Organizational justice and the role of organizational commitment in mediating the effect of job satisfaction on intention to leave

Employees’ organizational commitment is a pivotal aspect in determining the success of banking reform and banking effectiveness. Highly committed employees are willing to contribute their extra effort to achieve banking vision and goals. Thus, it is important to identify the factors that could enhance employees’ organizational commitment. The purposes of this study are to analyze the role of organizational commitment in mediating effects of job satisfaction on intention to leave, and to identify the function of organizational justice to produce organizational outcomes. This study was conducted at Bank Syariah Mandiri in Malang. This is explanatory research type, with questionnaire as a tool for data collection. Research population is all 225 employees of the Bank . The samples of this study are 72 full time employees that selected by proportional random sampling. Generalized Structured Component Analysis (GSCA) is used to analyze data. The findings revealed that procedural justice does not affect job satisfaction, but gives direct effect on organizational commitment. Interactional justice directly affects satisfaction and organizational commitment. Job satisfaction directly affects organizational commitment. Job satisfaction affects intention to leave, and organizational commitment directly gives negative effect on intention to leave. These findings enlightened that organizational commitment partially mediates effect of job satisfaction on intention to leave