The Role Of Organizational Justice To Curb Turnover

880 Words 4 Pages
Dr. Mike and Classmates,
As per the comment from Dr. Mike, I am still fine tuning my problem statement so I can move on to the purpose and other sections of the prospectus. I believe the statement is wordy and would appreciate your feedback.
Thank you,

Prospectus The Role of Organizational Justice to Curb Turnover: Nashua City Junior Employees Lindiwe Musekiwa
Doctor of Philosophy MGMT - Human Resource Management
Prospectus: The Role of Organizational Justice to Curb Turnover: Nashua City Junior Employees

Problem Statement
According to Ribeiro and Semedo (2014), employees reported 26% unjust treatment pertaining to job satisfaction, 44% to performance, and 19% to organizational commitment leading one to question
…show more content…
It is financially costly to the business, can lead to remaining employees’ lower morale and worker productivity, and affect a business’s ability to provide high-quality customer service (Ton & Huckman, 2008). The ideal situation is for organizations to seriously look at factors that attribute to high turnover such as pay and management conflicts since they reflect poorly on the organization’s image (Ton & Huckman, 2008; Ali & Jan, 2012). The general problem is that turnover, no matter what, is costly, decreases the overall efficiency of the organization, and affects the overall morale of the employees, leading to poor customer service (Holtom & Burch, 2016). The specific problem is to analyze and evaluate the role of organizational justice in curtailing turnover among Nashua City junior employees and determine whether low wages are root cause and how the human resources department can empower the employees and allow them to be the best they can be. Although factors that influence job dissatisfaction vary among employees, turnover is relatively high among the junior employees with the majority citing low wages as the main reason for leaving (Asegid, Belachew, & Yimam, 2014; Hao, Hao, Wang, Rowley, & Zhang, …show more content…
(2014). Factors influencing job satisfaction and anticipated turnover among nurses in sidama zone public health facilities, south Ethiopia. Nursing research and practice, 2014.
Cheng, S. Y. (2014). The mediating role of organizational justice on the relationship between administrative performance appraisal practices and organizational commitment. International Journal of Human Resource Management, 25(8), 1131-1148. doi:10.1080/09585192.2013.816864
Dailey, R. C., & Kirk, D. J. (1992). Distributive and procedural justice as antecedents of job dissatisfaction and intent to turnover. Human Relations, 45(3), 305.
Deschamps, C., Rinfret, N., Lagacé, M. C., & Privé, C. (2016). Transformational leadership and change: How leaders influence their followers' motivation through organizational justice. Journal of Healthcare Management, 61(3), 194-212
Farooq, M., & Farooq, O. (2014). Organizational justice, employee turnover, and trust in the workplace: A study in South Asian telecommunication companies. [Article]. Global Business & Organizational Excellence, 33(3), 56-62. doi: 10.1002/joe.21539
Hao, Y., Hao, J., Wang, X., Rowley, C., & Zhang, J. (2016). The relationship between organizational justice and job satisfaction: evidence from China. Journal of Chinese Human Resource Management,

Related Documents