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Employee Participation and Turnover Intention: Exploring the Explanatory Roles of Organizational Justice and Learning Goal Satisfaction

Author

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  • Manish Kumar

    (Indian Institute of Management Kozhikode)

  • Hemang Jauhari

    (Indian Institute of Management Lucknow)

Abstract

Purpose - This research examines the explanatory roles of organizational justice (OJ) and learning goal/needs 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 OJwithTI. 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 while responses on TI were taken at another point of time. Analysis was done using structural equation modelling approach in IBM SPSS AMOS 20. Findings –OJpartially mediatesPDM and LNS relationship but fully mediates PDM and TI relationship. Further,LNSpartially mediates OJ and TI relationship but fully mediates PDM and TI relationship. PDM does not have direct effect on TI. Research limitations/implication–Ensuring participation of employees on programmes 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, our study is able to contribute by specifying two stage explanatory mechanism between PDM and TI. In addition, we believe our 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.

Suggested Citation

  • Manish Kumar & Hemang Jauhari, 2016. "Employee Participation and Turnover Intention: Exploring the Explanatory Roles of Organizational Justice and Learning Goal Satisfaction," Working papers 204, Indian Institute of Management Kozhikode.
    • Handle: RePEc:iik:wpaper:204
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    References listed on IDEAS

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    1. Martine R. Haas & Morten T. Hansen, 2005. "When using knowledge can hurt performance: the value of organizational capabilities in a management consulting company," Strategic Management Journal, Wiley Blackwell, vol. 26(1), pages 1-24, January.
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    1. Farndale, Elaine & Agarwal, Promila & Budhwar, Pawan, 2022. "Outcomes of talent identification in economically liberalized India: Does organizational justice matter?," Journal of Business Research, Elsevier, vol. 144(C), pages 740-750.
    2. Knezović Emil & Smajić Hamza, 2022. "Employee Participation in the Decision-Making Process and Organizational Citizenship Behavior: The Mediating Role of Affective Commitment," Organizacija, Sciendo, vol. 55(1), pages 64-76, February.
    3. Muhammad Ali Raza & Noor Ul-Hadi & Majid Khan & Bahaudin G. Mujtaba, 2022. "Behavioral Orientation to Organizational Justice: Moderating Role of Islamic Work Ethics and Trust in Leader in Tourism Industry," Public Organization Review, Springer, vol. 22(4), pages 1279-1296, December.

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    Keywords

    Participation in decision making; Organizational justice; Learning goal satisfaction; Turnover intention;
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