THE EFFECTS OF ORGANIZATIONAL JUSTICE ON THE EMPLOYEE TURNOVER INTENTION MEDIATED BY THE JOB EMBEDDEDNESS: A CASE OF TEACHING STAFF OF PRIVATE UNIVERSITIES IN THE CITY OF PESHAWAR
Private sector universities are playing a major role worldwide in providing higher education to the individuals as well as fulfilling the human resource requirements of the industries. Data is collected from the teaching staff from the private sector universities in the city of Peshawar through random sampling, the sample size is two hundred. The findings of the study are that procedural justice which is a dimension of the organizational justice is negatively and significantly associated with employee turnover intention. Further, the interactional justice is significantly and positively related with job embeddedness. The job embeddeness and turnover intention are also having significant and negative relationship. Finally, the mediation model proposing that job embeddedness can play a mediating role between dimensions of organizational justice and the turnover intention. It is however cannot discover bolster for the model measurably. Overall, the findings indicate that dimensions of organizational justice are important for favorable employee outcomes including fostering job embeddedness and reducing turnover intention.
Keywords: Distributive Justice, Procedural Justice, Interactional Justice, Job Embeddedness, Turnover Intention, Private universities, Peshawar, Pakistan.