Determinants of employee turnover intention: Understanding the roles of organizational justice, supervisory justice, authoritarian organizational culture and organization-employee relationship quality

• Main Authors: KIM, Soojin, TAM, Lisa, KIM, Jeong-Nam, RHEE, Yunna
• Format: text
• Language: English
• Published: Institutional Knowledge at Singapore Management University 2017
• Subjects: Employee behaviour; Corporate communications; Public relations; Employee relations; Internal communications; Employee communications; Organizational Behavior and Theory; Organizational Communication
• Online Access: https://ink.library.smu.edu.sg/lkcsb_research/5299; https://ink.library.smu.edu.sg/context/lkcsb_research/article/6298/viewcontent/Determinants_of_employee_turnover_intention_2017_afv.pdf
• Institution: Singapore Management University

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.