A moderated mediation model of the relationship between organizational justice and turnover intention

Ekmekcioglu E. B., Aydogan E.

International Journal of Organizational Analysis, cilt.27, sa.4, ss.1073-1092, 2019 (ESCI) identifier identifier

  • Yayın Türü: Makale / Tam Makale
  • Cilt numarası: 27 Sayı: 4
  • Basım Tarihi: 2019
  • Doi Numarası: 10.1108/ijoa-06-2018-1448
  • Dergi Adı: International Journal of Organizational Analysis
  • Derginin Tarandığı İndeksler: Emerging Sources Citation Index (ESCI), Scopus, ABI/INFORM, INSPEC, Psycinfo
  • Sayfa Sayıları: ss.1073-1092
  • Anahtar Kelimeler: Empirical study, Turnover intention, Employee turnover, Organizational justice, Organizational identification, Moderated mediation, Psychological contract fulfillment, PSYCHOLOGICAL CONTRACT FULFILLMENT, SOCIAL IDENTITY THEORY, DISTRIBUTIVE JUSTICE, WORKPLACE OUTCOMES, EMPLOYEE ATTITUDES, PROCEDURAL JUSTICE, JOB-SATISFACTION, IDENTIFICATION, EXCHANGE, CITIZENSHIP
  • Ankara Hacı Bayram Veli Üniversitesi Adresli: Hayır

Özet

© 2019, Emerald Publishing Limited.Purpose: The purpose of this study is to examine the mediating role of organizational identification (OI) on the relationship between organizational justice (OJ) and turnover intention (TI), as well as the moderating role of psychological contract fulfillment (PCF) in those relationships. Design/methodology/approach: Data were collected from 339 employees of a financial institution in Turkey. Regression analyses were conducted to investigate a moderated mediation model. Findings: This study found that OI was partially mediated the relationship between OJ and TI. The results also indicated that the indirect effect of OJ on TI through OI was moderated by PCF. Research limitations/implications: The generalizability of the findings is limited. As this study is cross-sectional, causal inferences cannot be inferred regarding the hypothesized relationships. Practical implications: To reduce TI, organizations should ensure the fair allocation of resources and rewards among employees. Moreover, organizations should pay attention to the expectations of employees and the promises made to them in an attempt to fulfill psychological contract obligations. Originality/value: This study explores the mediating role of OI in the relationship between OJ and TI. In addition, this research sheds light on the moderating role of PCF in this mediation model.