EXAMINING THE MEDIATING ROLE OF JOB SATISFACTION IN THE RELATIONSHIP BETWEEN ORGANIZATIONAL JUSTICE AND EMPLOYEES' INTENTION TO LEAVE IN SELECTED CONSTRUCTION COMPANIES IN KUWAIT CITY
The present investigation, utilizing a quantitative research approach, focused on a sample of 393 employees from selected construction companies in Kuwait City. The primary data collection instrument employed was a questionnaire, and a total of 433 questionnaires were returned, resulting in an impressive response rate of 61.85% The study utilized advanced statistical methods, including SPSS, SEM, and AMOS, to analyse the gathered data. This study delved into the effects of organizational justice dimensions and explored the mediating role of job satisfaction in employees' intention to leave their jobs, finding empirical support for these relationships. The research specifically examined and verified the mediating effects of job satisfaction in the association between organizational justice dimensions and the intention to leave. The significance of this study lies in its ability to propose and validate a plausible sequence of factors influencing employees' intentions to leave their jobs, building upon established relationships between these variables from prior research. The findings highlight that organizational justice, as an external factor, significantly impacts individuals' intentions to leave the organization. The measurement model analysis revealed a statistically significant relationship between organizational justice and employees' intention to leave. Coefficient tests further demonstrated a significant correlation between diminished aspects of organizational fairness and an elevated intention to leave. Conversely, high levels of organizational justice were positively correlated with employees expressing an intention to leave based on the achieved level of job satisfaction. This study contributes to the understanding of the complex dynamics between organizational justice, job satisfaction, and employees' intentions to leave, specifically within the context of construction companies in Kuwait. The findings offer valuable insights for both researchers and practitioners in managing and retaining human capital in this sector. The analysis also considers the implications and limitations associated with the study's findings, providing a comprehensive perspective on the research outcomes.
Organizational Justice, Distributive Justice, Procedural Justice, Interpersonal Justice, Job Satisfaction, Intention to Leave.