Organizational justice, role stressors job satisfaction and turnover intention among IT professions in Thailand's ICT industry

Although turnover intention has been studied widely in Western countries, such studies are still small in number in Asia countries like Thailand. The aims of this quantitative research were: to empirically determine the significant predictors of organizational justice (distributive justice and proce...

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Main Author:	Phayoonpun, Thammayantee
Format:	Thesis
Language:	eng eng
Published:	2015
Subjects:	HF5549-5549.5 Personnel Management Employment
Online Access:	https://etd.uum.edu.my/5325/1/s92860.pdf https://etd.uum.edu.my/5325/2/s92860_abstract.pdf
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id	my-uum-etd.5325
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
advisor	Mat, Norazuwa Romli, Ruslan
topic	HF5549-5549.5 Personnel Management Employment
spellingShingle	HF5549-5549.5 Personnel Management Employment Phayoonpun, Thammayantee Organizational justice, role stressors job satisfaction and turnover intention among IT professions in Thailand's ICT industry
description	Although turnover intention has been studied widely in Western countries, such studies are still small in number in Asia countries like Thailand. The aims of this quantitative research were: to empirically determine the significant predictors of organizational justice (distributive justice and procedural justice) and role stressors (role ambiguity, role conflict, work-overload and work-family conflict); to examine the mediating effect of job satisfaction on the relationship between predictors and turnover intention, and to investigate the applicability of the Social Exchange Theory (SET) in explaining turnover intention in Thailand. A survey was conducted among 342 IT professionals in 21 ICT organizations located in Thailand‟s ICT industry‟s four sub-sector (Computer Hardware, Computer Software, Technology Information (IT) Services and Communication). Data were analyzed using the Structural Equation Modeling (SEM). Out of the 13 hypotheses regarding turnover intention, seven had significant direct effects (distributive justice, procedural justice, role ambiguity, role conflict, work-overload to job satisfaction; job satisfaction to turnover intention). The finding of this study revealed that there is a positive significant relationship between distributive justice and procedural justice with job satisfaction. This study also revealed that there is a negative significant relationship between role ambiguity, role conflict, work-overload and work-family conflict with job satisfaction. This study found a statistically negative significant relationship between job satisfaction and turnover intention. The study also found that job satisfaction was a full mediator of the relationship between distributive justice, procedural justice, role conflict and work-family conflict with turnover intention. Finally, job satisfaction partially mediated the relationship of role ambiguity and work-family conflict with turnover intention. The present study also highlighted the implications of the study, future research work as well as its limitations.
format	Thesis
qualification_name	Doctor of Business Administration (DBA)
qualification_level	Doctorate
author	Phayoonpun, Thammayantee
author_facet	Phayoonpun, Thammayantee
author_sort	Phayoonpun, Thammayantee
title	Organizational justice, role stressors job satisfaction and turnover intention among IT professions in Thailand's ICT industry
title_short	Organizational justice, role stressors job satisfaction and turnover intention among IT professions in Thailand's ICT industry
title_full	Organizational justice, role stressors job satisfaction and turnover intention among IT professions in Thailand's ICT industry
title_fullStr	Organizational justice, role stressors job satisfaction and turnover intention among IT professions in Thailand's ICT industry
title_full_unstemmed	Organizational justice, role stressors job satisfaction and turnover intention among IT professions in Thailand's ICT industry
title_sort	organizational justice, role stressors job satisfaction and turnover intention among it professions in thailand's ict industry
granting_institution	Universiti Utara Malaysia
granting_department	Othman Yeop Abdullah Graduate School of Business
publishDate	2015
url	https://etd.uum.edu.my/5325/1/s92860.pdf https://etd.uum.edu.my/5325/2/s92860_abstract.pdf
_version_	1747827909013274624
spelling	my-uum-etd.53252021-03-18T08:42:55Z Organizational justice, role stressors job satisfaction and turnover intention among IT professions in Thailand's ICT industry 2015 Phayoonpun, Thammayantee Mat, Norazuwa Romli, Ruslan Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment Although turnover intention has been studied widely in Western countries, such studies are still small in number in Asia countries like Thailand. The aims of this quantitative research were: to empirically determine the significant predictors of organizational justice (distributive justice and procedural justice) and role stressors (role ambiguity, role conflict, work-overload and work-family conflict); to examine the mediating effect of job satisfaction on the relationship between predictors and turnover intention, and to investigate the applicability of the Social Exchange Theory (SET) in explaining turnover intention in Thailand. A survey was conducted among 342 IT professionals in 21 ICT organizations located in Thailand‟s ICT industry‟s four sub-sector (Computer Hardware, Computer Software, Technology Information (IT) Services and Communication). Data were analyzed using the Structural Equation Modeling (SEM). Out of the 13 hypotheses regarding turnover intention, seven had significant direct effects (distributive justice, procedural justice, role ambiguity, role conflict, work-overload to job satisfaction; job satisfaction to turnover intention). The finding of this study revealed that there is a positive significant relationship between distributive justice and procedural justice with job satisfaction. This study also revealed that there is a negative significant relationship between role ambiguity, role conflict, work-overload and work-family conflict with job satisfaction. This study found a statistically negative significant relationship between job satisfaction and turnover intention. The study also found that job satisfaction was a full mediator of the relationship between distributive justice, procedural justice, role conflict and work-family conflict with turnover intention. Finally, job satisfaction partially mediated the relationship of role ambiguity and work-family conflict with turnover intention. The present study also highlighted the implications of the study, future research work as well as its limitations. 2015 Thesis https://etd.uum.edu.my/5325/ https://etd.uum.edu.my/5325/1/s92860.pdf text eng public https://etd.uum.edu.my/5325/2/s92860_abstract.pdf text eng public dba dba Universiti Utara Malaysia Acharya, P. & Mahanty, P. (2007). Manpower shortage crisis in Indian information technology industry. International Journal of Technology Management, 38(3), 235-247. Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz (Eds.), Advances in Experimental Social Psychology, 2, (pp.267-299). New York: Academic Press. Addae, H.M., Parboteeah, K.P., & Davis, E.E. (2006). Organizational commitment and intentions to quit: An examination of the moderating effects of psychological contract breach in Trinidad and Tobago. 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Organizational justice, role stressors job satisfaction and turnover intention among IT professions in Thailand's ICT industry

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