The Impacts of Distributive Justice and Perceived Organizational Support on Turnover Intention within The Poultry Industry
DOI:
https://doi.org/10.9744/ijbs.1.2.88-97Keywords:
distributive justice, perceived organizational support, turnoverAbstract
Increased numbers of job-hopping in Indonesia might result in negative costs for organizations. Earlier research in turnover intention tends to emphasize organizational commitment yet it neglects the importance of perceived fairness in allocating results and perceived support from organizations. The aim of this study is to investigate the influence of distributive justice and perceived organizational support to turnover intention in a company within the poultry industry. This study implements quantitative method by administering surveys to 142 fulltime employees. Partial Least Square was utilized to test the research model. Results of this study demonstrated that perceived organizational support is the most significant factor for turnover intention and distributive justice has higher influence on perceived organizational support compared with turnover intention. These findings contribute to the development of employers and managers’ initiatives to promote support and distributive fairness toward their employees.
References
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Arshadi, N. (2011). The relationships of perceived organizational support (POS) with organizational commitment, in-role performance, and turnover inten¬tion: Mediating role of felt obligation. Procedia - Social and Behavioral Sciences, 30, 1103–1108.
Asgari, A., Silong, A. D., & Ahmad, A. (2008). The relationship between trans¬for-mational leadership behaviors, organizational justice, leader-mem¬ber ex¬-change, perceived organizational support, trust in management and orga¬ni-zational citizenship behaviors. European Journal of Scientific Research, 23(2), 227–242.
Biswas, S., Varma, A., & Ramaswami, A. (2013)Linking distributive and procedural justice to employee engagement through social exchange: A field study in India. International Journal of Human Resource Management, 24(8), 1570–1587.
Cropanzano, R., Anthony E. L., Daniels S. R., & Hall A. V. Social exchange theory: A critical review with theoretical remedies. Academy of Management Annals, 11(1), 479–516.
Dawley, D., Houghton, J. D., & Bucklew, N. S. (2010). Perceived organizational sup- port and turnover intention: The mediating effects of personal sacrifice and job fit. Journal of Social Psychology, 150(3), 238–257.
DeConinck, J. B., & Johnson, J. T. (2009). The effects of perceived supervisor sup¬-port, perceived organizational support, and organizational justice on turn¬¬over among salespeople. Journal of Personal Selling and Sales Mana¬ge¬¬ment, 29(4), 333–351.
Directorate General of Livestock and Animal Health. (2017). Konsumsi Periode Tahun 2016. Retrieved from http://ditjenpkh.pertanian.go.id/.
Eder, P., & Eisenberger, R. (2008). Perceived organizational support: Reducing the negative influence of coworker withdrawal behavior. Journal of Mana¬ge¬¬ment, 34(1), 55–68.
Eisenberger, R., Cummings, J., Armeli, S., & Lynch, P. (1997). Perceived organi¬za¬-tional support, discretionary treatment, and job satisfaction. Journal of Ap¬plied Psychology, 82(5), 812–820.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500–507.
Erdogan, B., & Enders, J. (2007). Support from the top: Supervisors’ perceived orga-nizational support as a moderator of leader-member exchange to satis¬fac¬tion and performance relationships. Journal of Applied Psychology, 92(2), 321–330.
Faslah, R. (2010). Hubungan antara keterlibatan kerja dengan turnover intention pa¬da karyawan PT. Garda Trimitra Utama, Jakarta. Econosains Jurnal On¬line Ekonomi dan Pendidikan, 8(2), 146–151.
Fernet, C., Trépanier, S. G., Demers, M., & Austin, S. (2017). Motivational pathways of occupational and organizational turnover intention among newly registered nurses. Nurs Outlook, 65(4), 444–454.
Folger, R., & Cropanzano, R. (1998). Organizational justice and human resource management. United States: Sage Publication Inc.
Gim, G. C. W., & Desa, N. M. (2014). The impact of distributive justice, procedural justice, and affective commitment on turnover intention among public and private sector employees in Malaysia. International Journal of Social Science and Humanity, 4(6), 488–492.
Glebbeek, A. C., & Bax, E. H. (2004). Is high employee turnover really harmful? An empirical test using company records. Academy of Management Journal, 47(2), 277–328.
Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Jour-nal of Management, 16(2), 399–432.
Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26(3), 463–488.
Guchait P., Cho S. & Meurs J. A. (2015) Psychological contracts, perceived organizational and supervisor support: investigating the impact on intent to leave among hospitality employees in India. Journal of Human Resources in Hospitality & Tourism, 14(3), 290-315.
Hair, J. F., Black, W. C., Babin, B. J., & Anderson R. E. (2013). Multivariate data analysis. United States: Pearson Education Limited.
Han, S. T., Nugroho, A., Kartika, E. W., & Kaihatu, T. S. (2011). Komitmen afektif dalam organisasi yang dipengaruhi perceived organizational sup¬port dan kepuasan kerja. Jurnal Manajemen dan Kewirausahaan, 14, 109–117.
Huang, M. H., & Cheng, Z. H. (2012). The effects of inter-role conflicts on turnover intention among frontline service providers: Does gender matter?. The Service Industries Journal, 32(3), 367-381.
Islam, T., Ahmed, I., & Ahmad, U. N. B. U. (2015). The influence of organiza¬tional learning culture and perceived organizational support on employees’ affective commitment and turnover intention. Nankai Business Review In¬ter¬national, 6(4), 417–431.
Ismaeel, M., & Blaim, K. (2012). Toward applied Islamic business ethics: Responsible
halal business. Journal of Management Development, 31(10), 1090-1100.
Joo, B., Hahn H., & Peterson, S. L. (2015). Turnover intention: The effects of core self-evaluations, proactive personality, perceived organizational support, developmental feedback, and job complexity. Human Resource Development International, 18(2), 116–130.
Karp, T. (2012). Developing oneself as a leader. Journal of Management Development,
32(1), 127-140.
Kulik, C. T., Treuren, G., & Bordia, P. (2012). Shocks and final straws: Using exit-interview data to examine the unfolding model’s decision paths. Human Resource Management, 51(1), 25–46.
Liao, P. Y. (2011). Linking work-family conflict to job altitudes: The mediating role of social exchange relationships. International Journal of Human Resource Management, 22(14), 2965–2980.
Loi, R., Hang-Yue, N., & Foley, S. (2006). Linking employees’ justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support. Journal of Occupational and Organi¬za¬tional Psychology, 79(1), 101–120.
Madden L., Mathias B. D., & Madden T. M. (2015). In good company: The impact of perceived organizational support and positive relationships at work on turnover intentions. Management Research Review, 38(3), 242–263.
Mansour, M. (2014). Organization justice, support and trust: Evidence from Saudi Companies. Journal of Economics, Business and Management, 2(1), 22–25.
Mcfarlin, D. B., & Sweeney, P. D. (2012). Distributive and procedural justice as predictor of satisfaction with personal and organizational outcomes. Academy of ¬¬¬¬¬¬Management Journal, 35(3), 626–637.
MichaelPage. (2017). Indonesia salary & employment outlook: Overview of employment conditions, skills in demand, sector trends and salary benchmark in Indonesia. Retrieved from https://www.michaelpage.co.id/content/salary-centre/2017-indonesia-salary-employment-outlook/
MichaelPage. (2015). Employee intentions report in Indonesia. Retrieved from https://www.michaelpage.co.id/sites/michaelpage.co.id/files/2015_IDMP_EMPLOYEE_INTENTIONS_FINAL.pdf
Nadiri, H., & Tanova, C. (2010). An investigation of the role of justice in turnover intentions, job satisfaction, and organizational citizenship behavior in hos¬pi-tality industry. International Journal of Hospitality Management, 29(1), 33–41.
Neuman, W. L. (2014). Social Research Methods: Qualitative and Quantitative Approaches. Relevance of social research. United States of America: Pearson.
Niehoff, B. P., & Moorman, R. H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 36(3), 527–556.
Olusegun, S. O. (2013). Influence of job satisfaction on turnover intentions of libra¬¬ry personnel in selected universities in South West Nigeria. Library Phi¬losophy and Practice (E-Journal), 1–22.
Park, J. H., Newman A., Zhang L., Wu C., & Hooke A. (2016): Mentoring functions and turnover intention: the mediating role of perceived organizational support. The International Journal of Human Resource Management, 27(11/12), 1173–1191.
Perryer, C., Jordan, C., Firns, I. dan Travaglione, A. (2010). Predicting turnover intentions: The interactive effects of organizational commitment and perceived organizational support. Management Research Review, 33(9), 911-923.
Poon, J. M. L. (2012). Distributive justice, procedural justice, affective commit¬ment, and turnover intention: A Mediation-moderation framework. Jour¬nal of Applied Social Psychology, 42(6), 1505–1532.
Rachmatika, A. (2015). Ketidakjelasan jenjang karir jadi salah satu penyebab re¬sign. Retrieved from http://careernews.id/youknow/view/3501-Ketidak¬je¬¬¬la¬¬san- Jenjang-Karir-Jadi-Salah-Satu-Penyebab-Resign
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A re¬view of the literature. Journal of Applied Psychology, 87(4), 698–714.
Riady, E. (2017). Harga telur stabil, ini kata peternak ayam di Blitar. Retrieved from https://news.detik.com/berita-jawa-timur/d-3737135/harga-telur-sta¬bil-ini-kata-peternak-ayam-di-blitar
Sholihin & Ratmono. (2013). Analisis SEM-PLS dengan WrapPLS 3.0 untuk hu¬bu-ngan nonlinear dalam penelitian sosial dan bisnis. Yogyakarta: Penerbit ANDI.
Soltis, S. M., Agneessens, F., Sasovova, Z., & Labianca, G. (2013). A social net¬work perspective on turnover intentions: The role of distributive justice and social support. Human Resource Management, 52(4), 561–584.
Suazo, M. M., & Stone-Romero, E. F. (2011). Implications of psychological contract breach: A perceived organizational support perspective. Journal of Managerial Psychology, 26(5), 366–382.
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings. Personnel Psychology, 46(2), 259 – 293.
Tower Watson (2012). Benefits & compensation international: Total remuneration & pension investment. Retrieved from https://www.towerswatson.com/DownloadMedia.aspx?media={46950FF9-9FD7-45E0-BCAD-7CBB7EACD680}
Tran, T. V. (2009). Developing cross-cultural measurement. Oxford, UK: Oxford University Press.
Wong, Y.W., & Wong, Y. (2017). The effects of perceived organizational support and affective commitment on turnover intention. Journal of Chinese Hu¬man Resources Management, 8(1), 2–21.
Zumrah, A. R., & Boyle, S. (2015). The effects of perceived organizational sup¬port and job satisfaction on transfer of training. Personnel Review, 44(2), 236–254.
Allen, D. G., Bryant, P. C., & Vardaman, J. M. (2010). Retaining talent: Replacing misconceptions with evidence-based strategies. Academy of Management Perspectives, 24(2), 48–64.
Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management, 29(1), 99–118.
Arshadi, N. (2011). The relationships of perceived organizational support (POS) with organizational commitment, in-role performance, and turnover inten¬tion: Mediating role of felt obligation. Procedia - Social and Behavioral Sciences, 30, 1103–1108.
Asgari, A., Silong, A. D., & Ahmad, A. (2008). The relationship between trans¬for-mational leadership behaviors, organizational justice, leader-mem¬ber ex¬-change, perceived organizational support, trust in management and orga¬ni-zational citizenship behaviors. European Journal of Scientific Research, 23(2), 227–242.
Biswas, S., Varma, A., & Ramaswami, A. (2013)Linking distributive and procedural justice to employee engagement through social exchange: A field study in India. International Journal of Human Resource Management, 24(8), 1570–1587.
Cropanzano, R., Anthony E. L., Daniels S. R., & Hall A. V. Social exchange theory: A critical review with theoretical remedies. Academy of Management Annals, 11(1), 479–516.
Dawley, D., Houghton, J. D., & Bucklew, N. S. (2010). Perceived organizational sup- port and turnover intention: The mediating effects of personal sacrifice and job fit. Journal of Social Psychology, 150(3), 238–257.
DeConinck, J. B., & Johnson, J. T. (2009). The effects of perceived supervisor sup¬-port, perceived organizational support, and organizational justice on turn¬¬over among salespeople. Journal of Personal Selling and Sales Mana¬ge¬¬ment, 29(4), 333–351.
Directorate General of Livestock and Animal Health. (2017). Konsumsi Periode Tahun 2016. Retrieved from http://ditjenpkh.pertanian.go.id/.
Eder, P., & Eisenberger, R. (2008). Perceived organizational support: Reducing the negative influence of coworker withdrawal behavior. Journal of Mana¬ge¬¬ment, 34(1), 55–68.
Eisenberger, R., Cummings, J., Armeli, S., & Lynch, P. (1997). Perceived organi¬za¬-tional support, discretionary treatment, and job satisfaction. Journal of Ap¬plied Psychology, 82(5), 812–820.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500–507.
Erdogan, B., & Enders, J. (2007). Support from the top: Supervisors’ perceived orga-nizational support as a moderator of leader-member exchange to satis¬fac¬tion and performance relationships. Journal of Applied Psychology, 92(2), 321–330.
Faslah, R. (2010). Hubungan antara keterlibatan kerja dengan turnover intention pa¬da karyawan PT. Garda Trimitra Utama, Jakarta. Econosains Jurnal On¬line Ekonomi dan Pendidikan, 8(2), 146–151.
Fernet, C., Trépanier, S. G., Demers, M., & Austin, S. (2017). Motivational pathways of occupational and organizational turnover intention among newly registered nurses. Nurs Outlook, 65(4), 444–454.
Folger, R., & Cropanzano, R. (1998). Organizational justice and human resource management. United States: Sage Publication Inc.
Gim, G. C. W., & Desa, N. M. (2014). The impact of distributive justice, procedural justice, and affective commitment on turnover intention among public and private sector employees in Malaysia. International Journal of Social Science and Humanity, 4(6), 488–492.
Glebbeek, A. C., & Bax, E. H. (2004). Is high employee turnover really harmful? An empirical test using company records. Academy of Management Journal, 47(2), 277–328.
Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Jour-nal of Management, 16(2), 399–432.
Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26(3), 463–488.
Guchait P., Cho S. & Meurs J. A. (2015) Psychological contracts, perceived organizational and supervisor support: investigating the impact on intent to leave among hospitality employees in India. Journal of Human Resources in Hospitality & Tourism, 14(3), 290-315.
Hair, J. F., Black, W. C., Babin, B. J., & Anderson R. E. (2013). Multivariate data analysis. United States: Pearson Education Limited.
Han, S. T., Nugroho, A., Kartika, E. W., & Kaihatu, T. S. (2011). Komitmen afektif dalam organisasi yang dipengaruhi perceived organizational sup¬port dan kepuasan kerja. Jurnal Manajemen dan Kewirausahaan, 14, 109–117.
Huang, M. H., & Cheng, Z. H. (2012). The effects of inter-role conflicts on turnover intention among frontline service providers: Does gender matter?. The Service Industries Journal, 32(3), 367-381.
Islam, T., Ahmed, I., & Ahmad, U. N. B. U. (2015). The influence of organiza¬tional learning culture and perceived organizational support on employees’ affective commitment and turnover intention. Nankai Business Review In¬ter¬national, 6(4), 417–431.
Ismaeel, M., & Blaim, K. (2012). Toward applied Islamic business ethics: Responsible
halal business. Journal of Management Development, 31(10), 1090-1100.
Joo, B., Hahn H., & Peterson, S. L. (2015). Turnover intention: The effects of core self-evaluations, proactive personality, perceived organizational support, developmental feedback, and job complexity. Human Resource Development International, 18(2), 116–130.
Karp, T. (2012). Developing oneself as a leader. Journal of Management Development,
32(1), 127-140.
Kulik, C. T., Treuren, G., & Bordia, P. (2012). Shocks and final straws: Using exit-interview data to examine the unfolding model’s decision paths. Human Resource Management, 51(1), 25–46.
Liao, P. Y. (2011). Linking work-family conflict to job altitudes: The mediating role of social exchange relationships. International Journal of Human Resource Management, 22(14), 2965–2980.
Loi, R., Hang-Yue, N., & Foley, S. (2006). Linking employees’ justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support. Journal of Occupational and Organi¬za¬tional Psychology, 79(1), 101–120.
Madden L., Mathias B. D., & Madden T. M. (2015). In good company: The impact of perceived organizational support and positive relationships at work on turnover intentions. Management Research Review, 38(3), 242–263.
Mansour, M. (2014). Organization justice, support and trust: Evidence from Saudi Companies. Journal of Economics, Business and Management, 2(1), 22–25.
Mcfarlin, D. B., & Sweeney, P. D. (2012). Distributive and procedural justice as predictor of satisfaction with personal and organizational outcomes. Academy of ¬¬¬¬¬¬Management Journal, 35(3), 626–637.
MichaelPage. (2017). Indonesia salary & employment outlook: Overview of employment conditions, skills in demand, sector trends and salary benchmark in Indonesia. Retrieved from https://www.michaelpage.co.id/content/salary-centre/2017-indonesia-salary-employment-outlook/
MichaelPage. (2015). Employee intentions report in Indonesia. Retrieved from https://www.michaelpage.co.id/sites/michaelpage.co.id/files/2015_IDMP_EMPLOYEE_INTENTIONS_FINAL.pdf
Nadiri, H., & Tanova, C. (2010). An investigation of the role of justice in turnover intentions, job satisfaction, and organizational citizenship behavior in hos¬pi-tality industry. International Journal of Hospitality Management, 29(1), 33–41.
Neuman, W. L. (2014). Social Research Methods: Qualitative and Quantitative Approaches. Relevance of social research. United States of America: Pearson.
Niehoff, B. P., & Moorman, R. H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 36(3), 527–556.
Olusegun, S. O. (2013). Influence of job satisfaction on turnover intentions of libra¬¬ry personnel in selected universities in South West Nigeria. Library Phi¬losophy and Practice (E-Journal), 1–22.
Park, J. H., Newman A., Zhang L., Wu C., & Hooke A. (2016): Mentoring functions and turnover intention: the mediating role of perceived organizational support. The International Journal of Human Resource Management, 27(11/12), 1173–1191.
Perryer, C., Jordan, C., Firns, I. dan Travaglione, A. (2010). Predicting turnover intentions: The interactive effects of organizational commitment and perceived organizational support. Management Research Review, 33(9), 911-923.
Poon, J. M. L. (2012). Distributive justice, procedural justice, affective commit¬ment, and turnover intention: A Mediation-moderation framework. Jour¬nal of Applied Social Psychology, 42(6), 1505–1532.
Rachmatika, A. (2015). Ketidakjelasan jenjang karir jadi salah satu penyebab re¬sign. Retrieved from http://careernews.id/youknow/view/3501-Ketidak¬je¬¬¬la¬¬san- Jenjang-Karir-Jadi-Salah-Satu-Penyebab-Resign
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A re¬view of the literature. Journal of Applied Psychology, 87(4), 698–714.
Riady, E. (2017). Harga telur stabil, ini kata peternak ayam di Blitar. Retrieved from https://news.detik.com/berita-jawa-timur/d-3737135/harga-telur-sta¬bil-ini-kata-peternak-ayam-di-blitar
Sholihin & Ratmono. (2013). Analisis SEM-PLS dengan WrapPLS 3.0 untuk hu¬bu-ngan nonlinear dalam penelitian sosial dan bisnis. Yogyakarta: Penerbit ANDI.
Soltis, S. M., Agneessens, F., Sasovova, Z., & Labianca, G. (2013). A social net¬work perspective on turnover intentions: The role of distributive justice and social support. Human Resource Management, 52(4), 561–584.
Suazo, M. M., & Stone-Romero, E. F. (2011). Implications of psychological contract breach: A perceived organizational support perspective. Journal of Managerial Psychology, 26(5), 366–382.
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings. Personnel Psychology, 46(2), 259 – 293.
Tower Watson (2012). Benefits & compensation international: Total remuneration & pension investment. Retrieved from https://www.towerswatson.com/DownloadMedia.aspx?media={46950FF9-9FD7-45E0-BCAD-7CBB7EACD680}
Tran, T. V. (2009). Developing cross-cultural measurement. Oxford, UK: Oxford University Press.
Wong, Y.W., & Wong, Y. (2017). The effects of perceived organizational support and affective commitment on turnover intention. Journal of Chinese Hu¬man Resources Management, 8(1), 2–21.
Zumrah, A. R., & Boyle, S. (2015). The effects of perceived organizational sup¬port and job satisfaction on transfer of training. Personnel Review, 44(2), 236–254.
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Petra IJBS (e-ISSN: 2621-6426) is published by Master of Management program, School of Business and Management, Petra Christian University, Indonesia (MM SBM PCU).
