The Impact Of Perceived Organizational Injustice On Employee Satisfaction, Organizational Commitment And Turnover Intention: A Study Of Employees In MNCs In Malaysia
Loading...
Date
2009-07
Authors
Chung, Kuok Shiong
Journal Title
Journal ISSN
Volume Title
Publisher
Universiti Sains Malaysia
Abstract
The purpose of this research was to examine the impact of perceived organizational
injustice on employees' level of commitment and their intention to quit. This study also examined
the mediating role of job satisfaction on the relationship of organizational injustice to employee
commitment and their turnover intention in an organization. The presence of gender as a
moderating role was tested in this study. Data were collected from a sample of 203 respondents.
The model was tested using Statistical Package for Social Science (SPSS version 16.0 for
Windows).
The findings have resulted in substantial acceptance of the hypotheses formulated. The
results indicated that both distributive and interactional injustice had a positive influence on
turnover intention and was negatively correlated to organizational commitment and job
satisfaction. Procedural injustice was found to have direct negative influence on job
satisfaction. Specifically this study also found that among the three dimensions of injustice,
interactional injustice had the most impact on the organizational commitment and turnover
intention. On the other hand, distributive injustice was found to have the most impact on job
satisfaction compared to the rest of the injustice dimensions considered in this research. Job
satisfaction was found to have mediating effect in the relationship among organizational
injustice, organizational commitment and turnover intention. Gender was found to have
moderating effect on the relationship between organizational injustice and turnover intention.
The outcome of this study serve as guidelines to help managers better understand
organizational behaviors specifically on how to minimize employee turnover, improve job
satisfaction and organizational commitment, and at the same time make better decisions in
managing the perception of distributive and interactional injustice when dealing with their
employees.
Description
Keywords
Relationship between organizational injustice , and turnover intention.