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n IFE PsychologIA : An International Journal - Organizational justice, perceived inequality and job redesign as predictors of intent to quit among bankers in Nigeria

Volume 22, Issue 1
  • ISSN : 1117-1421
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Abstract

This study explored organizational justice, perceived inequality and job redesign as predictors of intent to quit among some bankers in Nigeria. Ex-post facto research design and purposive sampling technique were adopted. 258 male and female staff of Access Bank PLC participated in the study. Four hypotheses were tested in the study. It was found that management staff (x =17.73) significantly scored higher on turnover intention than non-management staff (x = 15.36), t (256) =-3.239; p <.05. There was also a significant joint influence of work inequality, procedural justice, interactional justice and job redesign on turnover intention (R2 =.008; F (4,253) =7.17; P<.01). However, only procedural justice independently influenced turnover intention while others did not. Similarly, there was a significant joint influence of marital status, job category and educational background on turnover intention (R2 =.155; F (3,254) =16.67; P<.01). However, only marital status independently influenced turnover intention while others did not. Lastly, results showed that female staff (x =15.74) did not significantly score higher on turnover intention than the male staff (x = 15.57), t (252) =-.338; p >.05. Hence, conclusions and recommendations were made as follows; that organizational, psychological and demographic factors are jointly responsible for turnover intention among employees; that human resource managers and employers of labour should actively control for all factors that could cause employees to be dissatisfied. Thus, future studies on turnover intention should investigate the influence of other personality, demographic and organizational factors on employee turnover intention.

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/content/ifepsyc/22/1/EJC150782
2014-03-01
2016-12-10

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