The Relationship Between Perceptions of Fairness and Voluntary Turnover Among Retail Employees1

David Arthur Jones · Daniel P. Skarlicki

86 citations0/0 files storedJournal of Applied Social Psychology

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Job Satisfaction and Organizational Behavior Employee Performance and Management Human Resource and Talent Management

Abstract

Research on the relationship between perceived fairness and employee turnover has tended to focus on turnover intentions rather than behavior, and the few studies that have assessed actual turnover have reported inconsistent results. In the present study, we examined the interactive effects of distributive, procedural, and interactional justice on turnover among 159 retail employees. Results showed that the effect of distributive justice on turnover was stronger when interactional justice was perceived as low rather than high. Our findings also suggest that disproportionate turnover group base rates favoring stayers over leavers can affect results of justice turnover research.

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References

1965Exchange and Power in Social Life.1960The Norm of Reciprocity: A Preliminary Statement 1988The Social Psychology of Procedural Justice 2001Justice at the millennium: A meta-analytic review of 25 years of organizational justice research.1963Towards an understanding of inequity.1986An Attributional Theory of Motivation and Emotion 1997Social psychology: handbook of basic principles 1993JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, TURNOVER INTENTION, AND TURNOVER: PATH ANALYSES BASED ON META‐ANALYTIC FINDINGS

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