Organizational Justice & Work Climate of Hotel Employees in Sarawak, Malaysia

Abstract

Research Aims: The purpose of this study was conducted to investigate the relationship between both organizational justice and organizational climate towards turnover intention, with job satisfaction acting as the mediating variable. Design/Methodology/Approach: This cross-sectional study involves conducting a survey among 252 hotel employees in Sarawak. Pearson correlation analysis and Haye’s PROCESS model through SPSS macros model 4 were applied to examine relationships and meditational effects. Research Findings: The results indicate that 1. Job satisfaction mediates the relationship between organizational climate and turnover intention; 2. Job satisfaction mediates the relationship between organizational justice and turnover intention; 3. Job satisfaction is negatively related to turnover intention. Theoretical Contribution/Originality/Value: This study assesses whether job satisfaction mediates the effect of organizational justice and organizational climate on turnover intention and mend the gaps on inconsistencies found on the association between organizational justice and turnover intention. Practical/ Policy Implications: Hotels can implement a fair and equitable system within their organisation such as a performance-based rewards system, to ensure job security and stability can be offered to employees. Research limitations: This study was conducted within the context of Sarawak only and among hotel employees, and this study is conducted solely quantitatively.