From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction

Autores
Vaamonde, Juan Diego; Omar, Alicia Graciela; Salessi, Solana Magalí
Año de publicación
2018
Idioma
inglés
Tipo de recurso
artículo
Estado
versión publicada
Descripción
Turnover intentions (TI) stand as an insidious problem that impacts on the functioning of organizations and the well-being of their members. Currently, there is a growing interest in identifying the explanatory mechanisms of TI, in order to strengthen and retain valued employees for organizations. In line with this trend, the aim of the present study was to test an integrative serial multiple mediation model that examined the possible mediating role of burnout and job satisfaction in the relationships between organizational justice and TI. To achieve this objective, a cross-sectional empirical study was carried out on a multi-occupational sample of 408 Argentine employees (219 women and 189 men). Participants completed a self-report questionnaire comprising previously validated measures for the target population. Structural equation modeling showed that perceptions of distributive, procedural, and interpersonal justice have negative indirect effects on TI through burnout and job satisfaction, while perceptions of informational justice exert such effects on TI only through job satisfaction. These results indicate that distributive, procedural, and interpersonal justice perceptions relate to lower levels of burnout, which in turn promote greater job satisfaction and lower TI among employees. In addition, informational justice perceptions are positively related to job satisfaction, leading to a decrease in employees’ TI. Findings are discussed in light of their theoretical and practical implications. Managers and human resource professionals could consider the research results in their attempts to design and implement talent retention strategies within organizations.
Fil: Vaamonde, Juan Diego. Consejo Nacional de Investigaciones Científicas y Técnicas. Centro Científico Tecnológico Conicet - Rosario; Argentina. Universidad Nacional de Rafaela; Argentina. Universidad Nacional de Rosario. Facultad de Humanidades y Artes; Argentina
Fil: Omar, Alicia Graciela. Consejo Nacional de Investigaciones Científicas y Técnicas. Centro Científico Tecnológico Conicet - Rosario; Argentina. Universidad Nacional de Rosario. Facultad de Humanidades y Artes; Argentina
Fil: Salessi, Solana Magalí. Consejo Nacional de Investigaciones Científicas y Técnicas. Centro Científico Tecnológico Conicet - Rosario; Argentina. Universidad Nacional de Rosario. Facultad de Humanidades y Artes; Argentina. Universidad Nacional de Rafaela; Argentina
Materia
ARGENTINE EMPLOYEES
BURNOUT
JOB SATISFACTION
ORGANIZATIONAL JUSTICE
TURNOVER INTENTIONS
Nivel de accesibilidad
acceso abierto
Condiciones de uso
https://creativecommons.org/licenses/by-nc-sa/2.5/ar/
Repositorio
CONICET Digital (CONICET)
Institución
Consejo Nacional de Investigaciones Científicas y Técnicas
OAI Identificador
oai:ri.conicet.gov.ar:11336/95935
Acceder
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spelling From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfactionVaamonde, Juan DiegoOmar, Alicia GracielaSalessi, Solana MagalíARGENTINE EMPLOYEESBURNOUTJOB SATISFACTIONORGANIZATIONAL JUSTICETURNOVER INTENTIONShttps://purl.org/becyt/ford/5.1https://purl.org/becyt/ford/5Turnover intentions (TI) stand as an insidious problem that impacts on the functioning of organizations and the well-being of their members. Currently, there is a growing interest in identifying the explanatory mechanisms of TI, in order to strengthen and retain valued employees for organizations. In line with this trend, the aim of the present study was to test an integrative serial multiple mediation model that examined the possible mediating role of burnout and job satisfaction in the relationships between organizational justice and TI. To achieve this objective, a cross-sectional empirical study was carried out on a multi-occupational sample of 408 Argentine employees (219 women and 189 men). Participants completed a self-report questionnaire comprising previously validated measures for the target population. Structural equation modeling showed that perceptions of distributive, procedural, and interpersonal justice have negative indirect effects on TI through burnout and job satisfaction, while perceptions of informational justice exert such effects on TI only through job satisfaction. These results indicate that distributive, procedural, and interpersonal justice perceptions relate to lower levels of burnout, which in turn promote greater job satisfaction and lower TI among employees. In addition, informational justice perceptions are positively related to job satisfaction, leading to a decrease in employees’ TI. Findings are discussed in light of their theoretical and practical implications. Managers and human resource professionals could consider the research results in their attempts to design and implement talent retention strategies within organizations.Fil: Vaamonde, Juan Diego. Consejo Nacional de Investigaciones Científicas y Técnicas. Centro Científico Tecnológico Conicet - Rosario; Argentina. Universidad Nacional de Rafaela; Argentina. Universidad Nacional de Rosario. Facultad de Humanidades y Artes; ArgentinaFil: Omar, Alicia Graciela. Consejo Nacional de Investigaciones Científicas y Técnicas. Centro Científico Tecnológico Conicet - Rosario; Argentina. Universidad Nacional de Rosario. Facultad de Humanidades y Artes; ArgentinaFil: Salessi, Solana Magalí. Consejo Nacional de Investigaciones Científicas y Técnicas. Centro Científico Tecnológico Conicet - Rosario; Argentina. Universidad Nacional de Rosario. Facultad de Humanidades y Artes; Argentina. Universidad Nacional de Rafaela; ArgentinaPsychOpen2018-08info:eu-repo/semantics/articleinfo:eu-repo/semantics/publishedVersionhttp://purl.org/coar/resource_type/c_6501info:ar-repo/semantics/articuloapplication/pdfapplication/pdfapplication/pdfhttp://hdl.handle.net/11336/95935Vaamonde, Juan Diego; Omar, Alicia Graciela; Salessi, Solana Magalí; From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction; PsychOpen; Europe's Journal of Psychology; 14; 3; 8-2018; 554-5701841-0413CONICET DigitalCONICETenginfo:eu-repo/semantics/altIdentifier/url/https://ejop.psychopen.eu/index.php/ejop/article/view/1490info:eu-repo/semantics/altIdentifier/url/https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6143992/info:eu-repo/semantics/altIdentifier/doi/10.5964/ejop.v14i3.1490info:eu-repo/semantics/openAccesshttps://creativecommons.org/licenses/by-nc-sa/2.5/ar/reponame:CONICET Digital (CONICET)instname:Consejo Nacional de Investigaciones Científicas y Técnicas2025-09-29T10:02:57Zoai:ri.conicet.gov.ar:11336/95935instacron:CONICETInstitucionalhttp://ri.conicet.gov.ar/Organismo científico-tecnológicoNo correspondehttp://ri.conicet.gov.ar/oai/requestdasensio@conicet.gov.ar; lcarlino@conicet.gov.arArgentinaNo correspondeNo correspondeNo correspondeopendoar:34982025-09-29 10:02:57.682CONICET Digital (CONICET) - Consejo Nacional de Investigaciones Científicas y Técnicasfalse
dc.title.none.fl_str_mv From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction
title From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction
spellingShingle From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction
Vaamonde, Juan Diego
ARGENTINE EMPLOYEES
BURNOUT
JOB SATISFACTION
ORGANIZATIONAL JUSTICE
TURNOVER INTENTIONS
title_short From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction
title_full From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction
title_fullStr From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction
title_full_unstemmed From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction
title_sort From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction
dc.creator.none.fl_str_mv Vaamonde, Juan Diego
Omar, Alicia Graciela
Salessi, Solana Magalí
author Vaamonde, Juan Diego
author_facet Vaamonde, Juan Diego
Omar, Alicia Graciela
Salessi, Solana Magalí
author_role author
author2 Omar, Alicia Graciela
Salessi, Solana Magalí
author2_role author
author
dc.subject.none.fl_str_mv ARGENTINE EMPLOYEES
BURNOUT
JOB SATISFACTION
ORGANIZATIONAL JUSTICE
TURNOVER INTENTIONS
topic ARGENTINE EMPLOYEES
BURNOUT
JOB SATISFACTION
ORGANIZATIONAL JUSTICE
TURNOVER INTENTIONS
purl_subject.fl_str_mv https://purl.org/becyt/ford/5.1
https://purl.org/becyt/ford/5
dc.description.none.fl_txt_mv Turnover intentions (TI) stand as an insidious problem that impacts on the functioning of organizations and the well-being of their members. Currently, there is a growing interest in identifying the explanatory mechanisms of TI, in order to strengthen and retain valued employees for organizations. In line with this trend, the aim of the present study was to test an integrative serial multiple mediation model that examined the possible mediating role of burnout and job satisfaction in the relationships between organizational justice and TI. To achieve this objective, a cross-sectional empirical study was carried out on a multi-occupational sample of 408 Argentine employees (219 women and 189 men). Participants completed a self-report questionnaire comprising previously validated measures for the target population. Structural equation modeling showed that perceptions of distributive, procedural, and interpersonal justice have negative indirect effects on TI through burnout and job satisfaction, while perceptions of informational justice exert such effects on TI only through job satisfaction. These results indicate that distributive, procedural, and interpersonal justice perceptions relate to lower levels of burnout, which in turn promote greater job satisfaction and lower TI among employees. In addition, informational justice perceptions are positively related to job satisfaction, leading to a decrease in employees’ TI. Findings are discussed in light of their theoretical and practical implications. Managers and human resource professionals could consider the research results in their attempts to design and implement talent retention strategies within organizations.
Fil: Vaamonde, Juan Diego. Consejo Nacional de Investigaciones Científicas y Técnicas. Centro Científico Tecnológico Conicet - Rosario; Argentina. Universidad Nacional de Rafaela; Argentina. Universidad Nacional de Rosario. Facultad de Humanidades y Artes; Argentina
Fil: Omar, Alicia Graciela. Consejo Nacional de Investigaciones Científicas y Técnicas. Centro Científico Tecnológico Conicet - Rosario; Argentina. Universidad Nacional de Rosario. Facultad de Humanidades y Artes; Argentina
Fil: Salessi, Solana Magalí. Consejo Nacional de Investigaciones Científicas y Técnicas. Centro Científico Tecnológico Conicet - Rosario; Argentina. Universidad Nacional de Rosario. Facultad de Humanidades y Artes; Argentina. Universidad Nacional de Rafaela; Argentina
description Turnover intentions (TI) stand as an insidious problem that impacts on the functioning of organizations and the well-being of their members. Currently, there is a growing interest in identifying the explanatory mechanisms of TI, in order to strengthen and retain valued employees for organizations. In line with this trend, the aim of the present study was to test an integrative serial multiple mediation model that examined the possible mediating role of burnout and job satisfaction in the relationships between organizational justice and TI. To achieve this objective, a cross-sectional empirical study was carried out on a multi-occupational sample of 408 Argentine employees (219 women and 189 men). Participants completed a self-report questionnaire comprising previously validated measures for the target population. Structural equation modeling showed that perceptions of distributive, procedural, and interpersonal justice have negative indirect effects on TI through burnout and job satisfaction, while perceptions of informational justice exert such effects on TI only through job satisfaction. These results indicate that distributive, procedural, and interpersonal justice perceptions relate to lower levels of burnout, which in turn promote greater job satisfaction and lower TI among employees. In addition, informational justice perceptions are positively related to job satisfaction, leading to a decrease in employees’ TI. Findings are discussed in light of their theoretical and practical implications. Managers and human resource professionals could consider the research results in their attempts to design and implement talent retention strategies within organizations.
publishDate 2018
dc.date.none.fl_str_mv 2018-08
dc.type.none.fl_str_mv info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
http://purl.org/coar/resource_type/c_6501
info:ar-repo/semantics/articulo
format article
status_str publishedVersion
dc.identifier.none.fl_str_mv http://hdl.handle.net/11336/95935
Vaamonde, Juan Diego; Omar, Alicia Graciela; Salessi, Solana Magalí; From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction; PsychOpen; Europe's Journal of Psychology; 14; 3; 8-2018; 554-570
1841-0413
CONICET Digital
CONICET
url http://hdl.handle.net/11336/95935
identifier_str_mv Vaamonde, Juan Diego; Omar, Alicia Graciela; Salessi, Solana Magalí; From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction; PsychOpen; Europe's Journal of Psychology; 14; 3; 8-2018; 554-570
1841-0413
CONICET Digital
CONICET
dc.language.none.fl_str_mv eng
language eng
dc.relation.none.fl_str_mv info:eu-repo/semantics/altIdentifier/url/https://ejop.psychopen.eu/index.php/ejop/article/view/1490
info:eu-repo/semantics/altIdentifier/url/https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6143992/
info:eu-repo/semantics/altIdentifier/doi/10.5964/ejop.v14i3.1490
dc.rights.none.fl_str_mv info:eu-repo/semantics/openAccess
https://creativecommons.org/licenses/by-nc-sa/2.5/ar/
eu_rights_str_mv openAccess
rights_invalid_str_mv https://creativecommons.org/licenses/by-nc-sa/2.5/ar/
dc.format.none.fl_str_mv application/pdf
application/pdf
application/pdf
dc.publisher.none.fl_str_mv PsychOpen
publisher.none.fl_str_mv PsychOpen
dc.source.none.fl_str_mv reponame:CONICET Digital (CONICET)
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reponame_str CONICET Digital (CONICET)
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repository.name.fl_str_mv CONICET Digital (CONICET) - Consejo Nacional de Investigaciones Científicas y Técnicas
repository.mail.fl_str_mv dasensio@conicet.gov.ar; lcarlino@conicet.gov.ar
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