Abstract:

High turnover rates among employees of the retail industry in Malaysia have become a major issue that needs to be addressed. Based on its damaging consequences to the country, organizations, and individuals, be it economically, financially or emotionally, high employee turnover rates have attracted the attention of practitioners and academicians alike. Several studies have highlighted the crucial role of human resource management and justice perceptions on employee turnover intention. The actual study will investigate the impact of performance appraisal justice on employees’ turnover intentions under the influence of engagement and trust conceptualized in a moderated-mediation model. The use of a survey (quantitative) method with questionnaires is proposed as the option for data collection. A pilot study with 49 respondents was conducted to examine the feasibility of the intended approach. All set objectives were achieved satisfactorily. However, since the number of samples is small, it remains to be seen if the results can be generalized. Also, the perceived benefits in application require follow up study. This appears to be the first study of its kind. Besides the documentation of the organizational behavior of this group, its value lies in directing the attention of those interested in retail sector research.