Organisational Justice and Employees’ Engagement Towards Turnover Intention. An Explanatory Study Among Hospital Employees in Malaysia

Mohamad Ariffin Adollahdin; Ibiwani Alisa Hussain

doi:doi:10.11648/j.ebm.20190506.12

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Organisational Justice and Employees’ Engagement Towards Turnover Intention. An Explanatory Study Among Hospital Employees in Malaysia

Mohamad Ariffin Adollahdin, Ibiwani Alisa Hussain

Published in European Business & Management (Volume 5, Issue 6)

Received: 12 October 2019 Accepted: 18 November 2019 Published: 22 November 2019

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Abstract

This study investigated organisational justice and employees’ engagement’s effect towards turnover intention among hospital employees in Malaysia. Primary data was used and obtained through self-administered survey questionnaire distributed manually to 100 respondents. This study developed hypothesis based on past research conducted and the hypothesis was tested to examine the relationship between predictors and the dependent variables. Using one analysis, i.e. Correlation analysis was conducted to ascertain the hypothesis and findings from the analysis revealed a weak positive but reverse significant relationship between predictors and dependent variable. Findings explained that both organisational justice and employees’ engagement demonstrated a low significant relationship towards turnover intention. Interestingly, this study found a reversed relationship between predictors and dependant variable. One unit increase in organisational justice resulted in one unit decrease in turnover intention and one unit increase in employee engagement also resulted in one unit decrease in turnover intention. The findings served as one of the important platforms for hospital’s management to understand the reasons of employees quitting or changing jobs in the perspective of organisational justice and employees’ engagement. Based on the findings, Management may embark on further improvement or enhancement is necessary for hospitals to embrace in reducing the intention to leave among hospital employees in Malaysia.

Published in	European Business & Management (Volume 5, Issue 6)
DOI	10.11648/j.ebm.20190506.12
Page(s)	79-83
Creative Commons	This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.
Copyright	Copyright © The Author(s), 2019. Published by Science Publishing Group

Keywords

Organisational Justice, Employee Engagement, Turnover Intention, Hospital Employees

References

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[4]	Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33, 692-724.
[5]	Omar, K., Anuar, M., Ahmad, A., Ismail, R. and Din, B. (2015). Nurses’ Intention to Leave: Do Demographic Factors Matter?. Journal of Human Resources Management and Labor Studies, [online] 3 (2). Available at: http://dx.doi.org/10.15640/jhrmls.v3n2a4 [Accessed 29 Mar. 2018].
[6]	Rahman, W. and Nas, Z. (2013). Employee development and turnover intention: theory validation. [online] www.emeraldinsight.com. Available at: https://sci-hub.tw/https://www.emeraldinsight.com/doi/abs/10.1108/EJTD-May-2012-0015 [Accessed 26 Mar. 2018].
[7]	Macey, W. H., Schneider, B., Barbera, K. M., & Young, S. A. (2009). Employee Engagement: Tools for Analysis, Practice, and Competitive Advantage. Malden, WA: Wiley-Blackwell.
[8]	Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng, K. Y., (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86, 3, 424-445
[9]	Mohamed Badawy, S. and Fathy El-Fekey, S. (2017). Does Social Comparison Orientation Moderate the Organisational Justice, In-role Performance, Citizenship and Counterproductive Behaviours Relationship? International Journal of Business and Management, [online] 12 (12), p.181. Available at: https://doi.org/10.5539/ijbm.v12n12p181 [Accessed 27 Mar. 2018].
[10]	Folger, R., & Konovsky, M. A. (1989). Effects of procedural justice and distributive justice on reactions to pay raise decisions. Academy of Management Journal, 32, 1, 115-130.
[11]	Phayoonpun, T. And Mat, N. (2014). ORGANIZATIONAL JUSTICE AND TURNOVER INTENTION: THE MEDIATION ROLE OF JOB SATISFACTION. 2nd Ed. Othman Yeop Abdullah Graduate School Of Business (OYAGSB).
[12]	Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21, 7, 600-614.
[13]	Gupta, M. and Shaheen, M. (2017). Impact of work engagement on turnover intention: moderation by psychological capital in India. Business: Theory and Practice, [online] 18 (1), pp.136-143. Available at: http://btp.press.vgtu.lt [Accessed 30 Mar. 2018].
[14]	Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A Meta-analysis. Journal of Applied Psychology, 87-268-279.
[15]	Sokhanvar, M., Hasanpoor, E., Hajihashemi, S. and Kakemam, E. (2016). The Relationship between Organizational Justice and Turnover Intention: A Survey on Hospital Nurses. Patient Safety and Quality Improvement Journal, [online] 4 (2), pp.358-362. Available at: http://eprints.mums.ac.ir/1845/1/PSJ_Volume%204_Issue%202_Pages%20358-362.pdf [Accessed 30 Mar. 2018].
[16]	Chhetri, S. (2017). Predictors and Outcomes of Employee Engagement: Empirical Study of Nepali Employees. [online] www.nepjol.info. Available at: http://dx.doi.org/10.3126/jbmr.v2i1-2.18149 [Accessed 28 Mar. 2018].

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APA Style

Mohamad Ariffin Adollahdin, Ibiwani Alisa Hussain. (2019). Organisational Justice and Employees’ Engagement Towards Turnover Intention. An Explanatory Study Among Hospital Employees in Malaysia. European Business & Management, 5(6), 79-83. https://doi.org/10.11648/j.ebm.20190506.12

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ACS Style

Mohamad Ariffin Adollahdin; Ibiwani Alisa Hussain. Organisational Justice and Employees’ Engagement Towards Turnover Intention. An Explanatory Study Among Hospital Employees in Malaysia. Eur. Bus. Manag. 2019, 5(6), 79-83. doi: 10.11648/j.ebm.20190506.12

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AMA Style

Mohamad Ariffin Adollahdin, Ibiwani Alisa Hussain. Organisational Justice and Employees’ Engagement Towards Turnover Intention. An Explanatory Study Among Hospital Employees in Malaysia. Eur Bus Manag. 2019;5(6):79-83. doi: 10.11648/j.ebm.20190506.12

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@article{10.11648/j.ebm.20190506.12,
  author = {Mohamad Ariffin Adollahdin and Ibiwani Alisa Hussain},
  title = {Organisational Justice and Employees’ Engagement Towards Turnover Intention. An Explanatory Study Among Hospital Employees in Malaysia},
  journal = {European Business & Management},
  volume = {5},
  number = {6},
  pages = {79-83},
  doi = {10.11648/j.ebm.20190506.12},
  url = {https://doi.org/10.11648/j.ebm.20190506.12},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ebm.20190506.12},
  abstract = {This study investigated organisational justice and employees’ engagement’s effect towards turnover intention among hospital employees in Malaysia. Primary data was used and obtained through self-administered survey questionnaire distributed manually to 100 respondents. This study developed hypothesis based on past research conducted and the hypothesis was tested to examine the relationship between predictors and the dependent variables. Using one analysis, i.e. Correlation analysis was conducted to ascertain the hypothesis and findings from the analysis revealed a weak positive but reverse significant relationship between predictors and dependent variable. Findings explained that both organisational justice and employees’ engagement demonstrated a low significant relationship towards turnover intention. Interestingly, this study found a reversed relationship between predictors and dependant variable. One unit increase in organisational justice resulted in one unit decrease in turnover intention and one unit increase in employee engagement also resulted in one unit decrease in turnover intention. The findings served as one of the important platforms for hospital’s management to understand the reasons of employees quitting or changing jobs in the perspective of organisational justice and employees’ engagement. Based on the findings, Management may embark on further improvement or enhancement is necessary for hospitals to embrace in reducing the intention to leave among hospital employees in Malaysia.},
 year = {2019}
}

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TY - JOUR
T1 - Organisational Justice and Employees’ Engagement Towards Turnover Intention. An Explanatory Study Among Hospital Employees in Malaysia
AU - Mohamad Ariffin Adollahdin
AU - Ibiwani Alisa Hussain
Y1 - 2019/11/22
PY - 2019
N1 - https://doi.org/10.11648/j.ebm.20190506.12
DO - 10.11648/j.ebm.20190506.12
T2 - European Business & Management
JF - European Business & Management
JO - European Business & Management
SP - 79
EP - 83
PB - Science Publishing Group
SN - 2575-5811
UR - https://doi.org/10.11648/j.ebm.20190506.12
AB - This study investigated organisational justice and employees’ engagement’s effect towards turnover intention among hospital employees in Malaysia. Primary data was used and obtained through self-administered survey questionnaire distributed manually to 100 respondents. This study developed hypothesis based on past research conducted and the hypothesis was tested to examine the relationship between predictors and the dependent variables. Using one analysis, i.e. Correlation analysis was conducted to ascertain the hypothesis and findings from the analysis revealed a weak positive but reverse significant relationship between predictors and dependent variable. Findings explained that both organisational justice and employees’ engagement demonstrated a low significant relationship towards turnover intention. Interestingly, this study found a reversed relationship between predictors and dependant variable. One unit increase in organisational justice resulted in one unit decrease in turnover intention and one unit increase in employee engagement also resulted in one unit decrease in turnover intention. The findings served as one of the important platforms for hospital’s management to understand the reasons of employees quitting or changing jobs in the perspective of organisational justice and employees’ engagement. Based on the findings, Management may embark on further improvement or enhancement is necessary for hospitals to embrace in reducing the intention to leave among hospital employees in Malaysia.
VL - 5
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Author Information

Mohamad Ariffin Adollahdin

School of Management, Faculty of Business and Management, Asia Pacific University of Technology and Innovation, Bukit Jalil, Kuala Lumpur, Malaysia
Ibiwani Alisa Hussain

School of Management, Faculty of Business and Management, Asia Pacific University of Technology and Innovation, Bukit Jalil, Kuala Lumpur, Malaysia

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Plain Text BibTeX RIS

APA Style

Mohamad Ariffin Adollahdin, Ibiwani Alisa Hussain. (2019). Organisational Justice and Employees’ Engagement Towards Turnover Intention. An Explanatory Study Among Hospital Employees in Malaysia. European Business & Management, 5(6), 79-83. https://doi.org/10.11648/j.ebm.20190506.12

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ACS Style

Mohamad Ariffin Adollahdin; Ibiwani Alisa Hussain. Organisational Justice and Employees’ Engagement Towards Turnover Intention. An Explanatory Study Among Hospital Employees in Malaysia. Eur. Bus. Manag. 2019, 5(6), 79-83. doi: 10.11648/j.ebm.20190506.12

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AMA Style

Mohamad Ariffin Adollahdin, Ibiwani Alisa Hussain. Organisational Justice and Employees’ Engagement Towards Turnover Intention. An Explanatory Study Among Hospital Employees in Malaysia. Eur Bus Manag. 2019;5(6):79-83. doi: 10.11648/j.ebm.20190506.12

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@article{10.11648/j.ebm.20190506.12,
  author = {Mohamad Ariffin Adollahdin and Ibiwani Alisa Hussain},
  title = {Organisational Justice and Employees’ Engagement Towards Turnover Intention. An Explanatory Study Among Hospital Employees in Malaysia},
  journal = {European Business & Management},
  volume = {5},
  number = {6},
  pages = {79-83},
  doi = {10.11648/j.ebm.20190506.12},
  url = {https://doi.org/10.11648/j.ebm.20190506.12},
  eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ebm.20190506.12},
  abstract = {This study investigated organisational justice and employees’ engagement’s effect towards turnover intention among hospital employees in Malaysia. Primary data was used and obtained through self-administered survey questionnaire distributed manually to 100 respondents. This study developed hypothesis based on past research conducted and the hypothesis was tested to examine the relationship between predictors and the dependent variables. Using one analysis, i.e. Correlation analysis was conducted to ascertain the hypothesis and findings from the analysis revealed a weak positive but reverse significant relationship between predictors and dependent variable. Findings explained that both organisational justice and employees’ engagement demonstrated a low significant relationship towards turnover intention. Interestingly, this study found a reversed relationship between predictors and dependant variable. One unit increase in organisational justice resulted in one unit decrease in turnover intention and one unit increase in employee engagement also resulted in one unit decrease in turnover intention. The findings served as one of the important platforms for hospital’s management to understand the reasons of employees quitting or changing jobs in the perspective of organisational justice and employees’ engagement. Based on the findings, Management may embark on further improvement or enhancement is necessary for hospitals to embrace in reducing the intention to leave among hospital employees in Malaysia.},
 year = {2019}
}

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