The Relationship Of Organizational Justice And Job Embeddedness On Turnover Intention With Mediation Of Organizational Commitment

In the context of education, the teacher's role is one of the most important components needed to build quality education and promote the good name of the school. The most important thing is how to retain qualified teachers and how the principal can set a strategy so that teachers remain bound, committed, and have no intention of leaving the organizational environment of their work. The emergence of teacher turnover intention is a big challenge for school principals not to lose qualified teachers. For this reason, the purpose of this study was to determine the role of organizational justice and job embeddedness on turnover intention mediated by organizational commitment. The research was conducted using a survey using a questionnaire where the respondents used were 275 non-civil servant junior high school teachers. Data were analyzed using Structural Equation Model (SEM). The results of the first study show that there is a relationship between organizational justice and organizational commitment. Second, there is a relationship between organizational justice and turnover intention. Third, there is a relationship between job embeddedness and organizational commitment. Fourth, there is a relationship between job embeddedness and turnover intention. Finally, the fifth conclusion shows that there is a relationship between organizational commitment and turnover intention. In this study, it is necessary to determine other factors that influence organizational commitment and turnover intention such as organizational culture variables. Meanwhile, the managerial implication in this research is the need to create a good organizational culture, as well as build cohesiveness among teachers and the need for rewards from the achievements of the teachers.