| Author: | Yuen, Mi-yan |
| Title: | Impact of organizational justice on turnover intentions of employees at a university in Hong Kong |
| Degree: | M.Sc. |
| Year: | 2000 |
| Subject: | Hong Kong Polytechnic University -- Turnover Labor turnover -- China -- Hong Kong -- Case studies Hong Kong Polytechnic University -- Dissertations |
| Department: | Multi-disciplinary Studies Department of Management |
| Pages: | iii, 79 leaves : ill. ; 30 cm |
| Language: | English |
| Abstract: | Employee turnover has been drawing much attention from researchers because of its importance and potential adverse effects to organizations. However, there seems to be insufficient attention on one of the possible antecedents of turnover intentions, that is organizational justice. A model was therefore proposed to link up a relationship between these two elements. A survey was carried out in The Hong Kong Polytechnic University in early 2000 to test this proposed model. Findings support that organizational justice affects turnover intentions, and its impact is even higher than expected. Organizational justice is found to have a direct influence on turnover intentions instead of an indirect one via some mediating variables. Other antecedents of turnover intentions including organizational commitment, compensation satisfaction and job satisfaction are also positively related to organizational justice. Furthermore, the results support that perceived alternative opportunities has a moderating effect on the relationship of turnover intentions and its precursors. Implications for researchers and practitioners are discussed. |
| Rights: | All rights reserved |
| Access: | restricted access |
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| File | Description | Size | Format | |
|---|---|---|---|---|
| b15689852.pdf | For All Users (off-campus access for PolyU Staff & Students only) | 2.73 MB | Adobe PDF | View/Open |
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