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- W4088013 abstract "This study explored organizational justice, perceived inequality and job redesign as predictors of intent to quit among some bankers in Nigeria. Ex-post facto research design and purposive sampling technique were adopted. 258 male and female staff of Access Bank PLC participated in the study. Four hypotheses were tested in the study. It was found that management staff (x =17.73) significantly scored higher on turnover intention than non-management staff (x = 15.36), t (256) =-3.239; p .05. Hence, conclusions and recommendations were made as follows; that organizational, psychological and demographic factors are jointly responsible for turnover intention among employees; that human resource managers and employers of labour should actively control for all factors that could cause employees to be dissatisfied. Thus, future studies on turnover intention should investigate the influence of other personality, demographic and organizational factors on employee turnover intention." @default.
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- W4088013 date "2014-03-01" @default.
- W4088013 modified "2023-09-28" @default.
- W4088013 title "Organizational justice, perceived inequality and job redesign as predictors of intent to quit among bankers in Nigeria" @default.
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