The Effect of Organizational Justice on Employee Turnover Intention in the Hospitality Industry: The Mediating Role of Job Satisfaction
| dc.contributor.advisor | Alemu, Lakew (Dr) | |
| dc.contributor.author | Ayele, Wondwosse | |
| dc.date.accessioned | 2022-07-25T06:07:09Z | |
| dc.date.accessioned | 2023-11-04T09:41:58Z | |
| dc.date.available | 2022-07-25T06:07:09Z | |
| dc.date.available | 2023-11-04T09:41:58Z | |
| dc.date.issued | 2022-04 | |
| dc.description.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. | en_US |
| dc.identifier.uri | http://etd.aau.edu.et/handle/123456789/32359 | |
| dc.language.iso | en | en_US |
| dc.publisher | A.A.U | en_US |
| dc.subject | organizational justice | en_US |
| dc.subject | distributive justice | en_US |
| dc.subject | procedural justice | en_US |
| dc.subject | interactional justice | en_US |
| dc.subject | job satisfaction | en_US |
| dc.subject | turnover intention | en_US |
| dc.title | The Effect of Organizational Justice on Employee Turnover Intention in the Hospitality Industry: The Mediating Role of Job Satisfaction | en_US |
| dc.type | Thesis | en_US |