Citation

Ferguson M, Moye N, Friedman R. Negot. Confl. Manage. Res. 2008; 1(3): 246-262.

Copyright

(Copyright © 2008, International Association for Conflict Management, Publisher John Wiley and Sons)

DOI

10.1111/j.1750-4716.2008.00015.x

PMID

unavailable

Abstract

Two studies (one cross-sectional and one longitudinal) examine the effects that job negotiation interactional justice perceptions created in the recruitment process have on an employee’s turnover intentions. The findings indicate a long-term impact of the interactional justice perceptions experienced in the recruitment negotiation on employees’ intent to leave their organization. Specifically, job negotiation interactional justice perceptions have a lingering effect on an individual’s turnover intentions beyond the effects of distributive justice and supportive human resource practices.