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Date of Award
Lars U. Johnson
The current study examines the role of perceptions of social relationships and social appraisals (i.e., connectedness and interactional justice) on employee turnover intentions. Specifically, I investigate how relational fairness with one’s supervisor and perceived closeness with one’s peers may affect one’s embeddedness and intentions to leave the organization. Leveraging PE fit theory, I hypothesize the relationships between interactional justice and turnover intentions and connectedness and turnover intentions is indirect through embeddedness. Findings suggest that connectedness and interactional justice are positively related to embeddedness and negatively related to turnover intentions through embeddedness. This study utilizes a lagged panel design (i.e., two timepoints, six weeks apart) to collect data from a final sample of N = 416 participants.
Lopez, Tyleen N., "Relationships Matter: Indirect Effects Of Relational Antecedents On Turnover Intentions Through On-The-Job Embeddedness" (2021). Wayne State University Theses. 849.