The Impact Of Perceived Organizational Injustice On Employee Satisfaction, Organizational Commitment And Turnover Intention: A Study Of Employees In MNCs In Malaysia

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dc.contributor.authorChung, Kuok Shiong
dc.date.accessioned2017-02-15T06:39:08Z
dc.date.available2017-02-15T06:39:08Z
dc.date.issued2009-07
dc.description.abstractThe 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.en_US
dc.identifier.urihttp://hdl.handle.net/123456789/3735
dc.language.isoenen_US
dc.publisherUniversiti Sains Malaysiaen_US
dc.subjectRelationship between organizational injusticeen_US
dc.subjectand turnover intention.en_US
dc.titleThe Impact Of Perceived Organizational Injustice On Employee Satisfaction, Organizational Commitment And Turnover Intention: A Study Of Employees In MNCs In Malaysiaen_US
dc.typeThesisen_US
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