Influences of Distributive Injustice and Job Insecurity Amid COVID-19 on Unethical Pro-Organisational Behaviour: Mediating Role of Employee Turnover Intention

Meqbel M Aliedan; Abu Elnasr E Sobaih; Mansour A Alyahya; Ibrahim A Elshaer

doi:10.3390/ijerph19127040

Influences of Distributive Injustice and Job Insecurity Amid COVID-19 on Unethical Pro-Organisational Behaviour: Mediating Role of Employee Turnover Intention

Int J Environ Res Public Health. 2022 Jun 8;19(12):7040. doi: 10.3390/ijerph19127040.

Authors

Meqbel M Aliedan¹, Abu Elnasr E Sobaih^{1

2}, Mansour A Alyahya¹, Ibrahim A Elshaer^{1

3}

Affiliations

¹ Management Department, College of Business Administration, King Faisal University, Al-Ahsaa 31982, Saudi Arabia.
² Hotel Management Department, Faculty of Tourism and Hotel Management, Helwan University, Cairo 12612, Egypt.
³ Hotel Studies Department, Faculty of Tourism and Hotel Management, Suez Canal University, Ismailia 41522, Egypt.

Abstract

Drawn on Social Exchange Theory and Conservation of Resources Theory, this study developed a research model to examine the direct influence of job insecurity and distributive injustice, which were common in many hotels amid COVID-19, on unethical pro-organisation behaviour (UPoB) among hotel employees. The study also examines the mediating role of turnover intention in the relationship between job insecurity, and distributive injustice, which was result of the COVID-19 pandemic on UPoB. For this purpose, a questionnaire survey was self-dropped and collected through personal network to hotel employees in Eastern Province of Saudi Arabia. The results of structural equation modelling using AMOS (version 23) supported all the study hypotheses. The results showed a significant positive influence of distributive injustice and job insecurity on UPoB among hotel employees. Moreover, turnover intention was found to have a partial mediation role in the relationship between job insecurity, distributive injustice and UPoB. The results extend our understanding of Social Exchange Theory and Conservation of Resources Theory that employees in hotels are more likely to protect themselves and their job by engaging in UPoB if they perceived their job at threat due to a crisis, i.e., the COVID-19 pandemic. The major conclusion of current research is that when hotels employees perceived job insecurity and distributive injustice because of the pandemic, they responded with high turnover intention and as a last choice engaging in UPoB to save their resources, in this case their jobs, since they have no other alternatives outside the organisations. However, this inappropriate antisocial behaviour could have a negative influence on both employees and organisation at the long term. The results of current research have several theoretical implications for tourism scholars and managerial implication for hoteliers.

Keywords: COVID-19; Kingdom of Saudi Arabia; distributive injustice; hotel industry; job insecurity; turnover intention; unethical pro-organisational behaviour.

Publication types

Research Support, Non-U.S. Gov't

MeSH terms

COVID-19* / epidemiology
Employment
Humans
Intention
Job Satisfaction
Pandemics
Personnel Turnover*

Grants and funding

This work was supported through the Annual Funding track by the Deanship of Scientific Research, Vice Presidency for Graduate Studies and Scientific Research, King Faisal University, Saudi Arabia [Project No. AN000531].