Determinants of employee turnover intention: Understanding the roles of organizational justice, supervisory justice, authoritarian organizational culture and organization-employee relationship quality
Purpose: The purpose of this paper is to identify associations amongst organizational justice, supervisory justice, authoritarian culture, organization-employeerelationship 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.
Employee behaviour, Corporate communications, Public relations, Employee relations, Internal communications, Employee communications
Organizational Behavior and Theory | Organizational Communication
Corporate Communications: An International Journal
KIM, Soojin; KIM, Jeong-Nam; and RHEE, Yunna.
Determinants of employee turnover intention: Understanding the roles of organizational justice, supervisory justice, authoritarian organizational culture and organization-employee relationship quality. (2017). Corporate Communications: An International Journal. 22, (3), 308-328. Research Collection Lee Kong Chian School Of Business.
Available at: http://ink.library.smu.edu.sg/lkcsb_research/5299
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