The Relationship between Organizational Justice and Intention to Stay: The Moderating Effects of Perceived Alternative Employment Opportunities

• Main Authors: Huang, Cheng-Chia, 黃振嘉
• Other Authors: Lin, Ying-Yen
• Format: Others
• Language: zh-TW
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/50875665342207411695

碩士 === 大葉大學 === 事業經營研究所碩士在職專班 === 98 === Organizational justice and intention to stay are important factors of an organization. The purpose of this study was taking perceived alternative employment opportunities as a moderator to verify the relationship between organizational justice and intention to stay. The main hypothesis was that organizational justice influenced intention to stay. It was also hypothesized that the relationship between organizational justice and intention to stay was moderator by perceived alternative employment opportunities. In this study, we target to sample survey on the full time employee in Taiwan. A total of 450 ques-tionnaires, 389 were valid sample, response rate was 86.44 percent. The results of this study showed that organizational justice significant positive influences intention to stay. Moderating effects have been observed in perceived alternative employment opportuni-ties between organizational justice and intention to stay. Future study and practical im-plication of this study were also discussed.