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Employee participation and turnover intention: Exploring the explanatory roles of organizational justice and learning goal satisfaction

Manish Kumar (Organisational Behaviour and Human Resource Management Area, Indian Institute of Management Kozhikode, India)
Hemang Jauhari (FPM, Indian Institute of Management Lucknow, India)

Journal of Workplace Learning

ISSN: 1366-5626

Article publication date: 10 October 2016

1441

Abstract

Purpose

This paper aims to examine the explanatory roles of organizational justice (OJ) and learning goal/need satisfaction (LGS/LNS) in the relationship between participation in decision-making (PDM) and turnover intention (TI) of employees. OJ was expected to mediate the relationship of PDM with LNS and TI. Further, LNS was expected to mediate the relationship of PDM and OJ with TI.

Design/methodology/approach

This study used a rigorous design with 192 responses collected with temporal separation using snowball sampling technique. Responses on PDM, OJ and LNS were taken at one point of time, whereas responses on TI were taken at another point of time. Analysis was done using structural equation modeling approach in IBM SPSS AMOS 20.

Findings

OJ partially mediates PDM and LNS relationship but fully mediates PDM and TI relationship. Further, LNS partially mediates OJ and TI relationship but fully mediates PDM and TI relationship. PDM does not have a direct effect on TI.

Research limitations/implications

Ensuring participation of employees on programs and policies including those on human resources by itself may not be able to reduce TI of employees. It is when employees are able to experience fairness for themselves and/or they are able to add value for themselves by enhancing relevant knowledge base that PDM has an impact on TI. Therefore, organizations must ensure all three aspects of concern to employees; ensuring participation, fairness and individual growth of the employees to address TI.

Originality/value

Although there are studies relating TI separately with PDM, fairness and satisfaction, this study is able to contribute by specifying two-stage explanatory mechanism between PDM and TI. In addition, the authors believe that this study has brought in so far unexplored nuance of relevance of individual quest for learning in explaining TI. Further, through the use of robust design, the study contributes in corroborating research findings on TI.

Keywords

Acknowledgements

This research received support from the grant SGRP/2014/71 awarded to first author at Indian Institute of Management Kozhikode, Kozhikode, India.

Citation

Kumar, M. and Jauhari, H. (2016), "Employee participation and turnover intention: Exploring the explanatory roles of organizational justice and learning goal satisfaction", Journal of Workplace Learning, Vol. 28 No. 8, pp. 496-509. https://doi.org/10.1108/JWL-05-2016-0047

Publisher

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Emerald Group Publishing Limited

Copyright © 2016, Emerald Group Publishing Limited

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