The Mediating Role of Employee Engagement in the Relationship between Organizational Justice and Employee Turnover Intention in the case of Commercial Bank of Ethiopia
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Date
2018-06
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Addis Ababa University
Abstract
The objective of this study was to assess the mediating role of employee engagement in the relationship between organizational justice and employee turnover intention. To achieve the objective of the study established questionnaires were adapted from the previous research works. Cross-sectional survey design was employed to quantitatively assess the relationship between the study variables. Based on the data collected from 349 employees of CBE the overall result of the study indicates that distributive justice, procedural justice, and interactional justice have negative relationship with employee turnover intention. On the other hand the three dimensions of organizational justice have positive relationship with employee engagement, which in turn is found to have negative relationship with employee turnover intention. The study results also confirmed that employee engagement had no mediating role on the relationship between organizational justice and employee turnover intention. The overall implication of the study result is that, since the three dimensions of organizational justice has positive and negative relationship with employee engagement and employee turnover intention respectively, to keep the benefit of having engaged employee and retaining talented and skilled employee the importance of employing organizational justice in the workplace is crucial.
Description
A Thesis submitted to school of graduates of Addis Ababa University In Partial Fulfillment of the Degree of Executive Master of Business Administration [EMBA]
Keywords
Employee, Employee Engagement, Organizational Justice