Please use this identifier to cite or link to this item: https://hdl.handle.net/10321/3700
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dc.contributor.authorCavaliere, Luigi Pio Leonardoen_US
dc.contributor.authorLourens, Melanie Elizabethen_US
dc.contributor.authorKankaew, Kannapaten_US
dc.contributor.authorAlmahirah, Mohammeden_US
dc.contributor.authorSathish, M.en_US
dc.contributor.authorKoti, Kartikeyen_US
dc.contributor.authorRegin, R.en_US
dc.contributor.authorRajest, Sumanen_US
dc.date.accessioned2021-11-17T09:27:11Z-
dc.date.available2021-11-17T09:27:11Z-
dc.date.issued2021-11-15-
dc.identifier.citationCavaliere, L.P.L., Lourens, M.E., Kankaew, K., Almahirah, M., Sathish, M., et al. 2021. The impact of leadership on organizational justice on employees turnover intention addressing the three dimensions of organizational justice. 32(3): 27750-27764 (14).en_US
dc.identifier.issn2651-4451-
dc.identifier.issn2651-446X (Online)-
dc.identifier.urihttps://hdl.handle.net/10321/3700-
dc.description.abstractCareer 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.en_US
dc.format.extent15 pen_US
dc.language.isoenen_US
dc.relation.ispartofTurkish Journal of Physiotherapy and Rehabilitation; Vol. 32, Issue 3en_US
dc.subjectOrganizational justiceen_US
dc.subjectPerformanceen_US
dc.subjectProductivityen_US
dc.subjectTurnover intentionen_US
dc.subjectDistributiveen_US
dc.titleThe impact of leadership on organizational justice on employees turnover intention addressing the three dimensions of organizational justiceen_US
dc.typeArticleen_US
dc.date.updated2021-11-12T10:00:57Z-
dcterms.dateAccepted2021-8-2-
local.sdgSDG16-
item.languageiso639-1en-
item.openairetypeArticle-
item.cerifentitytypePublications-
item.openairecristypehttp://purl.org/coar/resource_type/c_18cf-
item.fulltextWith Fulltext-
item.grantfulltextopen-
Appears in Collections:Research Publications (Management Sciences)
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