The Effect of Organizational Justice on Employee Turnover Intention in the Hospitality Industry: The Mediating Role of Job Satisfaction
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Date
2022-04
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A.A.U
Abstract
The general objective of this study is to examine the effect of the three dimensions of
organizational justices (distributive, procedural, and interactional justice) on turnover
intention with the mediating role of job satisfaction in the case of the hospitality industry.
Towards this both descriptive and inferential research designs were deployed as techniques
of data analysis. Sample respondents were selected using stratified random sampling
technique from two selected companies in the hospitality industry in Addis Ababa namely
Addis international catering and Sheraton Addis hotel. A self-administered structured
questionnaire was used as instrument of data collection. The data was collected from169
employees from the hospitality industry. Both descriptive and inferential data analysis
techniques were deployed in analyzing the data. The correlation analysis matrix finding
revealed that there exist a statistically significant negative correlation between the turnover
intention and the three dimensions of organizational justices (Distributive justice,
Procedural Justice and Interactional Justice). The result of the main effect regression
analysis revealed that, among the three dimensions of organizational justices, Distributive
justice, procedural justice and Interactional Justice found to have statistically significant
effect on turnover intention, at 1 percent significant level. The mediation step regression
analysis results also revealed that job satisfaction has a mediating role between employees’
turnover intention and the three dimensions of organizational justices (Distributive justice,
Procedural Justice and Interactional Justice). The study recommends that organizations in
the hospitality industry should to implement distributive, procedural and interactional
retention strategies to enhance employees’ retention perception. Moreover, as job
satisfaction has a mediating role between employee’s turnover intention its necessary to put
in place a mechanism to regularly measure the employee’s level of job satisfaction and work
to enhance the employee’s level job satisfaction.
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Keywords
organizational justice, distributive justice, procedural justice, interactional justice, job satisfaction, turnover intention