & Agrawal, 2020;Willard-Grace et al, 2019). On this basis as a reference in building a research model, it can be indicated that:…”

“…The organizational justice factor is also an important factor to be studied in the context of a pandemic because the lack of company support felt by employees indicates organizational injustice, both procedural justice (Abu Elanain, 2010;George & Wallio, 2017), distributive justice (Abu Elanain, 2010;George & Wallio, 2017), Informational justice (Hussain & Khan, 2019), interpersonal justice (Nadiri & Tanova, 2010). Especially the most important factor in the phenomenon of high turnover intention is the burnout factor, because it is the most crucial for mental and physical disturbances of employees such as emotional exhaustion (Avanzi et al, 2014;Campbell et al, 2013;Choi et al, 2012;Elçi et al, 2018;Kyei-Poku, 2019), stress (Chan Yin-Fah et al, 2010Mosadeghrad, 2013;Soelton et al, 2020), reduced achievement (Campbell et al, 2013;Choi et al, 2012), depersonalization (Campbell et al, 2013;Choi et al, 2012;Elçi et al, 2018), decreased professional effectiveness (Lu & Gursoy, 2016).…”

The Impact of Perceived Organizational Politics and Workplace Incivility on Emotional Exhaustion: A Study of Middle Level Employees in the Apparel Sector, Western Province, Sri Lanka

“…Emotional exhaustion is an effect on different factors like sexualization of the work environment (Bui, Pinto, & Srivastava, 2019), long term customer relationships development (Lee & Huang, 2020), Machiavellian leadership (Stradovnik & Stare, 2018), emotion regulation (reappraisal & suppression) (Lee & Jang, 2019), task-level job demand (Laila & Hanif, 2017), turnover intention (Kyei-Poku, 2019;Park, 2019), work intensity and life satisfaction (Boekhorst, Singh, & Burke 2017), workplace incivility (Alola, Avci, & Ozturen, 2020;Karatepe, Kim, & Lee, 2019;Tong, Chong, & Johnson, 2019), and perceived organizational politics (Makhdoom, Mehmood, & Atta, 2017;Naseer, Raja, & Donia, 2016). Extant literature revealed that the effect of perceived organizational politics and workplace incivility is significant on exhaustion comparative to other predictors.…”

Kesan Pengantara Sokongan Organisasi terhadap Hubungan antara Persepsi Keadilan Penilaian Prestasi dan Niat Berhenti Kerja dalam kalangan Anggota Polis

“…Ini adalah disebabkan faktor yang penting bagi membangunkan sokongan organisasi adalah dengan meningkatkan keadilan (Eisenberger & Stinglhamber 2011). Beberapa kajian -kajian lepas mendapati keadilan prosedur mempunyai hubungan yang positif terhadap sokongan organisasi (Arnéguy et al 2022;Kyei-Poku 2019;Nazir et al 2019;Rubel et al 2020). Oleh itu, hipotesis yang dibina berdasarkan kajian lepas adalah seperti berikut:…”