The impact of leadership on organizational justice on employees turnover intention addressing the three dimensions of organizational justice

Abstract

Career fulfillment was considered a key subjective consideration for a successful career as a metric in assessing the entire career of an employee. Job satisfaction is a representation of a person's income, challenge, or protection values or desires, which may impact the appraisal of the person's achievements in his or her career. The conceptions of justice of multiple workforce growth-linked systems and procedures such as performance evaluations, recruiting decisions, and efforts for mitigation have great consequences for other career-related topics, including critical positions in self-efficacy. A quantitative approach is a methodology used to collect data. A way of calculating the mentality and skills of experience is intended. A study was performed using a questionnaire. The main purpose of a questionnaire is to obtain accurate responses to the survey objectives with the utmost credibility, authenticity, and significance. A questionnaire is often a written list of questions on which respondents report their answers. Questions have been asked in the questionnaire for reading, interpretation, and autonomy of answers. In order to classify the topics into various areas of job satisfaction and performance in their work environment, the respondents were invited to evaluate each object on a 5-point Likert scale of one to five (strongly agree). The hypothesis concerned about perceptions of distributive justice will be positively and directly related to employees’ satisfaction with the performance appraisal. This hypothesis was supported. On average, the higher the distributive justice and performance appraisals satisfaction is in the workplace, the higher the employee satisfaction will be.