The relationship between organizational justice and turnover intention
Dong, Thi (2015)
Dong, Thi
Jyväskylän ammattikorkeakoulu
2015
All rights reserved
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2015121621161
https://urn.fi/URN:NBN:fi:amk-2015121621161
Tiivistelmä
The thesis aimed at exploring the relationship between organizational justice and turnover intention in a non-profit organization. The targeted organization is AIESEC Finland – one branch of the biggest students’ voluntary organization in the world where students voluntarily work to gain experience and learn from each other. Since working there is voluntary, the workers have no attachment or financial commitment to the organization. Retention is one of considerable issues that AIESEC Finland or any other non-profit organization is struggling with. The findings of this thesis are supposed to expand the spectrum of the importance of organizational justice in working life and explore a possibility to reduce the volunteer turnover.
The author used a mix-method approach consisting of both qualitative and quantitative research with two instruments, questionnaires and a semi-structured interview. The data collected was analyzed in terms of qualitative and quantitative values to support the final findings. The questionnaires were distributed to all the eight local entities of AIESEC in Finland with the response rate of 35%. The purpose of the questionnaires was to separately measure the justice perceived and the turnover intention of the respondents, so that a link between them could be found out by using the SPSS quantitative analysis tool. Then, the author asked for permission for an interview with the ones who had a high score of leaving intention so that the real reason of quitting could be investigated. The responses were coded and categorized manually based on the theoretical background to show if there was a match or connection with the findings of quantitative research.
The result overlaps both the researches to reveal that the higher the justice, especially the higher distributive and procedural justice the volunteers perceive, the less chance there is of leaving a non-profit organization. In the theory reviewed, this finding absolutely matches the findings of previous researchers, who conducted the research in a profit organization. Therefore, the importance of organizational justice is literally confirmed in a successful retention plan of any organization.
The author used a mix-method approach consisting of both qualitative and quantitative research with two instruments, questionnaires and a semi-structured interview. The data collected was analyzed in terms of qualitative and quantitative values to support the final findings. The questionnaires were distributed to all the eight local entities of AIESEC in Finland with the response rate of 35%. The purpose of the questionnaires was to separately measure the justice perceived and the turnover intention of the respondents, so that a link between them could be found out by using the SPSS quantitative analysis tool. Then, the author asked for permission for an interview with the ones who had a high score of leaving intention so that the real reason of quitting could be investigated. The responses were coded and categorized manually based on the theoretical background to show if there was a match or connection with the findings of quantitative research.
The result overlaps both the researches to reveal that the higher the justice, especially the higher distributive and procedural justice the volunteers perceive, the less chance there is of leaving a non-profit organization. In the theory reviewed, this finding absolutely matches the findings of previous researchers, who conducted the research in a profit organization. Therefore, the importance of organizational justice is literally confirmed in a successful retention plan of any organization.