Academic journal article Ife Psychologia

Organizational Justice, Perceived Inequality and Job Redesign as Predictors of Intent to Quit among Bankers in Nigeria

Academic journal article Ife Psychologia

Organizational Justice, Perceived Inequality and Job Redesign as Predictors of Intent to Quit among Bankers in Nigeria

Article excerpt

This study explored organizational justice, perceived inequality and job redesign as predictors of intent to quit among some bankers in Nigeria. Ex-post facto research design and purposive sampling technique were adopted. 258 male and female staff of Access Bank PLC participated in the study. Four hypotheses were tested in the study. It was found that management staff (x= 17.73) significantly scored higher on turnover intention than non-management staff (x= 15.36), t (256) =-3.239; p <.05. There was also a significant joint influence of work inequality, procedural justice, interactional justice and job redesign on turnover intention (R^sup 2^ =.008; F (4,253) =7.17; P<.01). However, only procedural justice independently influenced turnover intention while others did not. Similarly, there was a significant joint influence of marital status, job categoiy and educational background on turnover intention (R^sup 2^ =.155; F (3,254) =16.67; P<.01). However, only marital status independently influenced turnover intention while others did not. Lastly, results showed that female staff (x= 15.74) did not significantly score higher on turnover intention than the male staff (x= 15.57), t (252) =-.338; p >.05. Hence, conclusions and recommendations were made as follows; that organizational, psychological and demographic factors are jointly responsible for turnover intention among employees; that human resource managers and employers of labour should actively control for all factors that could cause employees to be dissatisfied. Thus, future studies on turnover intention should investigate the influence of other personality, demographic and organizational factors on employee turnover intention.

Keywords: Bankers, Intent to Quit, Job Redesign, Organizational Justice, Perceived Inequality

Organizations invest a lot on their employees in terms of induction, training and development. Hence, managers at all costs exert efforts in minimizing employee turnover. Although, there is no standard framework for understanding employee turnover process as a whole however, a wide range of factors have been found useful in interpreting employee turnover as a behaviour or an intention Kevin, Joan and Adrian (2004). The term "turnover" is defined by Price (1977) as the ratio of the number of organizational members who have left during the period being considered divided by the average number of people in that organization during the period. Frequently, managers refer to turnover as the entire process associated with filling a vacancy. Each time a position is vacated, either voluntarily or involuntarily, a new employee must be hired and trained.

It refers to the actual leaving or quitting action mostly exhibited by employees when they perceived themselves unable to cope with organizational policies and practices. Employee turnover intention on the other hand, is defined in several ways but shares a common term in the scholarly literature and refers to an individual's perceived probability of staying or leaving an employing organization (Cotton and Tuttle 1986). Heilman (1997) defined turnover intentions as the behavioral intentions illuminating an individual's intention to leave and considered to be the primaiy antecedent to actual turnover behavior. Horn and Griffeth (1995) referred to turnover intentions as a conscious and deliberate willfulness of an individual towards voluntaiy permanent withdrawal from the organization. There are several reasons why people quit from one organisation to another or why people leave organizations among which are organizational, psychological and social in nature. Hence, this study considers organizational related factors such as organizational justice, job redesign and perceived inequality at work as possible factors contributing to turnover intention. Other factors considered are gender, age, marital status, job categoiy and educational qualification.

Organizational justice refers to employees' perceptions of fairness and evaluations of treatment received in the organization (Cropanzano & Greenberg, 1997). …

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