Unraveling the effects of polychronic orientation and distributive justice on turnover intention: The mediating role of job satisfaction
DOI:
https://doi.org/10.12928/fokus.v15i2.13094Abstract
Employee turnover remains a significant concern in the competitive retail market, necessitating a thorough examination of its underlying causes. The present research explores how polychronic orientation and distributive justice affects turnover intention, with job satisfaction as mediators. Data from 100 frontline retail personnel were analyzed using a quantitative methodology, and correlations were assessed through Partial Least Squares Structural Equation Modelling. The findings from studies demonstrate that polychronic orientation markedly enhances distributive justice and turnover intention. Yet, its positive effect on job satisfaction lacks statistical significance. Distributive justice has a little impact on job satisfaction but exerts a significant influence on turnover intention. Job satisfaction significantly and positively affects turnover intention. Mediation analysis reveals that job satisfaction does not significantly mediate the relationships between distributive justice and turnover intention, nor between polychronic orientation and turnover intention. From a Person-Job Fit perspective, his suggests that alignment between individual preferences and job characteristics alone may not reduce turnover intention without supportive organizational conditions. Mediation analysis reveals that job satisfaction does not significantly mediate the relationships between distributive justice and turnover intention nor between polychronic orientation and turnover intention, underscoring the complex interplay of fairness perceptions and individual-job fit in shaping turnover. These findings emphasize the need for organizations to consider both individual traits and justice perceptions within their structural and cultural frameworks to effectively manage employee retention.
References
Abdullah, M., Zahid, S. M. H., Mujahid, D., & Ahmad, N. (2022). Sociological analysis of distributive justice affecting job satisfaction among university teachers. Journal of Peace, Development & Communication, 6(3), 16–29. https://doi.org/10.36968/JPDC-V06-I03-02
Abid, G., Ahmed, S., Elahi, N. S., & Ilyas, S. (2020). Antecedents and mechanism of employee well-being for social sustainability: A sequential mediation. Sustainable Production and Consumption, 24, 79–89. https://doi.org/10.1016/j.spc.2020.06.011
Akram, M. U., Hashim, M., & Akram, Z. (2015). Impact of organizational justice on job satisfaction of employees in banking sector of Pakistan. In Proceedings of the Ninth International Conference on Management Science and Engineering Management (pp. 771-779). Springer Berlin Heidelberg. https://doi.org/10.1007/978-3-662-47241-5_65
Alex, P., Hussain, D., & Jain, P. (2024). Empowering Kirana Shops through digital ecosystem and physical infrastructure for unprecedented efficiency and elevated customer experience. In 2024 International Conference on Trends in Quantum Computing and Emerging Business Technologies, 1–5. https://doi.org/10.1109/TQCEBT59414.2024.10545137
Alfano, J. C. (2024). The effect of distributive justice and procedural justice on turnover intention mediated by job satisfaction (A study on PT Konishi Lemindo Indonesia). Eduvest - Journal of Universal Studies, 4(12), 11362–11379. https://doi.org/10.59188/eduvest.v4i12.41807
Andela, M., & van der Doef, M. (2019). A comprehensive assessment of the person–environment fit dimensions and their relationships with work-related outcomes. Journal of Career Development, 46(5), 567–582. https://doi.org/10.1177/0894845318789512
Andriani, R., & Disman, D. (2023). The effect of polychronicity on employee engagement: conditional process of job satisfaction and compensation. Journal of Economics, Business, & Accountancy Ventura, 26(1), 102–114. https://doi.org/10.14414/jebav.v26i1.3069
Andriani, R., Disman, D., Ahman, E., & Santoso, B. (2021). Polychronicity: Model and analysis of conditional process toward employee turnover intentions. Journal of Innovation in Business and Economics, 5(01), 1–14. https://doi.org/10.22219/jibe.v5i01.15867
Arasli, H., Hejraty Namin, B., & Abubakar, A. M. (2018). Workplace incivility as a moderator of the relationships between polychronicity and job outcomes. International Journal of Contemporary Hospitality Management, 30(3), 1245–1272. https://doi.org/10.1108/IJCHM-12-2016-0655
Arhim, A., Alzubi, A., Iyiola, K., & Banje, F. U. (2024). Unpacking the relationship between empowerment leadership and electricity worker’s unsafe behavior: A multi-moderated mediation approach. Sustainability, 16(23), 10732. https://doi.org/10.3390/su162310732
Arndt, A. D., Karande, K., & Landry, T. D. (2011). An examination of frontline cross-functional integration during retail transactions. Journal of Retailing, 87(2), 225–241. https://doi.org/10.1016/j.jretai.2011.01.002
Asghar, M., Gull, N., Tayyab, M., Zhijie, S., & Tao, X. (2020). Polychronicity at work: Work engagement as a mediator of the relationships between job outcomes. Journal of Hospitality and Tourism Management, 45, 470–478. https://doi.org/10.1016/j.jhtm.2020.10.002
Asghar, M., Tayyab, M., Gull, N., Zhijie, S., Shi, R., & Tao, X. (2021). Polychronicity, work engagement, and turnover intention: The moderating role of perceived organizational support in the hotel industry. Journal of Hospitality and Tourism Management, 49, 129–139. https://doi.org/10.1016/j.jhtm.2021.09.004
Asri, C. P. (2022). Turnover intention: A literature review. Journal of Business Studies and Mangement Review, 5(2), 337–341. https://doi.org/10.22437/jbsmr.v5i2.16410
Bagis, F. (2018). Does job satisfaction mediate the effect of procedural justice and distributive justice on organizational commitment? Case study of education institution. In Proceedings of the 5th International Conference on Community Development (AMCA 2018). https://doi.org/10.2991/amca-18.2018.93
Bakotić, D., & Bulog, I. (2021). Organizational justice and leadership behavior orientation as predictors of employees job satisfaction: Evidence from Croatia. Sustainability, 13(19), 10569. https://doi.org/10.3390/su131910569
Bayarçelik, E. B., & Findikli, M. A. (2016). The mediating effect of job satisfaction on the relation between organizational justice perception and intention to leave. Procedia - Social and Behavioral Sciences, 235, 403–411. https://doi.org/10.1016/j.sbspro.2016.11.050
Benavides-Espinoza, C., & Gryffin, A. W. (2024). Organizational justice. In Encyclopedia of Sport Management, Second Edition (pp. 679–682). Edward Elgar Publishing Ltd. https://doi.org/10.4337/9781035317189.ch395
Berger, S., & Bruch, H. (2021). Role strain and role accumulation across multiple teams: The moderating role of employees’ polychronic orientation. Journal of Organizational Behavior, 42(7), 835–850. https://doi.org/10.1002/job.2521
Beshka, D. (2022). The role of polychronicity in the relationship between time norms and job satisfaction. Психологија Наука и Практика/Psychology Science and Practice, VI(11–12), 127–144. https://doi.org/10.47054/psyscip2211-12127b
Beuren, I. M., & dos Santos, V. (2024). Organisational justice perception and job satisfaction of professors. International Journal of Business Excellence, 34(4), 494–516. https://doi.org/10.1504/IJBEX.2024.143697
Bluedorn, A. C., Kalliath, T. J., Strube, M. J., & Martin, G. D. (1999). Polychronicity and the Inventory of Polychronic Values (IPV). Journal of Managerial Psychology, 14(3/4), 205–231. https://doi.org/10.1108/02683949910263747
Boon, C., & Biron, M. (2016). Temporal issues in person–organization fit, person–job fit and turnover: The role of leader–member exchange. Human Relations, 69(12), 2177–2200. https://doi.org/10.1177/0018726716636945
Bufquin, D., DiPietro, R., Orlowski, M., & Partlow, C. (2018). Social evaluations of restaurant managers: The effects on frontline employees’ job attitudes and turnover intentions. International Journal of Contemporary Hospitality Management, 30(3), 1827–1844. https://doi.org/10.1108/IJCHM-11-2016-0617
Burdziej, S., Guzik, K., & Pilitowski, B. (2022). How civility matters in civil matters: Procedural justice and court legitimacy in the midst of a legitimacy crisis. Law & Social Inquiry, 47(2), 558–583. https://doi.org/10.1017/lsi.2021.42
Capozza, D., Bobbio, A., Di Bernardo, G. A., Falvo, R., & Pagani, A. F. (2017). Leaders’ competence and warmth: Their relationships with employees’ well-being and organizational effectiveness. TPM - Testing, Psychometrics, Methodology in Applied Psychology, 24(2), 185–214. https://doi.org/10.4473/TPM24.2.3
Carlson, J. R., & Ross, Jr., W. T. (2022). When polychronicity affects salesperson performance: The effects of improvisation, role ambiguity, and sales job complexity. Industrial Marketing Management, 107, 323–336. https://doi.org/10.1016/j.indmarman.2022.10.010
Chada, L., Mashavira, N., & Mathibe, M. S. (2022). The role of decent work in the Zimbabwean retail sector: Testing a job engagement and turnover intention model. SA Journal of Human Resource Management, 20, 1–9. https://doi.org/10.4102/sajhrm.v20i0.2029
Chen, C., Tang, N., & Wang, Y. (2021). Fit With Both Supervisors and Organizations. Journal of Personnel Psychology, 20(3), 136–145. https://doi.org/10.1027/1866-5888/a000278
Cho, Y. N., Rutherford, B. N., Friend, S. B., Hamwi, G. A., & Park, J. (2017). The role of emotions on frontline employee turnover intentions. Journal of Marketing Theory and Practice, 25(1), 57–68. https://doi.org/10.1080/10696679.2016.1235960
Conrique, B. G., & Crosby, F. J. (2022). Relative deprivation and cognate theories: making sense of irrational behaviors. In Theories in Social Psychology, Second Edition (pp. 188–213). Wiley. https://doi.org/10.1002/9781394266616.ch8
Dahri, N. W., & Aqil, M. (2018). Budaya organisasional, kepuasan kerja, dan komitmen organisasional dalam meningkatkan perilaku inovatif. JBTI: Jurnal Bisnis: Teori Dan Implementasi, 9(2), 191-199. https://doi.org/10.18196/bti.92109
Desiana, P. M., Andrias, M. S., & Ahyinaa, G. S. (2024). The mediating effect of employee engagement and well-being on turnover intention in Indonesia. Problems and Perspectives in Management, 22(2), 477–487. https://doi.org/10.21511/ppm.22(2).2024.37
Doden, W., Pfrombeck, J., & Grote, G. (2023). Are “job hoppers” trapped in hedonic treadmills? Effects of career orientations on newcomers’ attitude trajectories. Journal of Organizational Behavior, 44(1), 64–83. https://doi.org/10.1002/job.2665
Farmer, K. P., & Miller, J. K. (2013). The effect representatives have on their client’s perceptions of justice and fair treatment in workplace dispute resolution processes. International Journal of Conflict Management, 24(1), 73–89. https://doi.org/10.1108/10444061311296143
Farooq, H., Janjua, U. I., Madni, T. M., Waheed, A., Zareei, M., & Alanazi, F. (2022). Identification and analysis of factors influencing turnover intention of Pakistan IT professionals: An empirical study. IEEE Access, 10, 64234–64256. https://doi.org/10.1109/ACCESS.2022.3181753
Fathima, M. H., & Umarani, C. (2022). A study on the impact of role stress on engineer intention to leave in Indian construction firms. Scientific Reports, 12(1), 17576. https://doi.org/10.1038/s41598-022-21730-2
Ferreira, J., & Ferreira, C. (2018). Challenges and opportunities of new retail horizons in emerging markets: The case of a rising coffee culture in China. Business Horizons, 61(5), 783–796. https://doi.org/10.1016/j.bushor.2018.06.001
Fournier, C., Weeks, W. A., Blocker, C. P., & Chonko, L. B. (2013). Polychronicity and scheduling’s role in reducing role stress and enhancing sales performance. Journal of Personal Selling and Sales Management, 33(2), 197–209. https://doi.org/10.2753/PSS0885-3134330204
Friebel, G., Heinz, M., & Zubanov, N. (2022). Middle managers, personnel turnover, and performance: A long‐term field experiment in a retail chain. Management Science, 68(1), 211–229. https://doi.org/10.1287/mnsc.2020.3905
Gaan, N., & Shin, Y. (2023). Sales employees’ polychronicity and sales-service ambidexterity: Mediation of work engagement and moderation of store manager support. Journal of Retailing and Consumer Services, 75, 103514. https://doi.org/10.1016/j.jretconser.2023.103514
Galván-Vela, E., Ravina-Ripoll, R., Ahumada-Tello, E., & Tobar-Pesantez, L. B. (2022). Dimensions of organisational justice impact job satisfaction and turnover intention in emerging economics. Polish Journal of Management Studies, 25(2), 157–173. https://doi.org/10.17512/pjms.2022.25.2.10
Garcia, P. R. J. M., Cruz, A. L. D., & Gautam, A. (2024). Organizational justice. In Elgar Encyclopedia of Occupational Health Psychology (pp. 132–134). Edward Elgar Publishing Ltd. https://doi.org/10.4337/9781035313389.ch41
Gazi, M. A. I., Yusof, M. F., Islam, M. A., Amin, M. Bin, & Senathirajah, A. R. bin S. (2024). Analyzing the impact of employee job satisfaction on their job behavior in the industrial setting: An analysis from the perspective of job performance. Journal of Open Innovation: Technology, Market, and Complexity, 10(4), 100427. https://doi.org/10.1016/j.joitmc.2024.100427
Gazi, M. A. I., Islam, M. A., Sobhani, F. A., & Dhar, B. K. (2022). Does job satisfaction differ at different levels of employees? Measurement of job satisfaction among the levels of sugar industrial employees. Sustainability, 14(6), 3564. https://doi.org/10.3390/su14063564
Ghany, P. D. M. A. (2022). Explaining the effect of organizational justice on job satisfaction and work performance. International Journal of Social Science And Human Research, 05(12). https://doi.org/10.47191/ijsshr/v5-i12-63
Ghetta, A., Hirschi, A., Wang, M., Rossier, J., & Herrmann, A. (2020). Birds of a feather flock together: How congruence between worker and occupational personality relates to job satisfaction over time. Journal of Vocational Behavior, 119, 1–14. https://doi.org/https://doi.org/10.1016/j.jvb.2020.103412
Gori, A., & Topino, E. (2020). Predisposition to change is linked to job satisfaction: Assessing the mediation roles of workplace relation civility and insight. International Journal of Environmental Research and Public Health, 17(6), 2141. https://doi.org/10.3390/ijerph17062141
Goudarzi, S., Badaan, V., & Knowles, E. D. (2022). Neoliberalism and the ideological construction of equity beliefs. Perspectives on Psychological Science, 17(5), 1431–1451. https://doi.org/10.1177/17456916211053311
Guan, Y., Deng, H., Fan, L., & Zhou, X. (2021). Theorizing person-environment fit in a changing career world: Interdisciplinary integration and future directions. Journal of Vocational Behavior, 126, 1–15. https://doi.org/10.1016/j.jvb.2021.103557
Hair, J. F. J., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2021). A primer on partial least squares structural equation modeling (PLS-SEM) (3rd Editio). Sage Publication.
Han, S. J., Bonn, M. A., & Cho, M. (2016). The relationship between customer incivility, restaurant frontline service employee burnout and turnover intention. International Journal of Hospitality Management, 52, 97–106. https://doi.org/10.1016/j.ijhm.2015.10.002
Harvey, S., & Haines III, V. Y. (2005). Employer treatment of employees during a community crisis: The role of procedural and distributive justice. Journal of Business and Psychology, 20(1), 53–68. https://doi.org/10.1007/s10869-005-6983-z
Hatfield, E., Salmon, M., & Rapson, R. L. (2011). Equity theory and social justice. Journal of Management, Spirituality & Religion, 8(2), 101–121. https://doi.org/10.1080/14766086.2011.581818
Hoare, C., & Vandenberghe, C. (2024). Are they created equal? A relative weights analysis of the contributions of job demands and resources to well-being and turnover intention. Psychological Reports, 127(1), 392–418. https://doi.org/10.1177/00332941221103536
Howard, M. C., Alipour, K. K., & Gutworth, M. B. (2025). Operationalizing a more comprehensive conceptualization of polychronicity: A consideration of single-tasking, task-switching, and dual-tasking. Personality and Individual Differences, 233, 112909. https://doi.org/10.1016/j.paid.2024.112909
Hur, Y. (2025). Assessing the effects of workplace contextual factors on turnover intention: evidence from U.S. federal employees. Public Organization Review, 25(1), 193–213. https://doi.org/10.1007/s11115-024-00784-y
Hurley, R. F. (2015). An exploratory study of the effect of employee turnover on customer satisfaction. In Developments in Marketing Science: Proceedings of the Academy of Marketing Science (p. 319). Springer Nature. https://doi.org/10.1007/978-3-319-13141-2_109
Irak, D. U., & Mantler, J. (2018). The role of temporal flexibility on person-environment fit and job satisfaction. Journal of Management and Organization, 24(6), 793–807. https://doi.org/10.1017/jmo.2017.50
Ismail, A., Ali, M. H., Mokhtar, A., Nurhidayati, & Mardianty, F. (2021). Relationship between e-reward communication, procedural fairness and work-related attitudes. Journal of Southwest Jiaotong University, 56(6), 439–449. https://doi.org/10.35741/issn.0258-2724.56.6.38
Ismail, A., Ong, G., Tan, C., Ibrahim, Z., Ajis, M. N. E., & Dollah, N. F. (2009). The indirect effect of distributive justice in the relationship between pay structure and work attitudes and behavior. European Journal of Social Sciences, 11(2), 234-248.
Ismail, A. I., Abdul Majid, A. H., & Raihan Joarder, M. H. (2018). Unpacking the ‘black box’ in the relationship between pay-for-performance, employee benefits and performance. Journal for Global Business Advancement, 11(4), 465–490. https://doi.org/10.1504/JGBA.2018.097135
Ismail, A., Najib, A. M., & Arshad, M. M. (2012). Linking political behavior in performance appraisals to distributive justice as a determinant of job satisfaction. International Business Management, 6(2), 109–118. https://doi.org/10.3923/ibm.2012.109.118
Jędrzejczak-Gas, J., & Wyrwa, J. (2020). Determinants of job satisfaction in a transport company: A Polish case study. Equilibrium. Quarterly Journal of Economics and Economic Policy, 15(3), 565–593. https://doi.org/10.24136/eq.2020.025
Junça Silva, A., & Rodrigues, R. (2024). Affective mechanisms linking role ambiguity to employee turnover. International Journal of Organizational Analysis, 32(11), 1–18. https://doi.org/10.1108/IJOA-08-2023-3891
Kals, E., & Jiranek, P. (2013). Organizational justice. In Justice and Conflicts: Theoretical and Empirical Contributions (pp. 219–235). Springer-Verlag Berlin Heidelberg. https://doi.org/10.1007/978-3-642-19035-3_13
Karadag, H., & Şahin, F. (2023). The antecedents of career change intention in middle-level managers: The role of job and career satisfaction. Personnel Review, 52(9), 2189–2208. https://doi.org/10.1108/PR-11-2021-0780
Karatepe, O. M., Karadas, G., Azar, A. K., Naderiadib, N., Kim, H., & Lee, Y. (2025). Does work engagement mediate the effect of polychronicity on performance outcomes? A study in the hospitality industry in Northern Cyprus. Journal of Human Resources in Hospitality and Tourism, 12(1), 52–70. https://doi.org/10.17549/gbfr.2025.30.2.1
Kaur, H., & Kaur, R. (2020). The relationship between career adaptability and job outcomes via fit perceptions: A three-wave longitudinal study. Australian Journal of Career Development, 29(3), 196–204. https://doi.org/10.1177/1038416220935677
Kee, D. M. H., & Chung, K. S. (2021). Perceived organizational injustice, job satisfaction, organizational commitment, and turnover intention: A study of MNCs in Malaysia. International Journal of Business and Society, 22(2), 1047-1065. https://doi.org/10.33736/ijbs.3781.2021
Khairurrahman, A. L., Badriah, L. S., Sambodo, H., Rahajuni, D., Kadarwati, N., Pudjianto, H., Setiarso, O., Supriadi, D., & Priyono, R. (2023). Informative industrial analytic for effective retail business performance: A case of emerging economy. WSEAS Transactions on Systems, 22, 170–179. https://doi.org/10.37394/23202.2023.22.16
Khajavi, M. (2023). Employee perceptions of fairness in resource distribution within large corporations. Journal of Resource Management and Decision Engineering, 2(3), 25–31. https://doi.org/10.61838/kman.jrmde.2.3.5
Kim, H., & Lee, Y. (2025). A study on the effect of polychronicity, job performance, work engagement and turnover intention of hotel employees. Global Business and Finance Review, 30(2), 1–16. https://doi.org/10.17549/gbfr.2025.30.2.1
Komari, N., & Sulistiowati. (2020). The mediating role of job satisfaction in the relationship between organizational justice and counterproductive work behaviors: A study in Indonesia. Global Conference on Business and Social Sciences Proceeding, 11(1), 63–63. https://doi.org/10.35609/gcbssproceeding.2020.11(63)
Krishnan, H. (2020). The relationship between organizational justice perception and job satisfaction in small and medium enterprises. Journal of Arts & Social Sciences, 4(1), 31–44.
Kuhn, P., & Yu, L. (2021). How Costly Is Turnover? Evidence from Retail. Journal of Labor Economics, 39(2), 461–496. https://doi.org/10.1086/710359
Kumar, A., Memon, B., Sohu, Z. H., & Maharvi, M. W. (2023). Polychronicity as moderator in the relationship between skill variety and job satisfaction. International Journal of Organizational Leadership, 269–276. https://doi.org/10.33844/ijol.2023.60369
Kwiotkowska, A., & Gębczyńska, M. (2022). Job satisfaction and work characteristics combinations in industry 4.0 environment—Insight from the Polish SMEs in the post–pandemic era. Sustainability, 14(20), 12978. https://doi.org/10.3390/su142012978
Lambert, E. G., Keena, L. D., Leone, M., May, D., & Haynes, S. H. (2020). The effects of distributive and procedural justice on job satisfaction and organizational commitment ofcorrectional staff. The Social Science Journal, 57(4), 405–416. https://doi.org/10.1016/j.soscij.2019.02.002
Lambert, E. G., Solinas-Saunders, M., Haynes, S. H., May, D. C., Keena, L. D., Leone, M., & Buckner, Z. (2023). The association of organizational justice views and turnover intent among correctional staff. Criminal Justice Studies, 36(4), 396–417. https://doi.org/10.1080/1478601X.2023.2239994
Langevin, P., & Mendoza, C. (2013). Justice: A ghost back in the management control area? Comptabilite Controle Audit, 19(1), 33–57. https://doi.org/10.3917/cca.191.0033
Laundon, M., McDonald, P., & Cathcart, A. (2020). Fairness in the workplace: Organizational justice and the employment relationship. In Elgar Introduction to Theories of Human Resources and Employment Relations (pp. 295–310). Edward Elgar Publishing Ltd. https://doi.org/10.4337/9781786439017.00028
Lim, H., Aviso, K. B., & Sarkar, B. (2023). Effect of service factors and buy-online-pick-up-in-store strategies through an omnichannel system under an agricultural supply chain management. Electronic Commerce Research and Applications, 60, 101282. https://doi.org/10.1016/j.elerap.2023.101282
Liu, H. L., & Lo, V. (2018). An integrated model of workload, autonomy, burnout, job satisfaction, and turnover intention among Taiwanese reporters. Asian Journal of Communication, 28(2), 153–169. https://doi.org/10.1080/01292986.2017.1382544
Longhi, S., Nandi, A., Bryan, M., Connolly, S., & Gedikli, C. (2025). Do all job changes increase wellbeing? Industrial Relations: A Journal of Economy and Society, 64(1), 23–39. https://doi.org/10.1111/irel.12354
Lukas, A., Goenawan, R. D., & Moeins, A. (2024). The effect of job stress and organizational climate on turnover intention with job satisfaction as a mediation variable. Penanomics: International Journal of Economics, 3(1). https://doi.org/10.56107/penanomics.v3i1.160
Malhotra, N., Sahadev, S., & Sharom, N. Q. (2022). Organisational justice, organisational identification and job involvement: The mediating role of psychological need satisfaction and the moderating role of person-organisation fit. International Journal of Human Resource Management, 33(8), 1526–1561. https://doi.org/10.1080/09585192.2020.1757737
Masood, H., Grogan, A., & Chan, C. (2025). How to engage and retain employed students. Career Development International. https://doi.org/10.1108/CDI-05-2024-0193
Maulino, A. T., & Eryandra, A. (2024). Turnover intention’s employees retail: The role performance and work engagment. Ekombis Review: Jurnal Ilmiah Ekonomi Dan Bisnis, 12(3). https://doi.org/10.37676/ekombis.v12i3.5876
McLean, K. (2020). Revisiting the role of distributive justice in Tyler’s legitimacy theory. Journal of Experimental Criminology, 16(2), 335–346. https://doi.org/10.1007/s11292-019-09370-5
Memon, A. H., Khahro, S. H., Memon, N. A., Memon, Z. A., & Mustafa, A. (2023). Relationship between job satisfaction and employee performance in the construction industry of Pakistan. Sustainability, 15(11), 8699. https://doi.org/10.3390/su15118699
Mhatre, A., Mahalingam, A., Narayanan, M., Nair, A., & Jaju, S. (2020, December). Predicting employee attrition along with identifying high risk employees using big data and machine learning. In 2020 2nd international conference on advances in computing, communication control and networking (ICACCCN) (pp. 269-276). IEEE. https://doi.org/10.1109/ICACCCN51052.2020.9362933
Miao, C., Qian, S., Banks, G. C., & Seers, A. (2020). Supervisor-subordinate guanxi: A meta-analytic review and future research agenda. Human Resource Management Review, 30(2), 100702. https://doi.org/10.1016/j.hrmr.2019.100702
Milliman, J., Ausar, K., & Bradley-Geist, J. C. (2017). The implications of workplace spirituality for person–environment fit theory. Psychology of Religion and Spirituality, 9(1), 1–12. https://doi.org/10.1037/rel0000068
Mittal, R., & Bienstock, J. (2020). Leadership styles and polychronicity: Impact on work-home boundaries and life satisfaction. Academy of Management Proceedings, 2020(1), 13479. https://doi.org/10.5465/AMBPP.2020.13479abstract
Morrow, R., & Brough, P. (2019). ‘It’s off to work we go!’ Person–environment fit and turnover intentions in managerial and administrative mining personnel. International Journal of Occupational Safety and Ergonomics, 25(3), 467–475. https://doi.org/10.1080/10803548.2017.1396028
Nauman, S., Zheng, C., & Imam, H. (2023). Fake it or make it to stay? A case of Pakistani frontline emergency rescue workers. The International Journal of Human Resource Management, 34(4), 716–744. https://doi.org/10.1080/09585192.2022.2054286
Netemeyer, R. G., Boles, J. S., McKee, D. O., & McMurrian, R. (1997). An investigation into the antecedents of organizational citizenship behaviors in a personal selling context. Journal of Marketing, 61(3), 85–98. https://doi.org/10.1177/002224299706100306
Nunnally, J. C., & Bernstein, I. H. (1994). Psychometric theory. McGraw-Hill.
Ohana, M. (2012). Perceived organisational support as mediator of distributive justice and job satisfaction: The moderating role of group commitment. Journal of Applied Business Research, 28(5), 1063–1072. https://doi.org/10.19030/jabr.v28i5.7246
Pandey, P., Singh, S., & Pathak, P. (2016). Devising retention strategy for front-end employees in retail: An application of analytic hierarchy process. International Journal of Services, Economics and Management, 7(2–4), 222–245. https://doi.org/10.1504/IJSEM.2016.081868
Pandey, P., Singh, S., & Pathak, P. (2018). Retail blues in black and white: An emerging market context. International Journal of Retail and Distribution Management, 46(11–12), 1002–1025. https://doi.org/10.1108/IJRDM-02-2017-0026
Pandey, P., Singh, S., & Pathak, P. (2019). Factors affecting turnover intentions in the Indian retail industry. International Journal of Human Resources Development and Management, 19(2), 166–182. https://doi.org/10.1504/IJHRDM.2019.098627
Pandey, P., Singh, S., & Pathak, P. (2021). An exploratory study on factors contributing to job dissatisfaction of retail employees in India. Journal of Retailing and Consumer Services, 61. https://doi.org/10.1016/j.jretconser.2021.102571
Pathardikar, A. D., Mishra, P. K., & Sahu, S. (2024). Distributive justice and normative commitment: the mediating role of job satisfaction among the executives. Journal of Management Development, 43(3), 429–443. https://doi.org/10.1108/JMD-04-2023-0106
Polk, D. M. (2022). Equity theory: Evaluating fairness. In Theories in Social Psychology, Second Edition (pp. 217–249). Wiley. https://doi.org/10.1002/9781394266616.ch9
Pu, B., Sang, W., Ji, S., Hu, J., & Phau, I. (2024). The effect of customer incivility on employees’ turnover intention in hospitality industry: A chain mediating effect of emotional exhaustion and job satisfaction. International Journal of Hospitality Management, 118, 103665. https://doi.org/10.1016/j.ijhm.2023.103665
Purnama, Y. H., Tjahjono, H. K., Assery, S., & Dzakiyullah, N. R. (2020). The relationship of organizational justice on job satisfaction and job performance in banking company. International Journal of Scientific and Technology Research, 9(3), 4012-4015.
Putra, O. P. B., Sudibyo, Y. R., Safira, H. L., Pangaribuan, C. H., & Hidayat, D. (2023, April). Burnout and turnover intention: The moderating impacts of perceived organizational support and leader-member exchange (Evidence from Indonesian retail industry). In AIP Conference Proceedings (Vol. 2594, No. 1). AIP Publishing. https://doi.org/10.1063/5.0112934
Ramaseshan, B. (2015). Effects of realistic job information and interviewer affect on retail employee turnover. In Developments in Marketing Science: Proceedings of the Academy of Marketing Science (p. 181). Springer Nature. https://doi.org/10.1007/978-3-319-13162-7_46
Rana, A. M., Bilal, M., Ajmal, M. M., Zaheer, M. A., & Zia-ur-Rehman, M. (2021). A design of turnover intention antecedents and their relation on work design for firms. Revista Amazonia Investiga, 10(37), 24–33. https://doi.org/10.34069/AI/2021.37.01.2
Rasooli, A., DeLuca, C., Rasegh, A., & Fathi, S. (2019). Students’ critical incidents of fairness in classroom assessment: an empirical study. Social Psychology of Education, 22(3), 701–722. https://doi.org/10.1007/s11218-019-09491-9
Rauvola, R. S., Rudolph, C. W., Ebbert, L. K., & Zacher, H. (2020). Person–environment fit and work satisfaction: Exploring the conditional effects of age. Work, Aging and Retirement, 6(2), 101–117. https://doi.org/10.1093/workar/waz011
Rea, D., Froehle, C., Masterson, S., Stettler, B., Fermann, G., & Pancioli, A. (2021). Unequal but fair: Incorporating distributive justice in operational allocation models. Production and Operations Management, 30(7), 2304–2320. https://doi.org/10.1111/poms.13369
Rivai, H. A., Reza, D. Y., & Lukito, H. (2019). Distributive justice, job satisfaction and organizational commitment as antecedents of employee performance: A study in Indonesia National Health Insurance Workers. Proceedings of the 2019 International Conference on Organizational Innovation (ICOI 2019). https://doi.org/10.2991/icoi-19.2019.117
Roy, J. N. (2021). The Moderating Effect of Polychronicity in The Relationship Between Job Demands And Work Outcomes. San Diego State University.
Saha, K., Yousuf, A., Hickman, L., Gupta, P., Tay, L., & De Choudhury, M. (2021). A social media study on demographic differences in perceived job satisfaction. Proceedings of the ACM on Human-Computer Interaction, 5(CSCW1), 1–29. https://doi.org/10.1145/3449241
Salim, S. S., Muhamat, R., Kawangit, N. I., & Ismail, A. (2022). The role of justice in government institution and the impact on job satisfaction. International Journal of Academic Research in Business and Social Sciences, 12(1). https://doi.org/10.6007/IJARBSS/v12-i1/11331
Salleh, R., Lohana, S., Kumar, V., & Nooriza, S. (2024). Evaluation of job satisfaction as a mediator: Exploring the relationship between workload, career growth, social support supervisory and talent retention in the oil and gas industry in Malaysia. The Extractive Industries and Society, 17, 101426. https://doi.org/10.1016/j.exis.2024.101426
Setiawan, M. A., & Palupi, M. (2022). The effect of organizational justice on desire to change jobs: Organizational citizenship behavior (OCB) as a Variable. Jurnal Syntax Transformation, 3(11), 1453–1480. https://doi.org/10.46799/jst.v3i11.642
Setrojoyo, S. M. (2024). Prediction of employee loyalty classification for maintaining company sustainability using combination of SEM-PLS and machine learning. International Journal of EBusiness and EGovernment Studies, 16(2), 289–324. https://doi.org/10.34109/ijebeg.2024160215
Shah, S. W., Jepsen, D. M., & Bankins, S. (2024). Polychronicity fit and turnover intentions in projects: The mediating roles of exhaustion and work overload. International Journal of Manpower, 45(7), 1350–1364. https://doi.org/10.1108/IJM-06-2023-0309
Shaji, A. K., Sankar, S., & Uma, V. R. (2024). Enhancing customer satisfaction and sales in retail environments: A personalized augmented reality approach for dynamic product recommendations. Harnessing AI, Machine Learning, and IoT for Intelligent Business, 1, 143-154. https://doi.org/10.1007/978-3-031-67890-5_15
Shu, S., Wang, Y., Kang, H., Wu, C.-H., & Arenius, P. (2023). Understanding the role of job quality in the association of employees’ career change to self-employment and job satisfaction. Personnel Review, 52(1), 288–303. https://doi.org/10.1108/PR-03-2021-0212
Sirén, C., Parida, V., Frishammar, J., & Wincent, J. (2020). Time and time-based organizing of innovation: Influence of temporality on entrepreneurial firms’ performance. Journal of Business Research, 112, 23–32. https://doi.org/10.1016/j.jbusres.2020.02.028
Soares, S., Rodrigues, N., & Rebelo, T. (2024). Unwrapping the influence of proactive personality on job satisfaction during organizational socialization: Examining the intervening effects of newcomers’ perceptions of person–environment fit. Psychological Studies. https://doi.org/10.1007/s12646-024-00805-2
Stafford, L., & Kuiper, K. (2021). Social Exchange Theories. In Engaging Theories in Interpersonal Communication (pp. 379–390). Routledge. https://doi.org/10.4324/9781003195511-33
Steinke, C., Dastmalchian, A., & Baniasadi, Y. (2015). Exploring aspects of workplace climates in Canada: Implications for the human resources of health‐care. Asia Pacific Journal of Human Resources, 53(4), 415–431. https://doi.org/10.1111/1744-7941.12082
Suardana, I. B. R., Martini, L. K. B., & Yuesti, A. (2024). The effect of employee engagement, job satisfaction, and superior-subordinate relationships on the desire to change job and its implications in employee resignation. Revista de Gestão Social e Ambiental, 18(6), e05856. https://doi.org/10.24857/rgsa.v18n6-055
Subramanian, R. B., Srikanth, P. B., & Thakur, M. (2022). Influence of distributive justice on organizational citizenship behaviors: The mediating role of gratitude. Frontiers in Psychology, 13. https://doi.org/10.3389/fpsyg.2022.974405
Suifan, T. S., Diab, H., & Abdallah, A. B. (2017). Does organizational justice affect turnover-intention in a developing country? The mediating role of job satisfaction and organizational commitment. Journal of Management Development, 36(9), 1137–1148. https://doi.org/10.1108/JMD-02-2017-0048
Sumathi, K., Khanum, R., & Supriya, G. K. (2020). Employee job satisfaction at organized retails- An analysis. Shanlax International Journal of Management, 7(4), 36–43. https://doi.org/10.34293/management.v7i4.2150
Thiago, F., Lemos Paquito, B., Gonçalves, C., & Maciel, W. R. E. (2023). Satisfaction. Revista Internacional de Organizaciones, 30, 157–177. https://doi.org/10.17345/rio30.157-177
Tran, T. V., Lepistö, S., & Järvinen, J. (2021). The relationship between subjectivity in managerial performance evaluation and the three dimensions of justice perception. Journal of Management Control, 32(3), 369–399. https://doi.org/10.1007/s00187-021-00319-2
Trivedi, S. K., Srivastava, J., Patra, P., Singh, S., & Jena, D. (2024). Recognize and thrive: Predicting employees’ satisfaction towards fairness in reward and recognition system using explainable machine learning and text mining. Global Knowledge, Memory and Communication. https://doi.org/10.1108/GKMC-11-2023-0416
Unguren, E., & Arslan, S. (2021). The effect of role ambiguity and role conflict on job performance in the hotel industry: The mediating effect of job satisfaction. Tourism & Management Studies, 17(1), 45–58. https://doi.org/10.18089/tms.2021.170104
Vaamonde, J. D., Omar, A., & Salessi, S. (2018). From organizational justice perceptions to turnover intentions: The mediating effects of burnout and job satisfaction. Europe’s Journal of Psychology, 14(3), 554–570. https://doi.org/10.5964/ejop.v14i3.1490
Van den Bos, K., Maas, M., Waldring, I. E., & Semin, G. R. (2003). Toward understanding the psychology of reactions to perceived fairness: The role of affect intensity. Social Justice Research, 16, 151-168. https://doi.org/10.1023/A:1024252104717
Van Hootegem, A., Abts, K., & Meuleman, B. (2020). Differentiated distributive justice preferences? Configurations of preferences for equality, equity and need in three welfare domains. Social Justice Research, 33(3), 257–283. https://doi.org/10.1007/s11211-020-00354-9
Van Vianen, A. E. M. (2018). Person-environment fit: A review of its basic tenets. Annual Review of Organizational Psychology and Organizational Behavior, 5, 75–101. https://doi.org/10.1146/annurev-orgpsych-032117-104702
Victor, J. A., & Hoole, C. (2021). Rejuvenating the rewards typology: Qualitative insights into reward preferences. SA Journal of Industrial Psychology, 47, 1–17. https://doi.org/10.4102/sajip.v47i0.1880
Vigoda, E. (2000). Organizational politics, job attitudes, and work outcomes: Exploration and implications for the public sector. Journal of Vocational Behavior, 57(3), 326–347. https://doi.org/10.1006/jvbe.1999.1742
Vizcaíno, F. V., Martin, S. L., Cardenas, J. J., & Cardenas, M. (2021). Employees’ attitudes toward corporate social responsibility programs: The influence of corporate frugality and polychronicity organizational capabilities. Journal of Business Research, 124, 538-546. https://doi.org/10.1016/j.jbusres.2020.11.016
Vleugels, W. (2024). Person–environment fit. In Elgar Encyclopedia of Organizational Psychology (pp. 491–497). Edward Elgar Publishing Ltd. https://doi.org/10.4337/9781803921761.00098
Vui-Yee, K., & Yen-Hwa, T. (2020). When does ostracism lead to turnover intention? The moderated mediation model of job stress and job autonomy. IIMB Management Review, 32(3), 238–248. https://doi.org/10.1016/j.iimb.2019.10.007
Waheed, J., Jun, W., Yousaf, Z., Radulescu, M., & Hussain, H. (2021). Towards employee creativity in the healthcare sector: Investigating the role of polychronicity, job engagement, and functional flexibility. Healthcare, 9(7), 837. https://doi.org/10.3390/healthcare9070837
Wang, S. (2024). Turnover intention: The causes of employees’ propensity to leave. In Exploring the Financial Landscape in the Digital Age (pp. 578–584). CRC Press. https://doi.org/10.1201/9781003508816-83
Wardana, M. A., Sudarmawan, I. W. E., Wibowo, T. S., & Pandiangan, H. (2023). Analysis of Organizational Justice, Competence and Work Motivation to Improve the Performance. Jurnal Informatika Ekonomi Bisnis, 421-427. https://doi.org/10.37034/infeb.v5i2.589
Waribo, Y., Akintayo, D. I., Osibanjo, A. O., & Fadeyi, O. I. (2019). Influence of distributive justice on job satisfaction: A focus on employees in Nigeria port authority. International Journal of Management, 10(3), 69–76. https://doi.org/10.34218/IJM.10.3.2019.008
Weatherford, G. M. (2017). Fit theory, gender, and collegiate sport careers. International Journal of Sport Management and Marketing, 17(1/2), 52. https://doi.org/10.1504/IJSMM.2017.083984
Wong, K. F. E., & Cheng, C. (2020). The turnover intention–behaviour link: A culture‐moderated meta‐analysis. Journal of Management Studies, 57(6), 1174–1216. https://doi.org/10.1111/joms.12520
Wu, T. J., Gao, J. Y., Wang, L. Y., & Yuan, K. S. (2020). Exploring Links between polychronicity and job performance from the person–environment fit perspective—The mediating role of well-being. International Journal of Environmental Research and Public Health, 17(10), 3711. https://doi.org/10.3390/ijerph17103711
Xiao, Y., Dong, M., Shi, C., Zeng, W., Shao, Z., Xie, H., & Li, G. (2021). Person–environment fit and medical professionals’ job satisfaction, turnover intention, and professional efficacy: A cross-sectional study in Shanghai. PLOS ONE, 16(4), e0250693. https://doi.org/10.1371/journal.pone.0250693
Xiaolong, T., Gull, N., Asghar, M., & Jianmin, Z. (2021). The relationship between polychronicity and job-affective well-being: The moderator role of workplace incivility in healthcare staff. Work, 70(4), 1267–1277. https://doi.org/10.3233/WOR-205286
Xiaolong, T., Gull, N., Asghar, M., Sarfraz, M., & Jianmin, Z. (2023). Does perceived supervisor support reduce turnover intention? The mediating effects of work engagement among healthcare professionals. Work, 74(3), 1001–1013. https://doi.org/10.3233/WOR-210509
Xiaoyu, Z., Xumei, Z., Bin, D., Mengli, L., & Zili, G. (2022). Offline to online cooperation strategy between a manufacturer and a retailer under omni-channel mode. Journal of Industrial Engineering and Engineering Management, 36(3), 215–224. https://doi.org/10.13587/j.cnki.jieem.2022.03.019
Xiong, G., Wang, X. T., & Li, A. (2018). Leave or stay as a risky choice: Effects of salary reference points and anchors on turnover intention. Frontiers in Psychology, 9. https://doi.org/10.3389/fpsyg.2018.00686
Yang, F. X., & Lau, V. M.-C. (2019). Evil customers, an angel boss and coopetitive coworkers: Burnout of frontline employees. International Journal of Hospitality Management, 83, 1–10. https://doi.org/10.1016/j.ijhm.2019.04.004
Yang, Z. R., Kung, F. Y. H., & Schneider, D. W. (2025). Individual preferences in multiple goal pursuit: Reconsidering the conceptualization and dimensionality of polychronicity. Applied Psychology, 74(1). https://doi.org/10.1111/apps.12575
Yevugah, D., & Caesar, L. D. (2024). The impact of person-job fit and job training-fit on employee work behaviour - A moderator analysis. International Journal of Value Chain Management, 15(1), 69–97. https://doi.org/10.1504/IJVCM.2024.140365
Zeng, F., Chi, Y., Xiao, Z., & Dong, M. C. (2021). Understanding the spillover effects of channel reward on observers’ commitment: The mediating role of envy. Industrial Marketing Management, 93, 650–660. https://doi.org/10.1016/j.indmarman.2019.01.003
Zhang, J., Ling, W., Zhang, Z., & Xie, J. (2015). Organizational commitment, work engagement, person–supervisor fit, and turnover intention: A total effect moderation model. Social Behavior and Personality: An International Journal, 43(10), 1657–1666. https://doi.org/10.2224/sbp.2015.43.10.1657
Zhang, W., Roberts, K. R., Jang, J., & Durtschi, J. (2021). Why do people leave? A study of nonsupervisory restaurant employees’ polychronic time use preference and turnover intention. International Journal of Hospitality and Tourism Administration, 22(1), 45–63. https://doi.org/10.1080/15256480.2018.1547237
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 Anak Agung Ngurah Eddy Supriyadinata Gorda, I Wayan Wisnu Subrata, I Gusti Ngurah Widya Hadi Saputra , Nor Suhaira Jamil , Sanju Kumar Singh, Anak Agung Ngurah Restu Gautama , Kadek Devi Kalfika Anggria Wardani
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Authors who publish with this journal agree to the following terms:Â
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).
