The Relationships between Organization Injustice and Personality Traits and Turnover Intention and Job Satisfaction
|關鍵字:||組織公平;離職傾向;工作滿意;五大人格特質;權力需求;自我監控;內外控;Organization Injustice;Turnover Intention;Job Satisfaction;Big-five Personality;Needs for Power;Self-monitoring;Locus of Control|
The purpose of this research is to explore the relationships between organization injustice and turnover intention and job satisfaction and how personality traits including as agreeableness, neuroticism, conscientiousness, needs for power, self-monitoring and locus of control will moderate these relationships. The results will provide organizations knowledge about how to reduce turnover rate and retain their good employees. Employees from various industries were sampled and data were collected by questionnaire survey. Two hundred and fifty questionnaires were distributed and 227 were returned with a returned rate of 90.8%. After excluding 16 incomplete questionnaires, a total of 211 remained. Hierarchical regression was used to test our hypotheses. It was found the organization injustice had a significant positive relationship with turnover intention. Organization injustice had a significant negative relationship with job satisfaction. Neuroticism and external locus of control were found to have a significant positive relationship with turnover intention. Neuroticism and external locus of control were found to have a significant negative relationship with job satisfaction. Agreeableness and conscientiousness had a significant negative relationship with turnover intention. Agreeableness and conscientiousness and need for power had a significant positive relationship with job satisfaction. We also found that all six personality traits did not moderate the relationships between organization injustice and turnover intention and job satisfaction.
|Appears in Collections:||Thesis|