Organizational Justice, Conflict Management Styles, And Organizational Commitment Among Bank Employees In Northern Malaysia

Sejak tahun 2010, bank-bank perdagangan di Malaysia telah mempunyai bilangan pusing-ganti staf paling ramai dalam kalangan pekerja-pekerja bukan pengurusan seperti kerani, pegawai dan pegawai kanan. Ini telah menjadi masalah utama dalam industri perbankan di Malaysia yang disebabkan oleh kurangnya komitmen pekerja terhadap organisasi mereka. Pekerja-pekerja ini hendaklah mempunyai persepsi yang baik terhadap organisasi mereka dan dapat menentukan gaya pengurusan konflik yang relevan kerana ini adalah penting dalam membangunkan komitmen organisasi di kalangan pekerja sesebuah organisasi. Kajian ini mencadangkan dan menguji satu kerangka kerja yang menggabungkan kesemua dimensi keadilan organisasi, gaya pengurusan konflik, and komitmen organisasi. Data kajian telah dikumpulkan daripada 303 responden dengan menggunakan satu tinjauan berstruktur. Partial Least Squares – Model Persamaan Berstruktur (PLS-SEM) telah digunakan untuk menguji model itu. Since year 2010, commercial banks in Malaysia have had the most number of staff turnovers among the non-managerial bank employees such as the clerks, officers, and senior officers. This has become a major problem for the Malaysian banking industry primarily driven by the lack of the employees’ commitment in the organization. These employees must establish good perception towards their organization and determine the most appropriate conflict handling styles as it is important in developing organizational commitment among the employees in the organization. This study proposes and tests a research framework that integrates all dimensions of organizational justice, conflict management styles, and organizational commitment. Partial Least Squares – Structural Equation Modeling (PLS-SEM) was employed to test the model. The data was collected from 303 respondents using a structured survey