LEVERAGING THE RELATIONSHIP BETWEEN ORGANISATIONAL JUSTICE AND RETENTION OF INFORMATION TECHNOLOGY PROFESSIONALS IN SOME SELECTED PRIVATE UNIVERSITIES

Adeniji, A. A. and George, Ogunniyi A. and Salau, Odunayo Paul and Falola, Hezekiah Olubusayo and Olokundun, Ayodele Maxwell and Atolagbe, Tolulope Morenike, and Dirisu, Joy Favour (2019) LEVERAGING THE RELATIONSHIP BETWEEN ORGANISATIONAL JUSTICE AND RETENTION OF INFORMATION TECHNOLOGY PROFESSIONALS IN SOME SELECTED PRIVATE UNIVERSITIES. International Journal of Mechanical Engineering and Technology, 10 (02). ISSN 0976-6340 and ISSN Online: 0976-6359

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Abstract

Background: The recent recession has placed importance on innovation performance, reduction of costs, and retention of talent. Concurrently, the increase in turnover, negative workplace behaviours and frustration have driven an omnipresent interest in ethics and organizational justice. Organisational justice remains topical in Nigeria’s educational quest for long term competitiveness. Unfortunately, most of the existing studies adopted a uni-dimensional approach to organizational justice and primarily focused on performance, ignoring its impact on retention outcome. Methods: Overall, a quantitative approach was adopted in empirical research conducted within selected private universities. One hundred and ninety-seven (197) Information Technology Professionals of selected private universities in Ogun state, Nigeria were involved in the survey and was analysed using measurement and structural models. Results: A quantitative analysis of survey data highlighted the underlying principles necessary to nurture an environment that promotes justice, equity and retention. Organisational justice has various dimensions and each one of them exerts varying degree of impact on the retention of IT professionals in private universities. The study indicated that distributive and interactional justice have positive and significant impact on retention of staff. While that of procedural justice was not accepted as its results were seen to be negatively associated and insignificant too. Conclusion: Organizational justice is very important, playing an important role in influencing employees' work attitude and enthusiasm. The role of management is to ensure that organisational justice prevails and jobs are equally distributed along with equal distribution of benefits and rewards. Fair implementation of rules and regulations with no personal or selective favours is essential

Item Type:	Article
Uncontrolled Keywords:	Justice, Equity, Retention, Turnover, Performance, Behaviour, IT Professionals
Subjects:	H Social Sciences > H Social Sciences (General)
Divisions:	Faculty of Law, Arts and Social Sciences > School of Social Sciences
Depositing User:	nwokealisi
Date Deposited:	28 Mar 2024 16:15
Last Modified:	28 Mar 2024 16:15
URI:	http://eprints.covenantuniversity.edu.ng/id/eprint/17869

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