International Journal of Academic Research in Business and Social Sciences

search-icon

Procedural Justice, Distributive Justice, Perceived Organizational Support, Organizational Commitment and Academicians’ Turnover Intention in the Private Universities of Bangladesh: A Conceptual Framework

Open access
The issue of high turnover intention among academicians in private universities of Bangladesh has been a major concern for the higher education sector. Therefore, understanding the factors that contribute to high turnover intention among academicians in private universities is crucial. This study aims to examine the relationships between procedural justice, distributive justice, perceived organizational support, and turnover intention among the academicians of private universities in Bangladesh. The study will also explore how organizational commitment mediates these relationships. This study proposes a conceptual framework that draws on relevant literature and key theories (equity theory, social exchange theory, and organizational support theory) in the field of organizational attitudes and behavior to analyze these relationships. The study will use a quantitative method to test the proposed framework, and data analysis will be conducted using SmartPLS. The findings of this study are expected to have significant implications for educational leaders and stakeholders in private universities. They can utilize these results to create organizational policies and programs that promote employee commitment, fairness, and organizational support, all of which play a vital role in reducing turnover intentions.
Afghan, P., Arry, H., Arry, B., Saudi, M. M., & HO, S. (2018). Impact of distributive and procedural justice on turnover intention and counterproductive work behavior: mediating role of organizational cynicism. Journal of Fundamental & Applied Sciences, 10, 1651-1678.
Agbaeze, E. K., Ogbo, A., & Nwadukwe, U. C. (2018). Organizational justice and turnover intention among medical and non-medical workers in university teaching hospitals. Mediterranean Journal of Social Sciences, 9(2), 149.
Akgunduz, Y., & Sanli, S. C. (2017). The effect of employee advocacy and perceived organizational support on job embeddedness and turnover intention in hotels. Journal of Hospitality and Tourism Management, 31, 118-125. https://doi.org/https://doi.org/10.1016/j.jhtm.2016.12.002
Al-Kurdi, O. F., El-Haddadeh, R., & Eldabi, T. (2020). The role of organisational climate in managing knowledge sharing among academics in higher education. International Journal of Information Management, 50, 217-227. https://doi.org/https://doi.org/10.1016/j.ijinfomgt.2019.05.018
Al-Shbiel, S. O., Ahmad, M. A., Al-Shbail, A. M., Al-Mawali, H., & Al-Shbail, M. O. (2018). The mediating role of work engagement in the relationship between organizational justice and junior accountants' turnover intentions. Academy of Accounting and Financial Studies Journal, 22(1), 1-23.
Albalawi, A. S., Naughton, S., Elayan, M. B., & Sleimi, M. T. (2019). Perceived organizational support, alternative job opportunity, organizational commitment, job satisfaction and turnover intention: A moderated-mediated model. Organizacija, 52(4).
Albalawi, A. S., Naugton, S., Elayan, M. B., & Sleimi, M. T. (2019). Perceived organizational support, alternative job opportunity, organizational commitment, job satisfaction and turnover intention: A moderated-mediated model. Organizacija, 52(4), 310-324.
Albaqami, A. (2016). Determinants of turnover intention among faculty members in Saudi public universities [Univeristy of salford]. ProQuest Dissertations and Theses.
Alexander, J. A., Bloom, J. R., & Nuchols, B. A. (1994). Nursing turnover and hospital efficiency: An organization?level analysis. Industrial relations: a journal of economy and society, 33(4), 505-520.
Allen, D. G., & Griffeth, R. W. (1999). Job performance and turnover: A review and integrative multi-route model. Human Resource Management Review, 9(4), 525-548.
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.
Allen, N. J., & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of vocational behavior, 49(3), 252-276.
Alnaimi, A. M. M., & Rjoub, H. (2021). Perceived organizational support, psychological entitlement, and extra-role behavior: The mediating role of knowledge hiding behavior. Journal of Management & Organization, 27(3), 507-522.
Arici, H. E. (2018). Perceived supervisor support and turnover intention: Moderating effect of authentic leadership. Leadership & Organization Development Journal.
Ashraf, M. A. (2019). Influences of working condition and faculty retention on quality education in private universities in Bangladesh: An analysis using SEM. International journal of educational management.
Ashton, A. S. (2018). How human resources management best practice influence employee satisfaction and job retention in the Thai hotel industry. Journal of Human Resources in Hospitality & Tourism, 17(2), 175-199.
Bakri, N., & Ali, N. (2015). The impact of organizational justice on turnover intention of Bankers of KPK, Pakistan: The mediator role of organizational commitment. Asian Social Science, 11(21), 143.
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of personality and social psychology, 51(6), 1173.
Bayarçelik, E. B., & Findikli, M. A. (2016). The Mediating Effect of Job Satisfaction on the Relation Between Organizational Justice Perception and Intention to Leave. Procedia - Social and Behavioral Sciences, 235, 403-411. https://doi.org/https://doi.org/10.1016/j.sbspro.2016.11.050
Caillier, J. G. (2011). I want to quit: a closer look at factors that contribute to the turnover intentions of state government employees. State and Local Government Review, 43(2), 110-122.
Cassar, V., & Buttigieg, S. C. (2015). Psychological contract breach, organizational justice and emotional well-being. Personnel Review, 44(2), 217–235.
Chan, S. H. J., & Lai, H. Y. I. (2017). Understanding the link between communication satisfaction, perceived justice and organizational citizenship behavior. Journal of business research, 70, 214-223.
Chankseliani, M., & McCowan, T. (2021). Higher education and the Sustainable Development Goals. Higher Education, 81(1), 1-8. https://doi.org/10.1007/s10734-020-00652-w
Chen, D., Lin, Q., Yang, T., Shi, L., Bao, X., & Wang, D. (2022). Distributive Justice and Turnover Intention Among Medical Staff in Shenzhen, China: The Mediating Effects of Organizational Commitment and Work Engagement. Risk Management and Healthcare Policy, 15, 665.
Cohen, G., Blake, R. S., & Goodman, D. (2016). Does turnover intention matter? Evaluating the usefulness of turnover intention rate as a predictor of actual turnover rate. Review of Public Personnel Administration, 36(3), 240-263.
De Sousa Sabbagha, M., Ledimo, O., & Martins, N. (2018). Predicting staff retention from employee motivation and job satisfaction. Journal of Psychology in Africa, 28(2), 136-140.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of applied psychology, 71(3), 500.
George-Amiekumo, F. N. (2022). Mediating Role of Perceived Organizational Support Between Organizational Commitment and Turnover Intentions Walden University].
George, J., & Wallio, S. (2017). Organizational justice and millennial turnover in public accounting. Employee Relations, 39(1), 112-126.
Gharbi, H., Aliane, N., Al Falah, K. A., & Sobaih, A. E. E. (2022). You Really Affect Me: The Role of Social Influence in the Relationship between Procedural Justice and Turnover Intention. International Journal of Environmental Research and Public Health, 19(9), 5162.
Gohar, F. R., Bashir, M., Abrar, M., & Asghar, F. (2015). Effect of psychological empowerment, distributive justice and job autonomy on organizational commitment. International Journal of Information, Business and Management, 7(1), 144.
Greenberg, J. (1987). A taxonomy of organizational justice theories. Academy of Management review, 12(1), 9-22.
Harden, G., Boakye, K. G., & Ryan, S. (2018). Turnover intention of technology professionals: A social exchange theory perspective. Journal of Computer Information Systems, 58(4), 291-300.
Hira, R. (2019). Outsourcing STEM jobs: What STEM educators should know. Journal of Science Education and Technology, 28(1), 41-51.
Hossain, M. S. (2019). 46th Annual Report T. U. G. C. o. Bangladesh.
Huang, C., Lin, H. C., & Chuang, C. H. (2006). Constructing factors related to worker retention. International Journal of Manpower.
Hussain, M., & Khan, M. S. (2019). Organizational justice and turnover intentions: probing the Pakistani print media sector. Evidence-based HRM: a Global Forum for Empirical Scholarship, 7(2), 180-197. https://doi.org/10.1108/EBHRM-04-2018-0030
Islam, T., Khan, S. u. R., Ungku Ahmad, U. N. B., Ali, G., Ahmed, I., & Bowra, Z. A. (2013). Turnover Intentions: The Influence of Perceived Organizational Support and Organizational Commitment. Procedia - Social and Behavioral Sciences, 103, 1238-1242. https://doi.org/https://doi.org/10.1016/j.sbspro.2013.10.452
Jang, B.-Y., Kim, K.-J., & Park, O.-W. (2019). The Effect of the Career Plateau and Distributive Justice on Turnover Intention of Nurses: Moderating Effect of Proactivity. The Korean Journal of Health Service Management, 13(4), 53-65.
Jayasundera, A., Jayakody, S., & Jayawardana, A. (2017). Perceived Organizational Support and Turnover Intention of Generation Y Employees: The Role of Leader-Member Exchange. Sri Lankan Jouranl of management.
Joarder, M., & Sharif, M. (2011). Faculty Turnover in Private Universities in Bangladesh: The Tripartite Investigation.
Joarder, M. H. R., Ashraf, M. A., & Ratan, S. R. A. (2020). Quality Education from Faculty Management Perspectives in Private Higher Education: Does Faculty Commitment Behaviour Mediate? International Journal of Education and Practice, 8(1), 190-206.
Johan, M., Talib, M., Joseph, T. M., & Mooketsag, T. L. (2013). Procedural and distributive justice on turnover intention: an exploratory analysis. Interdisciplinary journal of contemporary research in business, 4(9), 182-191.
Kalidass, A., & Bahron, A. (2015). The relationship between perceived supervisor support, perceived organizational support, organizational commitment and employee turnover intention. International journal of business administration, 6(5), 82.
Karam, E. P., Hu, J., Davison, R. B., Juravich, M., Nahrgang, J. D., Humphrey, S. E., & Scott DeRue, D. (2019). Illuminating the ‘face’of justice: A meta?analytic examination of leadership and organizational justice. Journal of Management Studies, 56(1), 134-171.
Karatepe, O. M., & Olugbade, O. A. (2017). The effects of work social support and career adaptability on career satisfaction and turnover intentions. Journal of Management & Organization, 23(3), 337-355.
Kee, D. M. H., & Chung, K. S. (2021). Perceived Organizational Injustice, Job Satisfaction, Organizational Commitment, and Turnover Intention: A Study of MNCs in Malaysia. International Journal of Business and Society, 22(2), 1047-1065.
Khalid, S., Rehman, C. A., & Muqadas, F. (2018). Exploring the mediating role of affective commitment on organizational justice and turnover intention. Pakistan Business Review, 19(4), 1012-1028.
Kim, S., Tam, L., Kim, J.-N., & Rhee, Y. (2017). Determinants of employee turnover intention: Understanding the roles of organizational justice, supervisory justice, authoritarian organizational culture and organization-employee relationship quality. Corporate Communications: An International Journal.
Kmieciak, R. (2021). Co-worker support, voluntary turnover intention and knowledge withholding among IT specialists: the mediating role of affective organizational commitment. Baltic Journal of Management.
Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived organizational support: A meta-analytic evaluation of organizational support theory. Journal of management, 43(6), 1854-1884.
Labrague, L. J., McEnroe – Petitte, D. M., Tsaras, K., Cruz, J. P., Colet, P. C., & Gloe, D. S. (2018). Organizational commitment and turnover intention among rural nurses in the Philippines: Implications for nursing management. International Journal of Nursing Sciences, 5(4), 403-408. https://doi.org/https://doi.org/10.1016/j.ijnss.2018.09.001
Labrague, L. J., McEnroe Petitte, D. M., Leocadio, M. C., Van Bogaert, P., & Tsaras, K. (2018). Perceptions of organizational support and its impact on nurses’ job outcomes. Nursing forum,
Maertz Jr, C. P., Griffeth, R. W., Campbell, N. S., & Allen, D. G. (2007). The effects of perceived organizational support and perceived supervisor support on employee turnover. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 28(8), 1059-1075.
Mehmood, N., Norulkamar, U., Attiq, S., & Irum, S. (2018). Relationship between Distributive Justice, Ethical Leadership, and Turnover Intention with the Mediating Effects of Ethical Climate. International Journal of Engineering & Technology, 7(2), 429-435.
Mengstie, M. M. (2020). Perceived organizational justice and turnover intention among hospital healthcare workers. BMC psychology, 8(1), 1-11.
Meredith, O. M. (2022). The Role of Perceived Organizational Support and on the Job Embeddedness on Employee Turnover Intention The University of North Carolina at Charlotte].
Mete, E. S., & Sokmen, A. (2019). The Mediating Role of Organizational Commitment in the Organizational Justice’s Effect on Job Satisfaction and Turnover Intention: A Research on Academic Staff. Gazi ?ktisat ve ??letme Dergisi, 5(3), 193-205.
Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of applied psychology, 78(4), 538.
Miller, A. (2013). Principal turnover and student achievement. Economics of Education Review, 36, 60-72.
Mintzberg, H. (2019). Managerial work: Analysis from observation. In Managerial Work (pp. 99-112). Routledge.
Nadeem, K., Khan, A., Imtiaz, N., & Iftikhar, Y. (2019). Turnover Intention and Perceived Organizational Support; Mediating Role of Work Engagement and Organizational Commitment. European Scientific Journal ESJ, 15. https://doi.org/10.19044/esj.2019.v15n10p222
Narayanan, A., Rajithakumar, S., & Menon, M. (2019). Talent management and employee retention: An integrative research framework. Human Resource Development Review, 18(2), 228-247.
Nazir, S., Shafi, A., Atif, M. M., Qun, W., & Abdullah, S. M. (2019). How organization justice and perceived organizational support facilitate employees’ innovative behavior at work. Employee Relations: The International Journal.
Ngadiman, P. F. (2019). Pengaruh distributive justice dan procedural justice terhadap turnover intention dengan employee engagement sebagai variabel mediasi pada pt. Megah jaya adipersada Universitas Tarumanagara].
Nguyen, T. D., Bettini, E., Redding, C., & Gilmour, A. F. (2022). Comparing turnover intentions and actual turnover in the public sector workforce: Evidence from public school teachers. EdWorkingPapers. Com.
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.
Novitasari, D., Asbari, M., Wijaya, M. R., & Yuwono, T. (2020). Effect of organizational justice on organizational commitment: mediating role of intrinsic and extrinsic satisfaction. International Journal of Science and Management Studies (IJSMS), 3(3), 96-112.
Nyaanga, E. M. (2020). Mediating Role of Organizational Commitment on Organizational Justice and Turnover Intentions in Millennial Information Technology Professionals Grand Canyon University].
Ohana, M., & Meyer, M. (2016). Distributive justice and affective commitment in nonprofit organizations: which referent matters? Employee Relations.
Olcer, F. (2015). The investigation of the relationship between organizational justice and turnover intention: the mediating role of organizational commitment. Economic Computation & Economic Cybernetics Studies & Research, 49(3).
Pamu, M. R. (2010). Early career teachers' quit intentions: implications for teacher education. International journal of educational management.
Park, J. (2015). Determinants of turnover intent in higher education: The case of international and US faculty. Virginia Commonwealth University.
Perryer, C., Jordan, C., Firns, I., & Travaglione, A. (2010). Predicting turnover intentions: The interactive effects of organizational commitment and perceived organizational support. Management Research Review.
Poon, J. M. (2012). Distributive justice, procedural justice, affective commitment, and turnover intention: a mediation–moderation framework 1. Journal of Applied Social Psychology, 42(6), 1505-1532.
Raffety, A. W. (2021). Resilience as a Mediator of Perceived Organizational Justice and Turnover Intention for Licensed School Counselors Walden University].
Rageb, M. A., Abd-el-salam, M. E., El-Samadicy, A., & Farid, S. (2014). Organizational commitment, job satisfaction and job performance as a mediator between role stressors and turnover intentions a study from an Egyptian cultural perspective. International Journal of Business and Economic Development, 1(1).
Rahman, A., Shahzad, N., Mustafa, K., Khan, M. F., & Qurashi, F. (2016). Effects of organizational justice on organizational commitment. International Journal of Economics and Financial Issues, 6(3), 188-196.
Raza, M. A., Gulzar, A., & Jabeen, R. (2017). Impact of Distributive Justice on Trust in Leader and Employee Turnover Intention: Moderating Role of Islamic Work Ethics and Organizational Culture. Raza, MA, Gulzar, A., & Jabeen, 248-265.
Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: the contribution of perceived organizational support. Journal of applied psychology, 86(5), 825.
Shawabkeh, Y. T., Al-Lozi, M., & Masa'deh, R. e. (2019). The influence of organizational justice on job commitment in the Jordanian ministries. Journal of Social Sciences (COES&RJ-JSS) Volume, 8.
Simic, M., Slavkovic, M., & Aleksic, V. S. (2020). Human capital and SME performance: mediating effect of entrepreneurial leadership. Management: Journal of Sustainable Business and Management Solutions in Emerging Economies, 25(3), 23-33.
St Louis, T. J. (2019). Equity Perception, Interactional Justice and Turnover Intentions among College Educated Minority Professionals; A Quantitative Mediation Study Capella University].
Suarez-Albanchez, J., Gutierrez-Broncano, S., Jimenez-Estevez, P., & Blazquez-Resino, J. J. (2022). Organizational support and turnover intention in the Spanish IT consultancy sector: Role of organizational commitment. Cogent Social Sciences, 8(1), 2051790.
Suifan, T. S., Diab, H., & Abdallah, A. B. (2017). Does organizational justice affect turnover-intention in a developing country? The mediating role of job satisfaction and organizational commitment. Journal of Management Development, 36(9), 1137-1148. https://doi.org/10.1108/JMD-02-2017-0048
Suifan, T. S., Diab, H., & Abdallah, A. B. (2017). Does organizational justice affect turnover-intention in a developing country? The mediating role of job satisfaction and organizational commitment. Journal of Management Development.
Tajammal, M. (2018). Impact of Procedural Justice on Turnover Intention with Mediating Effect of Trust. Jinnah Business Review, 6(1), 13-19.
Tanoto, S. R., & Sugiharto, M. Y. (2018). The Effects of Distributive Justice and Perceived Organizational Support on Turnover Intention within The Poultry Industry. Petra International Journal of Business Studies, 1(2), 89-97.
Timms, C., Brough, P., O'Driscoll, M., Kalliath, T., Siu, O. L., Sit, C., & Lo, D. (2015). Flexible work arrangements, work engagement, turnover intentions and psychological health. Asia Pacific Journal of Human Resources, 53(1), 83-103.
Tromp, D. M., van Rheede, A., & Blomme, R. J. (2010). The relationships between psychological strain, organizational support, affective commitment and turnover intentions of highly educated hospitality employees. In Advances in Hospitality and Leisure. Emerald Group Publishing Limited.
Wahyuningsih, A. (2021). The impact of distributive justice career, distributive justice compensation on turnover intention with millenials and non-millenials generation as a moderation variable in employee of private university in yogyakarta Universitas Muhammadiyah Yogyakarta].
Wang, Q., & Wang, C. (2020). Reducing turnover intention: perceived organizational support for frontline employees. Frontiers of Business Research in China, 14(1), 1-16.
Wong, Y.-W., & Wong, Y.-t. (2017). The effects of perceived organisational support and affective commitment on turnover intention. Journal of Chinese Human Resource Management, 8(1), 2-21. https://doi.org/10.1108/JCHRM-01-2017-0001
Yang, T., Jin, X., Shi, H., Liu, Y., Guo, Y., Gao, Y., & Deng, J. (2021). Occupational stress, distributive justice and turnover intention among public hospital nurses in China: A cross-sectional study. Applied Nursing Research, 61, 151481. https://doi.org/https://doi.org/10.1016/j.apnr.2021.151481
Yusoff, N., Yusliza, Y., Saputra, J., & Muhammad, Z. (2021). Does the Procedural Justice affect Turnover Intention of Academic Staff in Malaysian Research Universities?
Yusoff, N. A., & Yusliza, M. Y. (2020). Procedural justice and turnover intention among academic staff in higher education.