Type of Document Dissertation Author Lee, Hyung-Ryong Author's Email Address firstname.lastname@example.org URN etd-05012000-14210002 Title An Empirical Study of Organizational Justice as a Mediator in the Relationships among Leader-Member Exchange and Job Satisfaction, Organizational Commitment, and Turnover intentions in the Lodging Industry Degree PhD Department Hospitality and Tourism Management Advisory Committee
Advisor Name Title Murrmann, Suzanne K. Committee Chair Chen, Joseph S. Committee Member Murrmann, Kent F. Committee Member Singh, Kusum Committee Member Weaver, Pamela A. Committee Member Keywords
- Organizational Commitment
- Turnover Intentions
- Job Satisfaction
- Leader-Member Exchange
- Organizational Justice
Date of Defense 2000-04-27 Availability unrestricted AbstractThe purpose of this study was to identify the impact of interpersonal working relationships on employees' justice perceptions and the effects of those perceptions on employees' work-related attitudes and behavior in the hospitality industry. This study examined the mediating role played by distributive and procedural justice in linking leader-member exchange and job satisfaction, organizational commitment, and turnover intentions in the hospitality industry. The model was evaluated using structural equation modeling (SEM).
The results indicated that distributive justice had a direct positive influence on job satisfaction and was negatively related to turnover intentions. Distributive justice was also found to have a strong impact on procedural justice. Procedural justice had a direct positive influence on job satisfaction. However, procedural justice was negatively related to organizational commitment, and was positively associated with turnover intentions. Thus, distributive justice played a more vital role in employees' work-related outcomes than did procedural justice.
This study also indicated empirical evidence of the impact of interpersonal working relationships on employees' justice perceptions. That is, the quality of interpersonal working relationships promoted employees' perceptions of fairness. Therefore, both distributive and procedural justice played a vital mediating role in the relationships among LMX, and job satisfaction, organizational commitment, and turnover intentions.
This study provides guidelines to help managers better understand how to reduce employee turnover, increase job satisfaction and organizational commitment, and make better decisions about outcomes and procedures for their employees.
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