Perceived fairness of performance appraisal, promotion opportunity and nurses turnover intention: The role of organizational commitment

Abstract

The purpose of this study is to examine the effect of the performance appraisal fairness and promotion opportunity on employee quitting intention with the mediating effect of organizational commitment. A cross-sectional design was employed to investigate the relationship in a sample of 150 full-time nurses employed in different private hospitals. Partial Least Square path modeling, a variance based techniques of SEM was employed to test the proposed hypotheses. The results indicate the significant negative effects of perceived fairness of performance appraisal and promotion opportunity on nurses’ quitting intention and organizational commitment. Further, organizational commitment is found having a significant effect on nurses’ turnover intention and as a partial mediator in the relationship between both performance appraisal fairness and nurses’ turnover intention and promotion opportunity and nurses’ turnover intention.