Organizational justice and employees' intention to stay: the mediating role of job satisfaction

IF 1.6 Q2 Business, Management and Accounting Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2022-05-13 DOI:10.1108/ebhrm-07-2021-0156
E. Knezović, Ilma Neimarlija
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引用次数: 3

Abstract

PurposeThis study investigates the relationships between the four dimensions of organizational justice (OJ) (distributive, procedural, interpersonal, and informational) and employees' intention to stay (ITS) in organizations in Bosnia and Herzegovina while considering the mediating role of job satisfaction (JS).Design/methodology/approachThrough a cross-sectional questionnaire-based survey, 336 responses were collected from employees in private companies and non-governmental organizations. Structural equation modeling was performed to test the hypotheses.FindingsResults indicate support for the relationships between dimensions of OJ and ITS, except in the case of procedural justice (PJ). Similarly, JS is a full mediator in all relationships, except for PJ.Originality/valueThe study extends the literature by incorporating all four dimensions of OJ and testing them individually in relation to the ITS. Furthermore, the study deviates from a traditional approach of simple relationships by introducing the mediating role of JS. Finally, it contributes to the scarce literature in developing countries.
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组织公平与员工留任意愿:工作满意度的中介作用
目的本研究调查了组织公正(OJ)四个维度(分配、程序、人际和信息)与员工在波斯尼亚和黑塞哥维那组织中的居留意愿(ITS)之间的关系,同时考虑了工作满意度(JS)的中介作用,从私营公司和非政府组织的雇员那里收集了336份答复。进行结构方程建模以检验假设。调查结果表明,除了程序正义(PJ)的情况外,OJ维度和ITS维度之间的关系得到了支持。同样,JS在所有关系中都是一个完整的中介,PJ.Originality/value除外。该研究通过结合OJ的所有四个维度并单独测试它们与ITS的关系来扩展文献。此外,本研究通过引入JS的中介作用,偏离了传统的简单关系方法。最后,它助长了发展中国家稀缺的文献。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
2.70
自引率
6.20%
发文量
39
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