The Influence of Organizational Justice on Intention to Leave: Examining the Mediating Role of Organizational Commitment and Job Satisfaction

Abstract

The current study was conducted on the employees of a Jordanian governmental department that has 240 employees, using a questionnaire. The number of the returned questionnaires was 150, achieving response rate of 62.5%. The influences of organizational justice, organizational commitment and job satisfaction on employees' intention to leave their job were scrutinized and were supported. The mediating roles of organizational commitment and job satisfaction in the relationship between organizational justice and intention to leave were investigated and corroborated. As previous research supported the relations between the studied variables, the contribution of this study is the suggested and corroborated conceivable succession for the effects of the precursors of employees' intentions to leave their jobs, which demonstrate its significance. The implications and limitations of this study are presented.

Determining role of employee empowerment and perceived organizational support in the effect of shrm on job satisfaction and turnover intention

“…Accordingly, EE and POS of employees increases JS and reduces TI. These results are supported by those of previous studies on the relationships between JS and EE (Aldaihani, 2019;Di Maggio et al, 2019;Singh et al, 2019;Tunay, 2019), between POS, JS and TI (Rhoades and Eisenberger, 2002;Rai, 2017), between JS and TI (Bayarçelik and Fındıklı, 2016;Al-Kilani, 2017;Lim et al, 2017;Zamanan et al, 2020).…”

“…Thus, employee satisfaction is an important indicator of TI (Egan et al, 2004: 287). Studies have revealed a negative relationship between JS and TI (Holtom et al, 2008;Tian 2009;Joo & Park, 2010;Bhagwatwar et al, 2014;Tschopp et al, 2014;Bayarçelik & Fındıklı, 2016;Lu et al, 2016;Al-Kilani, 2017;Lim et al, 2017;Li et al, 2019;Zamanan et al, 2020). Accordingly, a hypothesis regarding the relationship between JS and TI was developed as follows:…”

Canal boat tourism: Application of complexity theory

“…One of the desired behavioural outcomes of consumers is the intention to recommend to others. Important drivers of intention to recommend are documented in the extant literature and involve overall image (Alcañiz et al, 2009;Melo et al, 2017;Papadimitriou et al 2015;Prayag et al, 2017;Rodríguez Molina et al, 2013), perceived quality (Al-Kilani et al, 2017;Hwang and Sim, 2016) and alternative attractiveness (McKercher and Ho, 2006) as cognitive variables and satisfaction (Koklic et al, 2017;Ogbeide et al, 2017;Olya and Al-ansi, 2018) and emotion (Prayag et al, 2017) as affective variables. Current literature has also acknowledged the complexity of consumer behaviour (Woodside 2013(Woodside , 2015(Woodside , 2017.…”

The Significance of Interactional Justice on Human Dignity that Shapes Mass Exodus of Employees in an Organization: A Case Study of SMEs in Private Sector of Pakistan

“…Under the concept of human dignity, the focus of the management remains on those priceless things that cannot be exchanged such as emotions, happiness, selfesteem, and commitment. When organizations do have this concept, the chances of fairness in organizational justice in all of its five dimensions become high (Al-Kilani, 2017).…”