The relation between direct participation, organizationalcommitment and turnover: A test of the mediating role of organizational justice and Leader-member exchange

TL;DRAbstract

This study examined the relation between satisfaction with direct participation, organizational commitment and turnover intention. The study was conducted among the employees of the University of Twente in The Netherlands. Because of the scarcity of properly educated personnel on the job market, reducing turnover intentions is important for the university. In the HRM-field a link has been suggested between direct participation and organizational commitment, organizational commitment is though to reduce turnover intention. From the literature followed that reciprocity in the relation between employees and the supervisor, who is the face of the organization (an HR agent), plays an important role in the relation between satisfaction with direct participation and organizational commitment. Organizational justice, consisting of the dimensions distributive justice, procedural justice, informational justice and interpersonal justice, and Leader-Member Exchange (LMX) were introduced

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