Why and how are millennials sensitive to unfairness? Focusing on the moderated mediating role of generation on turnover intention (Record no. 527939)
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| fixed length control field | 02881nam a22001577a 4500 |
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| fixed length control field | 241008b ||||| |||| 00| 0 eng d |
| 100 ## - MAIN ENTRY--PERSONAL NAME | |
| Personal name | Kyeong, Kyuwoong and Kim, Minjai |
| 245 ## - TITLE STATEMENT | |
| Title | Why and how are millennials sensitive to unfairness? Focusing on the moderated mediating role of generation on turnover intention |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. (IMPRINT) | |
| Place of publication, distribution, etc | Asia Pacific Journal of Public Administration |
| 300 ## - PHYSICAL DESCRIPTION | |
| Extent | 46(3), Sep, 2024: p.291-314 |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc | This article investigates the sensitivity of millennials to workplace unfairness and its implications for turnover intention. It explores how generational identity moderates and mediates the relationship between perceived unfairness and employee decisions to leave organizations. The study highlights millennials’ heightened expectations for fairness, transparency, and equity in organizational practices, linking these values to broader sociocultural shifts. Using a configurational and behavioral lens, the paper examines how unfair treatment triggers stronger turnover intentions among millennials compared to other generations. By situating this phenomenon within organizational behavior and generational studies, the article underscores the importance of designing equitable workplace policies to retain talent and foster sustainable work cultures. This research aims to understand why millennials value fairness highly. Specifically, this study discusses why millennials are sensitive to procedural fairness, especially unfairness. This study verifies the relationship by confirming the moderated mediation effect of generation on the relationships between procedural justice and turnover intention through organisational commitment. The results show that the negative effect of procedural justice on turnover intention is stronger among millennials than other generations, which demonstrates the moderated mediation effect of generation. In addition, the differences in turnover intention between generations are small in cases of high procedural justice but large when procedural justice is low, revealing that the reference points for procedural justice differ between generations. The findings empirically show that millennials emphasise procedural fairness and suggest the need for specific organisational management strategies that reflect each generation’s characteristics.- Reproduced https://www.tandfonline.com/doi/full/10.1080/23276665.2022.2159463 |
| 650 ## - SUBJECT ADDED ENTRY--TOPICAL TERM | |
| Topical term or geographic name as entry element | Sociology, Millennials, Unfairness Sensitivity, Turnover Intention, Generational Studies, Organizational Behavior, Workplace Justice, Moderated Mediation, Employee Retention, Human Resource Management, Equity, Work Culture, Millennials, Procedural justice, Turnover intention, Organisational commitment, Prospect theory. |
| 9 (RLIN) | 48145 |
| 773 ## - HOST ITEM ENTRY | |
| Main entry heading | Asia Pacific Journal of Public Administration |
| 906 ## - LOCAL DATA ELEMENT F, LDF (RLIN) | |
| Subject DIP | ORGANIZATIONAL BEHAVIOUR |
| 942 ## - ADDED ENTRY ELEMENTS (KOHA) | |
| Item type | Articles |
| Withdrawn status | Lost status | Source of classification or shelving scheme | Damaged status | Not for loan | Permanent location | Current location | Date acquired | Serial Enumeration / chronology | Barcode | Date last seen | Koha item type |
|---|---|---|---|---|---|---|---|---|---|---|---|
| Indian Institute of Public Administration | Indian Institute of Public Administration | 2024-10-08 | 46(3), Sep, 2024: p.291-314 | AR133369 | 2024-10-08 | Articles |