Effects of Organizational Justice and Organizational Citizenship Behavior on Employee Turnover Intention

Noraini  Rusbadrol; Siti Aisyah  Panatik; Azlineer  Sarip; Faizah Mohd  Fakhruddin

Employee turnover is an on-going concern among researchers due to its negative impacts towards organizations. Given the rising rate of employee turnover in a utility company in Malaysia, some attention should be paid on the factors that might influence the employees to leave the organization. Underpinned by social exchange theory, the study was aimed to identify the relationship between organizational justice, organizational citizenship behaviour, and turnover intention. Besides, this study aims to test the mediation effects in the research framework. Research hypotheses are tested by conducting a cross-sectional survey at the utility company located in Klang Valley. Using convenience sampling method, 750 employees were involved which yielded 391 usable responses. Partial least squares structural equation modeling technique was applied to test the proposed research hypotheses. The results have confirmed that distributive justice was significantly related with the turnover intentions of the staff, whereas the other three dimensions of organizational justice were not in the hypothesized negative direction. The results also confirmed the mediatory effect of organizational citizenship behaviour directed at individuals on the relationships between procedural justice and turnover intention. This study provides useful insights for managers and HR practitioners to take remedial measures to retain the employees for long-term.

Adams, J. S. (1965). Inequity in social exchange. Advances in Experimental Social Psychology, 2(267-299).
Ajzen, I. (1991). The theory of planned behavior. Organizational Behavior and Human Decision Processes, 50(2), 179-211.
Ajzen, I. (2011). The theory of planned behaviour: Reactions and reflections. Psychology & Health, 26(9), 1113-1127.
Ajzen, I., & Fishbein, M. (1980). Understanding attitudes and predicting social behaviour. Prentice-Hall
Al Afari, T. S., & Abu Elanain, H. M. (2014). Procedural and distributive justice as mediators of the relationship between interactional justice and work outcomes: An empirical study of the UAE public health care sector. Journal of Applied Business Research, 30(4), 1091-1108.
Bakri, N., & Ali, N. (2015). The impact of organizational justice on turnover intention of Bankers of KPK, Pakistan: The mediator role of organizational commitment. Asian Social Science, 11(21), 143-147.
Ballinger, G., Craig, E., Cross, R., & Gray, P. (2011). A stitch in time saves nine: Leveraging networks to reduce the costs of turnover. California Management Review, 53(4), 111-133.
Bies, R. J. (2005). Are Procedural Justice and Interactional Justice Conceptually Distinct? In J. Greenberg & J. A. Colquitt (Eds.), Handbook of organizational justice (pp. 85–112). Lawrence Erlbaum Associates Publishers.
Blau, P. (1964). Exchange and Power in Social Life. New York: Wiley.
Bryant, P. C., & Allen, D. G. (2013). Compensation, Benefits and Employee Turnover: HR Strategies for Retaining Top Talent. Compensation & Benefits Review, 45(3), 171-175.
Campbell, N. S., Perry, S. J., Maertz, C. P., Allen, D. G., & Griffeth, R. W. (2013). All you need is. resources: The effects of justice and support on burnout and turnover. Human Relations, 66(6), 759-782.
Chong, V. K., & Monroe, G. S. (2015). The impact of the antecedents and consequences of job burnout on junior accountants' turnover intentions: A structural equation modelling approach. Accounting & Finance, 55(1), 105-132.
Cole, M. S., Bernerth, J. B., Walter, F., & Holt, D. T. (2010). Organizational justice and individuals' withdrawal: Unlocking the influence of emotional exhaustion. Journal of Management Studies, 47(3), 367-390.
De Gieter, S., De Cooman, R., Hofmans, J., Pepermans, R., & Jegers, M. (2012). Pay-level satisfaction and psychological reward satisfaction as mediators of the organizational justice-turnover intention relationship. International Studies of Management & Organization, 42(1), 50-67.
Dulany, D. E. (1968). Awareness, rules, and propositional control: A confrontation with SR behavior theory. In T. Dixon & Deryck Horton (Eds.), Verbal Behavior and General Behavior Theory. (pp. 340—387) Prentice-Hall.
Economist, T. (2018). The high costs of staff turnover. Retrieved from https://www.economist.com/business/2018/09/22/the-high-costs-of-staff-turnover
Elamin, A. M., & Tlaiss, H. A. (2015). Exploring the relationship between organizational citizenship behavior and organizational justice in the Islamic Saudi Arabian context. Employee Relations, 37(1), 2-29.
Fishbein, M. (1973). The prediction of behaviors from attitudinal variables. Advances in Communication Research, 3-31.
Fox, C. (2018). Work Institute Releases National Employee Retention Report. Retrieved from https://workinstitute.com/about-us/news- events/articleid/2259/2018%20retention%20report
Greenberg, J. (1987). A taxonomy of organizational justice theories. Academy of Management Review, 12(1), 9-22.
Greenberg, J. (1993). The social side of fairness: Interpersonal and informational classes of organizational justice. In R. Cropanzano (Ed.), Justice in the workplace: Approaching fairness in human resource management, Lawrence Erlbaum Associates, Hillsdale, NJ.
Haque, A., & Aslam, M. S. (2011). The influence of distributive justice on organizational citizenship behaviors: Mediating role of emotional exhaustion and organizational attachment. International Journal of Business and Social Science, 2(15).
Leventhal, G. S., Karuza, J., & Fry, W. R. (1980). Beyond fairness: A theory of allocation preferences. Justice and Social Interaction, 3, 167-218.
Lilly, J. (2015). The Impact of Justice Type on Organizational Citizenship Behavior: Do Outcome Favorability and Leader Behavior Matter? Current Psychology, 34(1), 26-49.
Nowakowski, J. M., & Conlon, D. E. (2005). Organizational justice: Looking back, looking forward. International Journal of Conflict Management, 16(1), 4-29.
Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington, M. A.: Lexington Books.
Paillé, P., & Grima, F. (2011). Citizenship and withdrawal in the workplace: Relationship between organizational citizenship behavior, intention to leave current job and intention to leave the organization. The Journal of Social Psychology, 151(4), 478-493.
Park, S. H., Boyle, D. K., Bergquist?Beringer, S., Staggs, V. S., & Dunton, N. E. (2014). Concurrent and lagged effects of registered nurse turnover and staffing on unit?acquired pressure ulcers. Health Services Research, 49(4), 1205-1225.
Peterson, S. J., & Luthans, F. (2006). The impact of financial and nonfinancial incentives on business-unit outcomes over time. Journal of Applied Psychology, 91, 156-165.
Priyadharshini, S. L., & Mahadevan, A. (2014). Mediating role of organizational citizenship behavior on HRM practices and turnover intention among production engineers. International Journal of Organizational Behaviour & Management Perspectives, 3(2), 994-1003.
Ringle, C. M., Wende, S., & Becker, J.-M. (2015). SmartPLS 3. Boenningstedt: SmartPLS GmbH, http://www.smartpls.com.
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: A path analysis based on meta-analytic findings. Personnel Psychology, 46, 259-293.
Wee, Y. G., Ahmad, K. Z., & Fen, Y. S. (2012). Promoting organizational citizenship behaviour through high involvement human resource practices: An attempt to reduce turnover intention. Journal of Law and Social Sciences, 1(1), 163-168.
Williams, L. J., & Anderson, S. E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship behaviors. Journal of Management, 17, 601-617.
Zotorvie, J. S. T., Kudo, M. B., & Adade, T. C. (2017). A Survey of Factors that Influence the Level of Job Satisfaction and Turnover Intention of Professional Accountants in Ghana. International Journal of Academic Research in Business and Social Sciences, 7(10), 41-56.

In-Text Citation: (Rusbadrol et al., 2021)
To Cite this Article: Rusbadrol, N., Panatik, S. A., Sarip, A., & Fakhruddin, F. M. (2021). Effects of Organizational Justice and Organizational Citizenship Behavior on Employee Turnover Intention. International Journal of Academic Research in Business and Social Sciences, 11(17), 80–91.

Copyright: © 2021 The Author(s)
Published by HRMARS (www.hrmars.com)
This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode

International Journal of Academic Research in Business and Social Sciences

Open Access Journal

Effects of Organizational Justice and Organizational Citizenship Behavior on Employee Turnover Intention

Noraini Rusbadrol, Siti Aisyah Panatik, Azlineer Sarip, Faizah Mohd Fakhruddin

Further Information

Our Journals

Get intouch with us