Determinants of employee turnover intention: Understanding the roles of organizational justice, supervisory justice, authoritarian organizational culture and organization-employee relationship quality. (7th August 2017)

• Record Type: Journal Article
• Authors: Kim, Soojin; Tam, Lisa; Kim, Jeong-Nam; Rhee, Yunna
• Is Part Of: Corporate communications. Volume 22:Number 3(2017)
• Page Start: 308
• Page End: 328
• Publication Date: 2017-08-07
• Subjects: Employee behaviour -- Corporate communications -- Public relations -- Employee relations -- Internal communications -- Employee communications; Corporations -- Public relations -- Periodicals; Communication in organizations -- Periodicals; 658.45
• DOI: 10.1108/CCIJ-11-2016-0074
• Languages: English
• ISSNs: 1356-3289

Abstract

Abstract : Purpose: The purpose of this paper is to identify associations amongst organizational justice, supervisory justice, authoritarian culture, organization-employee relationship quality and employee turnover intention. Design/methodology/approach: An online survey ( n =300) was conducted in South Korea. Findings: Organizational justice and supervisory justice are positively associated with organization-employee relationship quality, while authoritarian organizational culture is negatively associated with it. In addition, there is a positive association between authoritarian organizational culture and turnover intention. Organizational justice and organization-employee relationship quality are negatively associated with turnover intention. Originality/value: This study contributes to the lack of research on organization-employee relationship quality as a predictor of employee turnover intention and a mediator between authoritarian organizational culture and turnover intention.