The Impact of Perceived Organizational Injustice on Employees Turnover Intentions In Guraghe zone public service sector

Abstract

The purpose of this study was to investigate the impact of perceived organizational injustice on employee’s turnover intention in Guraghe zone public service sectors. The population under study was all employees in Guraghe zone public service sectors. Using proportionate stratified random sampling based on the size of statistical community, 281administrative employees were participated in the study. The study had a descriptive and causal research design and the required data were collected by using the validated form of organizational justice questionnaire containing 22 questions and validated form of turnover intention questionnaire, containing 3 questions. The reliability was estimated using Cronbach's alpha coefficient for distributive, procedural and interactional justice respectively were, 0.93, 0.69 and 0.80 and 0.92 for turnover intention. The obtained data were analyzed using frequencies, mean, and linear regressions.Result indicates that the level of employee’s perception of organizational justice is below average, whereas their intention to leave their organization is high. The result of mean of perceived organizational justice and turnover intention showed that employee’s level of turnover intention is high. This high level in turnover intentions indicates that majority of employees have perceived low level of organizational justice, which means the employees are not satisfied with the outcome that they receive, with the procedures by which they acquire outcomes and with interpersonal treatment as well as the quality of information that they receive about the outcomes. The results of linear regression showed that the best predictor of turnover intention was distributive injustice. Based on findings, the researcher recommended the management of Guraghe zone public service sectors to take actions that rise justice perception and decrease turnover intentions.