Gharbi Hassane, Aliane Nadir, Al Falah Khaled A, Sobaih Abu Elnasr E
Management Department, College of Business Administration, King Faisal University, Al-Ahsaa 31982, Saudi Arabia.
School of Business, University of Sfax, Sfax 3018, Tunisia.
Int J Environ Res Public Health. 2022 Apr 24;19(9):5162. doi: 10.3390/ijerph19095162.
This research aims to test the impact of procedural justice on employees’ turnover intention via their intention to stay or give up their positions by putting social influence in the spotlight as a mediating variable. Although the topic dealing with the relationship linking organizational justice to turnover intention has taken some wrinkles, there has been no published research, to the best of researchers’ knowledge, that integrates social influence as a mediating variable between the aforementioned relationships. A questionnaire survey was administered to 558 employees working in a renowned banking institution located in the capital city of Tunis, Tunisia. Structural equation modeling (SEM) results using AMOS software, IBM, version 23, showed that social influence partially mediated the relationship between procedural justice and turnover intention. More specifically, procedural justice has a significant negative effect on turnover intention (β = −0.30, p < 0.01) and a significant positive effect on social influence (β = +0.54, p < 0.01), which will have a significant positive effect on turnover intention (β = +0.91, p < 0.01). The results confirm that procedural justice is necessary for any organization; however, it is not enough to eliminate the turnover intention, especially with the presence of social influence. Social influence alters the judgments of those caught in its nets. This intangible aspect and power is even more enigmatic and harmful, which can lead to a change in cognitive references and behaviors. Social influence heavily affects the spontaneity of individuals and they became subject to dominant forces, which has to be properly controlled by management.
本研究旨在通过将社会影响作为中介变量，检验程序公正对员工离职意愿的影响，具体方式是关注员工是打算留任还是放弃现有职位。尽管探讨组织公正与离职意愿之间关系的话题已有些波折，但据研究人员所知，尚无已发表的研究将社会影响作为上述关系之间的中介变量。对突尼斯首都突尼斯市一家知名银行机构的558名员工进行了问卷调查。使用IBM公司的AMOS软件23版进行的结构方程建模（SEM）结果表明，社会影响部分中介了程序公正与离职意愿之间的关系。更具体地说，程序公正对离职意愿有显著的负向影响（β = -0.30，p < 0.01），对社会影响有显著的正向影响（β = +0.54，p < 0.01），而社会影响又会对离职意愿产生显著的正向影响（β = +0.91，p < 0.01）。结果证实，程序公正对任何组织来说都是必要的；然而，仅靠它不足以消除离职意愿，尤其是在存在社会影响的情况下。社会影响会改变受其影响者的判断。这种无形的方面和力量更加神秘且有害，可能导致认知参照和行为的改变。社会影响严重影响个体的自主性，使他们受制于主导力量，而管理层必须对此进行适当控制。
