Ivana Jolović1, Stefan Zdravković2 and Nevena Jolović3
Starting from the adage that “individuals’ perceptions shape their reality,” research in organizational behavior underscores the importance of recognizing employees’ subjective experiences of the workplace circumstances. The employees’ perception of procedural, distributive, and interactional justice forms a strong predictor of the workforce “steadiness” – organizational justice. The paper aims to investigate the impact of this phenomenon on employees’ intention to leave the organization, while concurrently exploring the mediating role of organizational commitment in the mentioned relation. A comprehensive review of the relevant literature, coupled with thematic and desk analysis techniques, laid the foundation for the research. The study’s empirical component included 99 individuals (Millennials) employed in the Serbian economy at the outset of 2023. Their views were noted via an electronic, online questionnaire. The data were processed using advanced statistical tools, namely the SmartPLS 4.0 and SPSS 26.0. The findings validated the main research premise proposing that organizational commitment mediates the relationship between perceived organizational justice and millennial employees’ intention to leave the organization.
Nemanja Berber, Agneš Slavić and Dimitrije Gašić
In the modern highly competitive business environment, companies characterized by labor shortage are struggling to attract, motivate, and retain talents. As a mix of functional, economic, and psychological benefits that stem from employment, employer brand is one of the approaches that companies develop to create employee value proposition and maintain their workforce. Many employees decide to stay in or leave a company based on the whole human resource management system that a company offers. This paper mainly aims to investigate the relationship between the perceived employer brand and employees’ intention to stay in an organization. The research is based on a sample of 209 employees working in Serbia. The research methodology consists of the theoretical and empirical quantitative research in the proposed relationship. The analytical procedure used is PLS-SEM. The results show a positive relationship between the observed variables and points to the conclusion that a positive perception of employer brand leads to employees’ higher intention to stay in an organization. The strongest effect on intention to stay was made by a healthy working atmosphere, followed by training and development, work-life balance, ethics and corporate social responsibility, and finally, compensation and benefits.