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SCOPUS 학술저널

How Adversity Quotient and Organizational Justice Reduce Turnover Intention Empirical Evidence from Indonesia

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This study investigates the effect of adversity quotient (AQ) and organizational justice on turnover intention mediating by affective commitment. This research uses a quantitative approach with a survey method using a Likert scale model questionnaire prepared by the researchers. All the questionnaire items were valid with corrected item-total correlation values >0.361. The questionnaire is also reliable at alpha coefficient >0.7. The respondents were 439 honorary teachers at private schools in Indonesia. Data analysis uses structural equation modeling (SEM) supported by correlational and descriptive statistics. Data processing used SPPS 26 and Lisrel 8.80. The research results reveal that all hypotheses are supported. AQ and organizational justice had a direct effect on affective commitment and turnover intention. AQ and organizational justice have also an indirect effect on turnover intention mediating by affective commitment. Besides, a new model of the effect of AQ and organizational justice on turnover intention mediating by affective commitment was confirmed. This research suggested that the teachers’ turnover intention can be reduced through AQ and organizational justice, mediating affective commitment. Therefore, practitioners can adopt the new empirical model to mitigate turnover intention. The new empirical model could also be explored and adopted in further research.

1. Introduction

2. Literature Review and Hypothesis Development

3. Research Methods

4. Results and Discussion

5. Conclusion

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