A Conceptual Framework Explaining the Impact of Perceived Career Growth and Organisational Justice on Intention to Stay Among City Traffic Police Lahore

  • Authors

    • Sultan Adal Mehmood
    • Devika Nadarajah
    • Muhammad Saood Akhtar
    • Noor Ahmed Brohi
    • Mansoor Ahmed Khuhro
    2018-06-08
    https://doi.org/10.14419/ijet.v7i2.34.14013
  • Organizational Justice, Career growth, Intention to stay, Social Exchange Theory

  • This paper presents the conceptual framework of intention to stay among City Traffic Police, Lahore.  The high turnover rate among city traffic police officers in Lahore has drawn the attention of the Government as well as academicians. It is believed that city traffic police in Lahore may feel there is limited prospects of career growth and may have negative perceptions on organisational justice. Nevertheless, this has yet to be examined in greater detail. Therefore, this conceptual paper offers a research opportunity to study the impact of perceived organisational justice and career growth on officer’s intention to remain in the organisation. Social exchange theory is applied to this framework. Following this conceptual paper, a full study will be carried out using quantitative research methods. It is hoped that the findings will benefit the City Traffic in Lahore and contribute to the body of knowledge on social exchange theory.

     

     

  • References

    1. [1] Hollis, M. E., & Wilson, J. M. (2015). Police staffing levels: disaggregating the variation. Policing: An International Journal of Police Strategies & Management, 38(4), 820-839.

      [2] Bajwa, A. (2015). Service structure: Regulations sought for warden promotion. The Express Tribune. Retrieved from http://tribune.com.pk/story/907581/service-structure-regulations-sought-for-wardens-promotions/

      [3] Hom, P. W., Tsui, A. S., Wu, J. B., Lee, T. W., Zhang, A. Y., Fu, P. P., & Li, L. (2009). Explaining employment relationships with social exchange and job embeddedness. Journal of Applied Psychology, 94(2), 277.

      [4] Lynch, J. E., & Tuckey, M. (2008). The police turnover problem: fact or fiction?. Policing: An International Journal of Police Strategies & Management, 31(1), 6-18.

      [5] Marion, N. (1998). Police academy training: are we teaching recruits what they need to know?. Policing: An International Journal of Police Strategies & Management, 21(1), 54-79.

      [6] Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of management, 26(3), 463-488.

      [7] Naji, N. (2015). Sawary sawarry. Daily Dunia News, pp. 22.

      [8] Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of management, 26(3), 463-488.

      [9] Hom, P. W., Tsui, A. S., Wu, J. B., Lee, T. W., Zhang, A. Y., Fu, P. P., & Li, L. (2009). Explaining employment relationships with social exchange and job embeddedness. Journal of Applied Psychology, 94(2), 277.

      [10] Steers, R. M., Mowday, R. T., & Shapiro, D. L. (2004). Introduction to special topic forum: The future of work motivation theory. The Academy of Management Review, 29(3), 379-387.

      [11] Bajwa, A. (2015). Service structure: Regulations sought for warden promotion. The Express Tribune. Retrieved from http://tribune.com.pk/story/907581/service-structure-regulations-sought-for-wardens-promotions/

      [12] The Express, (2015). Service structure: Regulations sought for warden promotion. The Express Tribune. Retrieved from http://tribune.com.pk/story/907581/service-structure-regulations-sought-for-wardens-promotions/

      [13] Weng, Q., & McElroy, J. C. (2012). Organizational career growth, affective occupational commitment and turnover intentions. Journal of Vocational Behavior, 80(2), 256-265.

      [14] Guthrie, J. P. (2001). High-involvement work practices, turnover, and productivity: Evidence from New Zealand. Academy of management Journal, 44(1), 180-190.

      [15] Stress in policing. Washington: American Psychological Association. http://doi.org/10.1037/10417-000

      [16] Luthans, F., Rhee, S., Luthans, B. C., & Avey, J. B. (2008). Impact of behavioral performance management in a Korean application. Leadership & Organization Development Journal, 29(5), 427-443.

      [17] Call, M. L., Nyberg, A. J., Ployhart, R. E., & Weekley, J. (2015). The dynamic nature of collective turnover and unit performance: the impact of time, quality, and replacements. Academy of Management Journal, 58(4), 1208-1232.

      [18] Weng, Q., & McElroy, J. C. (2012). Organizational career growth, affective occupational commitment and turnover intentions. Journal of Vocational Behavior, 80(2), 256-265.

      [19] Griffin, B. (2010). Multilevel relationships between organizational-level incivility, justice and intention to stay. Work & Stress, 24(4), 309-323.

      [20] Yun, I., Hwang, E., & Lynch, J. (2015). Police stressors, job satisfaction, burnout, and turnover intention among South Korean police officers. Asian Journal of Criminology, 10(1), 23-41.

      [21] Markopoulos Jr, W. P. (2017). Perceived Influence of the Ferguson Effect On Law Enforcement Officer Turnover Intentions.

      [22] Al Shikhy, A., Makhbul, Z. M., Ali, K. A. M., Al Mazari, A., & PSCJ, A. 1.1 Room 1 (Jintan)–Session 1: Human Resource Management Modeling the Impact of Resistance to Change within the Context of Human Resources Information Systems Adoption.

      [23] Shore, L. M., Coyleâ€Shapiro, J. A. M., Chen, X. P., & Tetrick, L. E. (2009). Social exchange in work settings: Content, process, and mixed models. Management and Organization Review, 5(3), 289-302.

      [24] Cropanzano, R., Slaughter, J. E., & Bachiochi, P. D. (2005). Organizational justice and black applicants' reactions to affirmative action. Journal of Applied Psychology, 90(6), 1168-1184.

      [25] Al Shikhy, A., Makhbul, Z. M., Ali, K. A. M., Al Mazari, A., & PSCJ, A. 1.1 Room 1 (Jintan)–Session 1: Human Resource Management Modeling the Impact of Resistance to Change within the Context of Human Resources Information Systems Adoption.

      [26] Xerri, M. J., & Brunetto, Y. (2013). Fostering innovative behaviour: The importance of employee commitment and organisational citizenship behaviour. The International Journal of Human Resource Management, 24(16), 3163-3177.

      [27] Ang, J. B., Banerjee, R., & Madsen, J. B. (2013). Innovation and productivity advances in British agriculture: 1620–1850. Southern Economic Journal, 80(1), 162-186.

      [28] Xerri, M. (2013). Workplace relationships and the innovative behaviour of nursing employees: a social exchange perspective. Asia Pacific Journal of Human Resources, 51(1), 103-123.

      [29] Ng, T. W., Lam, S. S., & Feldman, D. C. (2016). Organizational citizenship behavior and counterproductive work behavior: Do males and females differ?. Journal of Vocational Behavior, 93, 11-32.

      [30] Cotton, J. L., & Tuttle, J. M. (1986). Employee turnover: A meta-analysis and review with implications for research. Academy of management Review, 11(1), 55-70.

      [31] Hom, P. W., & Griffeth, R. W. (1991). Structural equations modeling test of a turnover theory: Cross-sectional and longitudinal analyses. Journal of applied psychology, 76(3), 350.

      [32] Wells, N., Roberts, L., & Medlin, L. C. (2002, September). Issues related to staff retention and turnover. In Seminars for nurse managers (Vol. 10, No. 3, pp. 171-179).

      [33] Lum, L., Kervin, J., Clark, K., Reid, F., & Sirola, W. (1998). Explaining Nursing Turnover Intent: Job Satisfaction. Pay Satisfaction, or Organizational Commitment.

      [34] March, J. G., & Simon, H. A. (1993). Organizations revisited. Industrial and Corporate Change, 2(3), 299-316.

      [35] De Gieter, S., De Cooman, R., Hofmans, J., Pepermans, R., & Jegers, M. (2012). Pay-level satisfaction and psychological reward satisfaction as mediators of the organizational justice-turnover intention relationship. International Studies of Management & Organization, 42(1), 50-67.

      [36] Thatcher, J. B., Stepina, L. P., & Boyle, R. J. (2002). Turnover of information technology workers: Examining empirically the influence of attitudes, job characteristics, and external markets. Journal of Management Information Systems, 19(3), 231-261.

      [37] Yun, I., Hwang, E., & Lynch, J. (2015). Police stressors, job satisfaction, burnout, and turnover intention among South Korean police officers. Asian Journal of Criminology, 10(1), 23-41.

      [38] Adebayo, S. O., & Ogunsina, S. O. (2011). Influence of supervisory behaviour and job stress on job satisfaction and turnover intention of police personnel in Ekiti State. Journal of Management and Strategy, 2(3), 13.

      [39] Brough, P., & Frame, R. (2004). Predicting police job satisfaction and turnover intentions: The role of social support and police organisational variables. New Zealand journal of psychology, 33(1), 8-18.

      [40] Bryant, P. C., & Allen, D. G. (2013). Compensation, benefits and employee turnover: HR strategies for retaining top talent. Compensation & Benefits Review, 45(3), 171-175.

      [41] Dick, P. (2005). Dirty work designations: How police officers account for their use of coercive force. Human relations, 58(11), 1363-1390.

      [42] Kiekbusch, R., Price, W., & Theis, J. (2003). Turnover predictors: causes of employee turnover in sheriffâ€operated jails. Criminal Justice Studies, 16(2), 67-76.

      [43] OKalemci Tuzun, I., & Arzu Kalemci, R. (2012). Organizational and supervisory support in relation to employee turnover intentions. Journal of Managerial Psychology, 27(5), 518-534.

      [44] Adebayo, S. O., & Ogunsina, S. O. (2011). Influence of supervisory behaviour and job stress on job satisfaction and turnover intention of police personnel in Ekiti State. Journal of Management and Strategy, 2(3), 13.

      [45] Herrington, V. (2016). Police Leadership: An Australasian Commentary.

      [46] Drew, J., Carless, S. A., & Thompson, B. M. (2008). Predicting turnover of police officers using the sixteen personality factor questionnaire. Journal of Criminal Justice, 36(4), 326-331.

      [47] Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of management, 26(3), 463-488.

      [48] Hu, X., Kaplan, S., & Dalal, R. S. (2010). An examination of blue-versus white-collar workers’ conceptualizations of job satisfaction facets. Journal of Vocational Behavior, 76(2), 317-325.

      [49] Barrick, M. R., & Zimmerman, R. D. (2005). Reducing voluntary, avoidable turnover through selection. Journal of Applied Psychology, 90(1), 159.

      [50] Brough, P., & Frame, R. (2004). Predicting police job satisfaction and turnover intentions: The role of social support and police organisational variables. New Zealand journal of psychology, 33(1), 8-18.

      [51] Podsakoff, N. P., LePine, J. A., & LePine, M. A. (2007). Differential challenge stressor-hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior: a meta-analysis. Journal of applied psychology, 92(2), 438.

      [52] Podsakoff, N. P., LePine, J. A., & LePine, M. A. (2007). Differential challenge stressor-hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior: a meta-analysis. Journal of applied psychology, 92(2), 438.

      [53] Kiekbusch, R., Price, W., & Theis, J. (2003). Turnover predictors: causes of employee turnover in sheriffâ€operated jails. Criminal Justice Studies, 16(2), 67-76.

      [54] Brough, P., & Frame, R. (2004). Predicting police job satisfaction and turnover intentions: The role of social support and police organisational variables. New Zealand journal of psychology, 33(1), 8-18.

      [55] Elçi, M., Erdilek, M. K., Alpkan, L., & Şener, İ. (2014). The mediating role of mobbing on the relationship between organizational silence and turnover intention. Procedia-Social and Behavioral Sciences, 150, 455-464.

      [56] Kiekbusch, R., Price, W., & Theis, J. (2003). Turnover predictors: causes of employee turnover in sheriffâ€operated jails. Criminal Justice Studies, 16(2), 67-76.

      [57] McNatt, D. B., & Judge, T. A. (2008). Self-efficacy intervention, job attitudes, and turnover: A field experiment with employees in role transition. Human Relations, 61(6), 783-810.

      [58] Wilson, J. M., Dalton, E., Scheer, C., & Grammich, C. A. (2010). Police recruitment and retention for the new millennium. Santa Monica, CA: RAND Corporation.

      [59] Harris, L. M., & Baldwin, J. N. (1999). Voluntary turnover of field operations officers: A test of confluency theory. Journal of Criminal Justice, 27(6), 483-493.

      [60] Moorman, R. H. (1991). Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship? Journal of Applied Psychology, 76(6), 845–855. http://doi.org/10.1037/0021-9010.76.6.845

      [61] Organizational justice and human resource management Sage Publications

      [62] Owolabi, A. B. (2012). Effect of organizational justice and organizational environment on turn-over intention of health workers in Ekiti state, Nigeria. Research in World Economy

      [63] Owolabi, A. B. (2012). Effect of organizational justice and organizational environment on turn-over intention of health workers in Ekiti state, Nigeria. Research in World Economy.

      [64] Cropanzano, R., Slaughter, J. E., & Bachiochi, P. D. (2005). Organizational Justice and Black Applicants' Reactions to Affirmative Action. Journal of Applied Psychology, 90(6), 1168–1184. http://doi.org/10.1037/0021-9010.90.6.1168

      [65] Brunetto, Y., Xerri, M., Shriberg, A., Farr Wharton, R., Shacklock, K., Newman, S., & Dienger, J. (2013). The impact of workplace relationships on engagement, wellâ€being, commitment and turnover for nurses in Australia and the USA. Journal of Advanced Nursing, 69(12), 2786–2799. http://doi.org/10.1111/jan.12165

      [66] Colquitt, J. A., Greenberg, J., & Zapata-Phelan, C. P. (2005). What is organizational justice? A historical overview. Handbook of organizational justice, 1, 3-58.

      [67] Bies, R. J., Shapiro, D. L., & Cummings, L. L. (1988). Causal Accounts and Managing Organizational Conflict Is It Enough to Say It's Not My Fault? Communication Research.

      [68] Wood, D. (2001). Police turnover in isolated communities: The Alaska experience. National Institute of Justice Journal.

      [69] Muzumdar, P. (2012). Influence of Interactional Justice on the Turnover Behavioral Decision in an Organization

      [70] Moorman, R. H. (1991). Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship? Journal of Applied Psychology, 76(6), 845–855. http://doi.org/10.1037/0021-9010.76.6.845

      [71] Adams, J. S., Berkowitz, L., & Walster, E. (1976). Advances in experimental social psychology. Vol. 9, Equity theory: toward a general theory of social interaction.

      [72] Adams, J. S., Berkowitz, L., & Walster, E. (1976). Advances in experimental social psychology. Vol. 9, Equity theory: toward a general theory of social interaction.

      [73] Loi, R., Hang Yue, N., & Foley, S. (2006). Linking employees' justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support. Journal of Occupational and Organizational Psychology, 79(1), 101–120. http://doi.org/10.1348/096317905X39657

      [74] Muzumdar, P. (2012). Influence of Interactional Justice on the Turnover Behavioral Decision in an Organization.

      [75] Loi, R., Hang Yue, N., & Foley, S. (2006). Linking employees' justice perceptions to organizational commitment and intention to leave: The mediating role of perceived organizational support. Journal of Occupational and Organizational Psychology, 79(1), 101–120. http://doi.org/10.1348/096317905X39657

      [76] Folger, R. G., & Cropanzano, R. (1998). Organizational justice and human resource management (Vol. 7). Sage.

      [77] Thibaut, J. W., & Walker, L. (1975). Procedural justice: A psychological analysis. L. Erlbaum Associates.

      [78] Cropanzano, R., Slaughter, J. E., & Bachiochi, P. D. (2005). Organizational Justice and Black Applicants' Reactions to Affirmative Action. Journal of Applied Psychology, 90(6), 1168–1184. http://doi.org/10.1037/0021-9010.90.6.1168

      [79] Newman, A., Thanacoody, R., & Hui, W. (2011). The effects of perceived organizational support, perceived supervisor support and intraâ€organizational network resources on turnover intentions. Personnel Review, 41(1), 56–72. http://doi.org/10.1108/00483481211189947

      [80] Arthur, M. B., DeFILLIPPI, R. J., & Lindsay, V. J. (2008). On being a knowledge worker. Organizational Dynamics, 37(4), 365-377.

      [81] Jans, N. A. (1989). Organizational commitment, career factors and career/life stage. Journal of Organizational Behavior, 10(3), 247–266. http://doi.org/10.1002/job.4030100305

      [82] Sturges, J., Guest, D., Conway, N., & Davey, K. M. (2002). A longitudinal study of the relationship between career management and organizational commitment among graduates in the first ten years at work. Journal of Organizational Behavior, 23(6), 731–748. http://doi.org/10.1002/job.164

      [83] Weng, Q., & McElroy, J. C. (2012). Organizational career growth, affective occupational commitment and turnover intentions. Journal of Vocational Behavior, 80(2), 256–265. http://doi.org/10.1016/j.jvb.2012.01.014

      [84] Juhdi, N., & Hashim, J. (2013). Employability skills, job performance and promotability of employees working in SMEs Malaysia

      [85] Wu, P.-C., & Chaturvedi, S. (2009). The Role of Procedural Justice and Power Distance in the Relationship Between High-Performance Work Systems and Employee Attitudes: A Multilevel Perspective. Journal of Management, 35(5), 1228–1247. http://doi.org/10.1177/0149206308331097

      [86] Rousseau, D. M. (1998). Invited Why workers still identify Essay with organizations. Journal of Organizational Behavior. http://doi.org/10.2307/3100169

      [87] Ang, J. B., Banerjee, R., & Madsen, J. B. (2013). Innovation and Productivity Advances in British Agriculture: 1620–1850. Southern Economic Journal, 80(1), 162–186. http://doi.org/10.4284/0038-4038-2011.239

      [88] Shuck, B., & Reio Jr, T. G. (2014). Employee engagement and well-being: A moderation model and implications for practice. Journal of Leadership & Organizational Studies, 21(1), 43-58.

      [89] Shahzad, K. (2011). Organizational environment, job satisfaction and career growth opportunities: a link to employee turnover intentions in public sector of Pakistan. Interdisciplinary Journal of Contemporary Research in Business (IJCRB), 2(9), 45-56.

      [90] Weng, Q., & McElroy, J. C. (2012). Organizational career growth, affective occupational commitment and turnover intentions. Journal of Vocational Behavior, 80(2), 256–265. http://doi.org/10.1016/j.jvb.2012.01.014

      [91] Wang, Q., Weng, Q., McElroy, J. C., Ashkanasy, N. M., & Lievens, F. (2014). Organizational career growth and subsequent voice behavior: The role of affective commitment and gender. Journal of Vocational Behavior, 84(3), 431–441. http://doi.org/10.1016/j.jvb.2014.03.004

      [92] Juhdi, N., & Hashim, J. (2013). Employability skills, job performance and promotability of employees working in SMEs Malaysia.

      [93] Juhdi, N., & Hashim, J. (2013). Employability skills, job performance and promotability of employees working in SMEs Malaysia.

      [94] SEIBERT, S. E., KRAIMER, M. L., & CRANT, J. M. (2001). WHAT DO PROACTIVE PEOPLE DO? A LONGITUDINAL MODEL LINKING PROACTIVE PERSONALITY AND CAREER SUCCESS. Personnel Psychology, 54(4), 845–874. http://doi.org/10.1111/j.1744-6570.2001.tb00234.x

      [95] Dries, N., Pepermans, R., & Carlier, O. (2008). Career success: Constructing a multidimensional model. Journal of Vocational Behavior, 73(2), 254–267. http://doi.org/10.1016/j.jvb.2008.05.005

      [96] Weng, Q., McElroy, J. C., Morrow, P. C., & Liu, R. (2010). The relationship between career growth and organizational commitment. Journal of Vocational Behavior, 77(3), 391–400. http://doi.org/10.1016/j.jvb.2010.05.003

      [97] Weng, Q., McElroy, J. C., Morrow, P. C., & Liu, R. (2010). The relationship between career growth and organizational commitment. Journal of Vocational Behavior, 77(3), 391–400. http://doi.org/10.1016/j.jvb.2010.05.003

      [98] Hom, P. W., Tsui, A. S., Wu, J. B., Lee, T. W., Zhang, A. Y., Fu, P. P., & Li, L. (2009). Explaining employment relationships with social exchange and job embeddedness. Journal of Applied Psychology, 94(2), 277–297. http://doi.org/10.1037/a0013453

      [99] Juhdi, N., & Hashim, J. (2013). Employability skills, job performance and promotability of employees working in SMEs Malaysia.

      [100] Mitchell, T. R., & Lee, T. W. (2001). 5. The unfolding model of voluntary turnover and job embeddedness: Foundations for a comprehensive theory of attachment. Research in Organizational Behavior, 23, 189–246. http://doi.org/10.1016/S0191-3085(01)23006-8

      [101] Weng, Q., McElroy, J. C., Morrow, P. C., & Liu, R. (2010). The relationship between career growth and organizational commitment. Journal of Vocational Behavior, 77(3), 391–400. http://doi.org/10.1016/j.jvb.2010.05.003

      [102] Miao, Q., Newman, A., Schwarz, G., & Xu, L. (2013). Participative Leadership and the Organizational Commitment of Civil Servants in China: The Mediating Effects of Trust in Supervisor. British Journal of Management, 24(S1), S76–S92. http://doi.org/10.1111/1467-8551.12025

      [103] Nouri, H., & Parker, R. J. (2013). Career growth opportunities and employee turnover intentions in public accounting firms. The British Accounting Review, 45(2), 138–148. http://doi.org/10.1016/j.bar.2013.03.002

      [104] Hackman, J. R., & Oldham, G. R. (1975). Job satisfaction and job performance: A metaanalysis. Psychological Bulletin

      [105] Bartlett, K. R. (2001). The relationship between training and organizational commitment: A study in the health care field. Human Resource Development Quarterly, 12(4), 335–352. http://doi.org/10.1002/hrdq.1001

      [106] Weng, Q., McElroy, J. C., Morrow, P. C., & Liu, R. (2010). The relationship between career growth and organizational commitment. Journal of Vocational Behavior, 77(3), 391–400. http://doi.org/10.1016/j.jvb.2010.05.003

      [107] Blau, P. M. (1964). Justice in Social Exchange. Sociological Inquiry, 34(2), 193–206. http://doi.org/10.1111/j.1475-682X.1964.tb00583.x

      [108] Weng, Q., & McElroy, J. C. (2012). Organizational career growth, affective occupational commitment and turnover intentions. Journal of Vocational Behavior, 80(2), 256–265. http://doi.org/10.1016/j.jvb.2012.01.014

      [109] Malhotra, P., & Singh, M. (2016). Indirect impact of high performers on the career advancement of their subordinates. Human Resource Management Review. http://doi.org/10.1016/j.hrmr.2016.01.002

      [110] Juhdi, N., & Hashim, J. (2013). Employability skills, job performance and promotability of employees working in SMEs Malaysia.

      Miao, Q., Newman, A., Schwarz, G., & Xu, L. (2013). Participative Leadership and the Organizational Commitment of Civil Servants in China: The Mediating Effects of Trust in Supervisor. British Journal of Management, 24(S1), S76–S92. http://doi.org/10.1111/1467-8551.12025

  • Downloads

  • How to Cite

    Adal Mehmood, S., Nadarajah, D., Saood Akhtar, M., Ahmed Brohi, N., & Ahmed Khuhro, M. (2018). A Conceptual Framework Explaining the Impact of Perceived Career Growth and Organisational Justice on Intention to Stay Among City Traffic Police Lahore. International Journal of Engineering & Technology, 7(2.34), 22-28. https://doi.org/10.14419/ijet.v7i2.34.14013