Date of Conferral
2022
Degree
Ph.D.
School
Management
Advisor
Holly Rick
Abstract
The means by which business leaders implement human resources management strategies to improve employee retention during crisis is currently not well understood. This indicates that theoretical understanding of the relationship between ethical leadership behaviors, perceptions of justice, and employee turnover in the context of crises is deficient. The purpose of this study was to examine the mediating effect, if any, of perceived overall justice on the relationship between ethical leadership behaviors and employee turnover intention during a moment of crisis, the first year of the COVID-19 pandemic. Social learning theory and the categorical framework of context provided a theoretical foundation for the nonexperimental quantitative research design. Study participants (N = 199) were randomly selected frontline workers of big-box general merchandise retail and wholesale stores in the United States who had reported to work during the first year of the COVID-19 pandemic. Participants completed an online survey. Linear regression and analysis of variance tests were used to evaluate responses to an online survey. Results revealed ethical leadership behaviors positively influenced perceived overall justice, but overall justice did not mediate the relationship between ethical leadership behaviors and turnover intentions. The study furthers understanding of the impact of contextual leadership on organizational justice and employee turnover which can help organizational leaders to maximize retention rates and reduce human resource management costs, while also contributing to job market stability.
Recommended Citation
Almousa, Moaiad, "Employee Perceived Justice as Mediator Between Ethical Leadership and Employee Turnover Intention" (2022). Walden Dissertations and Doctoral Studies. 13157.
https://scholarworks.waldenu.edu/dissertations/13157
