Employee turnover is a major problem in today's organizations. Employee turnover may reduce when employees have stronger commitment to the organization and if they perceive that organizational practices are just and fair. The issue opens with the paper, "Justice-Turnover Relationship: Commitment as a Mediator", authored by Jahanvash Karim. The paper studies the relationship between organizational justice and turnover intention. It examines the mediating role of organizational commitment on such a relationship. Study conducted in two organizations in Quetta, Pakistan, reveals that procedural justice is more likely to predict organizational commitment; distributive justice and organizational commitment directly influence turnover intentions; organizational commitment mediates the relationship of procedural justice with turnover intentions; and distributive justice directly influences procedural justice.

Authored by B Pavan Kumar and Vijai N Giri, the second paper titled, "Effect of Age and Experience on Job Satisfaction and Organizational Commitment", is based on measurement of job satisfaction and organizational commitment in public and private organizations. The study has revealed that job satisfaction and organizational commitment differed significantly across different career stages and levels of work experience. Older employees and employees with longer work experience had higher job satisfaction and organizational commitment.

The third paper, "Relationship Between Aspirations and Organizational Citizenship Behavior", by Vivekanand and Sunil Pevekar, relates to the study conducted on management students. Two dimensions of organizational citizenship behavior (`Altruism' and `Compliance') and two types of aspirations (`Intrinsic' and `Extrinsic'), derived from six basic aspirations were measured. It was revealed that intrinsic aspirations are associated with altruistic behavior. Extrinsic aspirations were not associated with any dimension of organizational citizenship behavior. One dimension of extrinsic aspiration, viz., `fame', however, was positively related with altruism, pointing out that helping behavior is perceived by the management students as a vehicle to achieve fame.

Authored by Md. Mahmood Alam, the fourth paper titled, "Self-Concept and Social Adjustment: Effect on Academic Performance of Adolescents", brings out significant positive relationship of academic performance with self-concept and social adjustment. Boys had higher scores on self-concept and academic performance, but girls score higher on social adjustment. Urban students had higher scores on self-concept and academic performance, but rural students had higher score on social adjustment.

The fifth paper, "Performance Appraisal Systems: A Survey of Organizational Views", by Arvind Sudarsan, is based on surveying the performance appraisal system in 33 different organizations, seeking respondents' views on major apprehensions, desired changes, bias removal, and number of forms required for performance appraisal. It provides valuable insights for designing and implementing powerful performance appraisal systems.

The issue ends with the paper, "Comparative Study of Organizational Role Stress Among Technical and Nontechnical Teachers", authored by Sandhya Mehta and Sandeep Kaur. It identifies that Resource Inadequacy is higher for technical teachers as compared to nontechnical teachers for the whole sample and for the lower age group (< 30 years). For the higher age group (> 30 years), Personal Inadequacy and Role Ambiguity are higher for technical teachers as compared to nontechnical teachers.

-- Avinash Kumar Srivastav
Consulting Editor