The impact of bell curve appraisal, on employee’s turnover intention, with moderating effect of leadership behavior – A study of Oil & Gas sector of Pakistan
Keywords:unfairness, appraisal, equity, loyalty, commitment, rewards, victimization
The purpose of this study is to determine how the bell curve influences turnover intention. According to the author, such an effect is moderated by leadership behavior. The direct and indirect effects of leadership behavior provided helpful information. The study objective is to contribute to the organizational injustice knowledge of how it affects the employee’s attitude and behavior toward injustice and inequality. Data were collected from 230 employees working in Pakistan’s oil and gas industry. Three prime oil and gas exploration companies were selected as samples based on their contribution to the revenue. SPSS v23 and AMOS v23 were used for constructing structural equation modeling and path analysis to examine direct and indirect effects. The results revealed that the bell curve is positively related to turnover intention.
Furthermore, leadership behavior does not moderate the relationship between the bell curve and turnover intention. Organizational injustice has been primarily a topic of interest in psychology literature, education, and medical sciences. There is an expressed need to investigate organizational injustice in the context of appraisal in the broad domain of employee retention and organizational development. This study contributed by discussing the bell curve in the turnover intention context. Second, the bell curve was investigated using the Adams equity theory. The lens of intellectual capital was applied to examine the injustice in the appraisal system, like unfairness, inequality, and workforce sustainability for organizational success.
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