SOURCE:

Faculty: Social Sciences
Department: Psychology

CONTRIBUTORS:

Ezeh, L. N.
Mbanefo, A. C.

ABSTRACT:

This study explored perceived organizational justice dimensions (distributive justice procedural justice and interactional justice), job security and pay satisfaction as predictors of turnover intentions and employee sabotage behaviours among bank employees in South East states of Nigeria. In search of empirical evidence to establish the predictive impacts of the predictor variables, three-in-one conceptual model and ten (10) hypotheses were formulated. Data for the study was obtained using 947 bank employees whose banks have corporate branch offices in all of the state capitals in the South-East states of Nigeria. The participants were sampled using systematic randomization method whereas the banks were sampled using purposive sampling technique. The instruments for data collection are: Perceived Organizational Justice Scale by Neihoff and Moorman (1993), Job Security Scale by Hellgren, Sverke & Issakason (1999),Pay Satisfaction Questionnaire by White & Ruh (1973), Turnover Intentions Scale by Ohana (2010) and Employee Sabotage Behaviour Inventory by Skarlicki & Folger (1997) as instruments of the study. The results of multiple regression analyses revealed that distributive justice and job security significantly and negatively predicted both turnover intentions and sabotage behaviours whereas pay satisfaction significantly and negatively predicted only sabotage behaviours among bank employees in Nigeria. However, procedural justice and interactional justice significantly and negatively predicted neither turnover intentions nor sabotage behaviours among bank employees in Nigeria. Consequently, from the mixed results, five (5) hypotheses of the study were confirmed whereas the rest were not confirmed. It is recommended that effective management of Nigerian bank employees be based on contemporary managerial philosophies which emphasize positive policy of investment in people and interpersonal relationship approach to human resource management.