The Effect of Employee's Social Comparison and Distributive Justice on Perceived Overqualification and Turnover Intention.
| Autor: | Chang, Kai-Ping, 張凱萍 |
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| Rok vydání: | 2014 |
| Druh dokumentu: | 學位論文 ; thesis |
| Popis: | 102 Employees are constantly comparing themselves to others on many different dimensions, which shapes their perception of justice, qualification, and the like and eventually leads to satisfaction and turnover intention with their job. This study aims to investigate how social comparison and distributive justice influence employees’ perceived overqualification and turnover intention. Furthermore, it explores whether distributive justice acts as a mediator between social comparison and perceived overqualification. The study was conducted by questionnaire survey. A total of 428 copies of the questionnaire were collected. The data were analyzed by structural equation modeling (SEM) and had several findings. First, social comparison positively affects distributive justice, which means if an employee finds that his/her job contribution is the same as the reference target that he/she compares with, his/her distributive justice tends towards justice. Second, distributive justice has a negative influence on perceived overqualification, which indicates the more distributed injustice in the organizational policy an employee considers, the higher turnover intention he/she has. Third, perceived overqualification positively affects turnover intention, so if an employee has higher perceived overqualification, he/she would have higher turnover intention and job mobility. Finally, distributive justice acts as a complete mediator between social comparison and perceived overqualification; in other words, if an employee compares with the reference target and finds the result reaches the expected justice, he/she would have lower overqualification, and vice versa. |
| Databáze: | Networked Digital Library of Theses & Dissertations |
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