THE IMPACT DISTRIBUTIVE JUSTICE, PROCEDURAL JUSTICE, INTERACTIONAL JUSTICE, EMPLOYEE ENGAGEMENT AND JOB SATISFACTION ON TURNOVER INTENTION

Ani Suhartatik, C. Marliana Junaedi, Putri Meidina Novianti

Abstract


The research is aimed at investigating the impact distibutive justice, procedural justice,interactional justice, employee engagement and job satisfaction on turnover intention.. Hence, it is a causal research. The data are drawn from a sample of 208 bank employees in Surabaya determined using a purposive sampling technique. The collected data are then analyzed using Structural Equation Modeling, LISREL version 8.70. The result of the hypothesis testing indicates that distibutive justice and procedural justice does not have any significant impact on employee engagement and job satisfaction, interactional justice have any significantly affect on employee engagement and job satisfaction, employee engagement significantly affect on turnover intention, and job satisfaction significantly affect on turnover intention


Keywords


distributive justice; procedural justice; interactional justice, employee engagement, job satisfaction and turnover intention

Full Text:

PDF

References


Andini, R. 2006. Analisis Pengaruh Kepuasan Gaji, Kepuasan Kerja, KomitmenOrganisasional Terhadap Turnover Intention. Thesis, UniversitasDiponegoro, Semarang.

Baumruk, R., B. Gorman. 2006. Why Managers are Crucial to IncreasingEngagement. Strategic HR Review, pp. 24-27

Ballout, H. I. (2007). The effects of human capital, person-environment fit and organizational support. 741-765.

Cohen-Charash, Y., & E. Spector, P. (2001). The Role of Justice in Organizations: A-Meta Analysis . 278-321.

Cropanzano, R., Bowen, D. E., & Gilliland, S. W. (2007). The Management of Organizational Justice. 34-48.

Davis, Keith., & Newstorm, John W. (2000). Perilaku Dalam Organisasi, Alih Bahasa Agus Dharma. Jakarta: Erlangga.

Dewi, I. A., & Sudibya, I. G. (2006). Pengaruh Keadilan Distributif, Keadilan Prosedural, dan Keadilan Interaksional Terhadap Kepuasan Kerja Karyawan. 3821-3848.

Elamin, A.M. & Alomaim, N. (2011). Does Organizational Justice Influence Job Satisfaction And Self-Perceived Performance In Saudi Arabia Work Environment? International Management Review, Vol. 7, No.1, pp. 38-49.

Endres, Grace, M., & Mancheno-Smoak, L., (2008), The Human Resource Craze: Human Performance Improvement and Employee Engagement, Organization Development Journal; Spring 26 (1), 69-78.

Ferdinand, Augusty, 2002, Structural Equation Modelling in Management Research, 4thed, BP UNDIP, Semarang

Forret, M., & Love, M. S. (2007). Employee Justive Perceptions and Coworker Relationship. 248-260.

Ghosh, P., Rai, A., & and Sinha, A. (2014). Exploring the linkage in public sector banks in India. Organizational justice and employee engagement, 628-652.

Ghozali, I. (2006). Aplikasi Analisis Multivariate dengan Program SPSS. . Semarang : Universitas Diponegoro.

Greenberg, J., & Bies, R. J. (1992). Establishing the Role of Empirical Studies of Organizational Justice in Philosophical Inquiries into Business Ethics. 433-444.

Hart, A. L., Thomson, N. F., & Huning, T. M. (2016). The Mediating Role Of Distributive, Procedural, And Interactional Justice On The Relationship Between Downsizing And Organizational Citizenship Behavior.

He, H., Zhu, W., & Zheng, X. (2013). Procedural Justice And Employee Engagement: Roles Of Organizational Identification And Moral. 681-695.

Judge, T. A., & Klinger, R. (2008). Job satisfaction: Subjective well-being at work. In M. Eid, & R. Larsen (Eds.), The Science of Subjective Well-Being (Ch. 19, pp. 393-413). New York: Guilford

Khan, T. I., Jam, F. A., Akbar, A., Khan, M. B., & Hijazi, S. T. (2011). Job Involvement as Predictor of Employee Commitment: Evidence From Pakistan . 252-262.

Khan, W. A. (1990). Psychological Conditions Of Personal Engagement And Disengagement At Work. 692-724.

Khasanah, Rusdiana. (2015). Pengaruh Keadilan Distributif, Keadilan Prosedural, dan Keadilan Interaksional terhadap Kepuasan Kerja dan Kinerja Pegawai Puskesmas. Thesis. Universitas Sebelas Maret, Surakarta.

Konovsky, M. A. (2000). Understanding Procedural Justice and Its Impact on Business Organization. 489-511.

Kuncoro, M. (2003). Metode Riset Untuk Bisnis dan Ekonomi: Bagaimana Meneliti dan Menyusun Tesis? Jakarta: Erlangga.

Lotfi, Moh Husein, & Pour, Moh Shirazi. (2013). The relationship between Organizational Justice and Job Satisfaction among the employees of Tehran Payame Noor. Procedia - Social and Behavioral Sciences 93 (2013) 2073 2079

Macey, W.H., B. Schneider., K.M Barbera., S.A Young. 2009. Employee Engagement: Tools for Analysis, Practice, and Competitive Advantage.

United States: Wiley-Blackwell.

Mangkunegara, A. A. 2013. Manajemen Sumber Daya Manusia Perusahaan. Bandung: PT. Remaja Rosdakarya.

Nazir, M. (2014). Metode Penelitian . Bogor: Ghalia Indonesia.

Niehoff, B. P., & Moorman, R. H. (1993). Justice As A Moderator Of The Relationship Between Method Of Monitoring And Organizational Citizenship Behavior. 527-556.

Park, Y., Song, J. H., & Lim, D. H. (2016). Organizational Justice And Work Engagement: The Mediating Effect Of Self-Leadership. 711-729.

Paramitha, Deandra P. (2014). Pengaruh Budaya Organisasi, Gaya Kepemimpinan dan Keadilan Organisasi terhadap OCB dengan Kepuasan Kerja dan Komitmen Organisasi sebagai Variabel Mediasi pada Karyawan BNI KCU UGM Yogyakarta. Skripsi. Universitas Sebelas Maret, Surakarta.

Ram, D. P., & Prabhakar, D. G. (2011). The role of employee engagement in wor k-related outcomes. 47-61

Rachmawati, M. 2013. Employee Engagement Sebagai Kunci Meningkatkan Kinerja Karyawan. Among Makarti, Vol.6 No.12, p.52-65.

Mangkunegara, A. A. 2013. Manajemen Sumber Daya Manusia Perusahaan.Bandung: PT. Remaja Rosdakarya.

Margaretha, Meily & Santosa, T. Elisabeth Cintya. 2012. Keadilan Prosedural dan Keadilan Distributif Sebagai Prediktor Employee Engagement, Jurnal Manajemen, Vol. 12. No.1

Miao RT, 2011, Perceived Organizational Support, Job Satisfaction, Task Performance and Organizational Citizenship Behavior in China, Academy of Management Journal, Vol 39.

Robbins, S. P. 2001. Organizational Behavior, 9th Ed. Upper Saddle River NewJersey: Prentice Hall International.

Rusli, M. (2014). Pengelolaan Statistik yang menenangkan . Yogyakarta: Graha Ilmu

Saks, A. M. (2006). Antecedents And Consequences Of Employee Engagement. 600-619.

Schaufeli, W. B., & Bakker, A. B. (2004). Job Demands, Job Resources, And Their Relationship With Burnout And Engagement: A Multi-Sample Study, 293-315.

Schaufeli, W. B., Salanova, M., Gonzalez-Roma, V., & Bakker, A. B. (2002). The Measurement Of Engagement And Burnout: A Two Sample Confirmatory Factor Analytic Approach. 71-92.

Soegandhi, V.M., E.M Sutanto., R. Setiawan. 2013. Pengaruh Kepuasan KerjaDan Loyalitas Kerja Terhadap Organizational Citizenship Behavior PadaKaryawan PT. Surya Timur Sakti Jatim. AGORA, Vol. 1, No. 1, pp.1-12.

Sugiyono. 2010. Statistika Untuk Penelitian. Bandung: Alphabet

Bungin, B. 2010. Metodologi Penelitian Kuantitatif (cetakan ke empat). Jakarta:Kencana Prenanada Media.

Suliman, A., & Kathairi, M. A. (2013). Organizational Justice, Commitement And Performance In Developing Countries. 98-115.

Wang, X., Liao, J., Xia, D., & Chang, T. (2010). The Impact Of Organizational Jutsice on Work Performance: Mediating Effects of Organizational Commitmen and Leader-Member Exchange. 660-677

Weiss, H. M., Suckow, K., & Cropanzano, R. (1999). Effects Of Justice Conditions on Discrete Emotions. 786-794.

Yilmaz, K., & Tasdan, M. (2009). Organizational Citizenship and Organizational Justice in Turkish Primary School . 108-126.

Yusuf, M. (2013). Metode Penelitian Kuantitatif, Kualitatif, dan Penelitian Gabungan. . Padang: Prenadamedia Group.

http://www.infobanknews.com

http://trikbanovan.wordpress.com




DOI: https://doi.org/10.33508/rima.v3i2.3050

Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.