The Effect of Perceived Organizational Justice n Turnover Intention by Mediating Perceived Organizational Identification, Organizational Support, and Job Satisfaction
Subject Areas : Educationalali koushazade 1 , abolfazl azizabadi 2
1 - دانشجوی دکتری مدیریت منابع انسانی، دانشگاه فردوسی مشهد
2 - دانشجوی دکتری مدیریت رفتار سازمانی، دانشگاه فردوسی مشهد
Keywords: Job satisfaction, Turnover Intention, Organizational Justice, organizational identification, organizational support,
Abstract :
The goal of this study was to investigate the effect of perceived organizational justice (POJ) on perceived turnover intention (PTI) with the mediating effect of perceived organizational identification (POI), organizational support (POS) , and job satisfaction (PJS) in a public organization in east of Iran. The type of research was applicational & descriptive, and research method was correlational based on path analysis. From 870 employees of the organization, 270 persons selected by stratified random sampling based on Krejcie & Morgan (1970) sampling table. Measurment and collecting data instruments were : Perceived D istributional Justice (Kim, Moon, and Tikoo, 2004 ), Procedural and Interactional Juctice ( Tabarsa , Esmaeli Givi and Esmaeli Givi , 1389s.c./2016), POI (Mael and Ashforth, 1992), POS (Edwards, 2009), PJS (Spector, 1985), and PTI (Sager, Griffeth and Hom, 1998). Data were analyzed by Pearson correlation and path analysis method by LISREL software. Findings revealed acceptable correlation between all variables in the study, and all hypotheses in all following pathes were confirmed (P < 0.05): included: positive effect of perceived organizational justice on perceived organizational identification, and perceived organizational justice on job satisfaction, perceived organizational justice on organizational support, organizational support on job satisfaction, perceived organizational identification on job satisfaction, and negative effect of organizational support on perceived turnover intention, perceived organizational identification on perceived turnover intention, and job satisfaction on perceived turnover intention. It means POJ (in order of beta) can separatly predict turnover intention from mediating role of organizational support, job satisfaction and organizational identification.
Apker, J., Propp, K.M., & Ford, W.S.Z. (2009). Investigating the effect of nurse–team communication on nurse turnover: Relationships among communication processes, identification, and intent to leave, Health Communication, 24(2), 106-114.
Bal, P.M. (2010). Age and trust as moderators in the relation between procedural justice and turnover: a large-scale longitudinal study, Applied Psychology: An International Review: 1-21.
Carmeli, A., Gilat, G., & Waldman, D.A. (2007). The role of perceived organizational performance in organizational identification, adjustment and job performance, Journal of Management Studies 44(6), 972-992.
Chew, Y.T. & Wong, S.K. (2008). Effects of Career Mentoring Experience and Perceived Organizational Support, International Journal of Management, 25(4), 692-700.
Cho, J., & Treadway, D.C. (2010). Organizational identification and perceived organizational support as mediators of the procedural justice–citizenship behaviour relationship: A cross-cultural constructive replication, European Journal Of Work And Organizational Psychology, 20(5), 631-653.
Cole, M.S., & Bruch, H. (2006). Organizational identity strength, identification, and commitment and their relationships to turnover intention: does organizational hierarchy matter?, Journal of Organizational Behaviour, No. 27, 585–605.
Cremer D.D., Dijke, M.V., & Bos, A.E.R. (2006). Leader’s procedural justice affecting identification and trust, Leadership & Organization Development Journal, 27(7), 554-565.
Dawley D., Houghton, J.D., & Bucklew, N.S. (2010). Perceived organizational support and Turnover Intention: The Mediating Effects of Personal Sacrifice and Job Fit, The Journal of Social Psychology, 150(3), 238–257.
DeConinck, J.B., & Johnson, J.T. (2009). The effects of perceived supervisor support, perceived organizational support, and organizational justice on turnover among salespeople, Journal of Personal Selling & Sales Management, XXIX(4), 333–350.
DeMoura, G. R., Abrams, D., Retter, C., Gunnarsdottir, S., & Ando, K. (2009). Identification as an organizational anchor how identification and job satisfaction combine to predict turnover, European Journal of Social Psychology, No. 39, 540–557.
Edwards, M.R. (2005). Organizational identification: A conceptual and operational review, International Journal of Management Reviews, 7(4), 207–230.
Edwards, M.R. (2009). HR, perceived organizational support and organisational identification: an analysis after organisational formation, Human Resource Management Journal, 19(1), 91–115.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500–507.
Feather N.T., & Rauter K.A. (2004). Organizational citizenship behaviours in relation to job status, job insecurity, organizational commitment and identification, job satisfaction and work values, Journal of Occupational and Organizational Psychology, No. 77, 81–94.
Goeddeke, F.X., & Kammeyer-Mueller J.D. (2010). Perceived support in a dual organizational environment: Union participation in a university setting, Journal of Organizational Behavior, No. 31, 65-83.
Gyekye, S.A., & Salminen, S. (2009). Perceived Organizational Support: An African Perspective, Journal of Applied Social Psychology, 39(11), 2651–2668.
Hassan, S. (2010). Fair treatment, Job Involvement, and Turnover Intention of Professional Employees in Government: The Importance of Organizational Identification, Dissertation Submitted to the University at Albany, State University of New York.
Hom, P.W., & Kinicki, A.J., (2001). Toward a Greater Understanding of How Dissatisfaction Drives Employee Turnover, Academy of Management Journal, 44(5), 975-987.
Hui, C., Wong, A., & Tjosvold, D. (2007). Turnover intention and performance in China: The role of positive affectivity, Chinese values, perceived organizational support and constructive controversy, Journal of Occupational and Organizational Psychology, No. 80, 735–751.
Hwang, I.S., & Kuo, J.H. (2006). Effects of Job Satisfaction and Perceived Alternative Employment Opportunities on Turnover Intention-An Examination of Public Sector Organizations, The Journal of American Academy of Business, 8(2), 245-259.
Jawahar, I.M., & Hemmasi, P. (2006). Perceived organizational support for women\'s advancement and turnover intentions: The mediating role of job and employer satisfaction, Women in Management Review, 21(8), 643-661.
Kim, J.Y., Moon, J., Han, D., & Tikoo, S. (2004). Perceptions of justice and employee willingness to engage in customer-oriented behavior, Journal of Services Marketing, 18(4), 267-275.
Kreiner, G.E., & Ashforth, B.E. (2004). Evidence toward an expanded model of organizational identification, Journal of Organizational Behavior, 25, 1-27.
Krejcie, R., & Morgan, D. (1970). Determining sample size for research activities. Educational & Psychological Measurement, 30, 607-610.
Lambert, E.G.H., & et al. (2010). The relationship among distributive and procedural justice and correctional life satisfaction, burnout, and turnover intent: An exploratory study, Journal of Criminal Justice, 38, 7-16.
Light, J.N. (2004). The relationships and effects of employee involvement, employee empowerment, and employee satisfaction by job-type in a large manufacturing environment, Dissertation in Capella University, UMI No: 3138946.
Mael, F., & Ashforth B.E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification, Journal of Organizational Behavior, Vol. 13, 103-123.
Michel, A., Stegmaier, R., & Sonntag, K. (2010). Scratch Your Back - You Scratch Mine. Do Procedural Justice and Organizational Identification Matter for Employees\' Cooperation During Change?, Journal of Change Management, 10(1), 41–59.
Mulki, J.P., Jaramillo, F., & Locander, W.B. (2006). Emotional exhaustion and organizational deviance: can the right job and a leader’s style make a difference? Journal of Business Research, 59, 1222-1230.
Niehoff, B.P., & Moorman, R.H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior, Academy of Management Journal, 36(3), 527-56.
Pattie, M., Benson G.S., & Baruch, Y. (2006). Tuition reimbursement, perceived organizational support, and turnover intention among graduate business school students, Human Resource Development Quarterly, 17(4), 423-442.
Rifai, H.A. (2005). A test of the relationships among perceptions of justice, job satisfaction, affective commitment and organizational citizenship behavior, Gadjah Mada International Journal of Business, 7(2), 131-154.
SamGnanakkan, S. (2010). Mediating role of organizational commitment on HR practices and turnover intention among ICT Professionals, Journal of Management Research 10(1): 39-1.
Sager, J.K., Griffeth, R.W., & Hom, P.W. (1998). A comparison of structural models representing turnover cognitions. Journal of Vocational Behavior, 53, 254-273.
Spector, P.E. (1985). Measurment of human-service staff satisfaction: Development of the job satisfaction survey. American Journal of Community Psychology, 13, 693-713.
Suazo, M.M. (2009). The mediating role of psychological contract violation on the relations between psychological contract breach and work-related attitudes and behaviors, Journal of Managerial Psychology, 24(2), 136-160.
Van Dick R., & et. al. (2004). Should I Stay or Should I Go? Explaining Turnover Intentions with Organizational Identification and Job Satisfaction, British Journal of Management, 15, 351-360.
Van Dick R., & et. al. (2007). Relationships between leader and follower organizational identification and implications for follower attitudes and behavior, Journal of Occupational and Organizational Psychology, 80, 133–150.
Walumbwa, F.O., Cropanzano, R., & Hartnell, C.A. (2009). Organizational justice, voluntary learning behavior, and job performance: A test of the mediating effects of identification and leader-member exchange, Journal of Organizational Behavior 30: 1103-1126.
Wolfe, T.J. (2007). Organizational identification as a mediator of transformational leadership outcomes, Saint Louis University. Doctor of philosophy.
