Employees play a vital role in the results of companies, which is why the study of elements of the company's behaviour and climate is necessary for the retention of human talent. This study aims to identify the influence of perceived fairness, job satisfaction, support for innovation and trust on employee turnover and the relationship between these variables. In order to achieve this objective, a quantitative methodological design was carried out. A questionnaire was administered to 555 employees of a food industry company in northwestern Mexico. This instrument was validated for construct validity using Cronbach's alpha and for convergent and discriminant validity. The internal consistency of the model's constructs was also determined using an exploratory factor analysis using the principal components method. Positive and significant correlations were found between perceived fairness, job satisfaction, support for innovation and trust, as well as negative and significant correlations between these constructs and job desertion. The Covariance-Based Structural Equation Method (CB-SEM) was also used to determine causality conditions between the variables of perceived justice, job satisfaction, support for innovation, and trust concerning job dropout. It was found that organisational justice and job satisfaction predict a negative effect on job dropout. However, this effect was not pessimistic about the variables of trust and support for innovation. We conclude the importance of considering actions that promote workers' subjective well-being and on a series of recommendations for best practice management.
|Number of pages||12|
|Journal||Journal of Legal, Ethical and Regulatory Issues|
|Issue number||Special Issue 1|
|State||Published - 2021|
Bibliographical notePublisher Copyright:
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- Job Satisfaction
- Organisational Justice