Abstract
The core aim of this study is to find the
effects of organizational justice on
employees’ counter productive work
behavior and turnover intentions
considering the explanatory and
moderating roles of dehumanization and
gender. Using 143 (response rate 56%)
responses collected from two phases of
investigation from manufacturing firms
located in Lahore, the findings of the study
revealed that organizational justice
negatively predicts feelings of
dehumanization, while dehumanization has
significant relation with both
counterproductive behavior and employee’
turnover intentions. Gender was found to
moderate the relation, while the model
proved to be a moderated mediation model.
Findings further revealed that moderated
mediation proved for female respondents
more strongly than male respondents.
Limitations and future directions of the
study are also given.
ISHFAQ AHMED, MUHAMMAD KHALID KHAN. (2016) ORGANIZATIONAL JUSTICE, COUNTERPRODUCTIVE WORK BEHAVIOR AND TURNOVER INTENTIONS RELATION: MEDIATION BY DEHUMANIZATION AND MODERATION BY GENDER, Paradigms , Vol 10, Issue 2 .
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