The Outcomes of Organizational Fairness among Precarious Workers: The Critical Role of Anomie at the Work

Table 5

Testing the hypothesis of the study (intentions to leave as a dependent variable).

Variable	Anomie	Anomie	Leave	Leave
	Coeff. ()	{LLCI, ULCI}	Coeff. ()	{LLCI, ULCI}
(1) Age	−0.0063 (0.3258)	{−0.0189, 0.0063}	−0.0175 (0.0307)	{−0.0333, −0.0016}
(2) Gender	0.0803 (0.4817)	{−0.1445, 0.3052}	−0.1790 (0.2112)	{−0.4606, 0.1025}
(3) Education	0.0404 (0.4449)	{−0.0637, 0.1445}	0.1534 (0.0214)	{0.0230, 0.2839}
(4) Marital status	−0.0227 (0.8280)	{−0.2283, 0.1830}	−0.0816 (0.5322)	{−0.3388, 0.1756}
(5) Children	0.0480 (0.3409)	{−0.0511, 0.1470}	0.0788 (0.2124)	{−0.2030, 0.0455}
(6) Experience	−0.0018 (0.8587)	{−0.0221, 0.0184}	−0.0155 (0.2277)	{−0.0409, 0.0098}
(7) Job position	0.0672 (0.0734)	{−0.0064, 0.1407}	0.0768 (0.1045)	{−0.0161, 0.1697}
(8) Contract	−0.0457 (0.1321)	{−0.1052, 0.0139}	0.0296 (0.4375)	{−0.0454, 0.1046}
(9) Work hour	0.0137 (0.4980)	{−0.0262, 0.0536}	−0.0380 (0.1352)	{−0.0879, 0.0120}
(10) Bonus	−0.0253 (0.8401)	{−0.2729, 0.2222}	0.4296 (0.0068)	{0.1200, 0.7392}
(11) Insurance	0.0037 (0.9741)	{−0.2191, 0.2264}	0.1766 (0.2125)	{−0.1019, 0.4551}
(12) Fairness	−0.3098 (0.0000)	{−0.4335, −0.1861}	−0.2953 (0.0005)	{−0.4604, −0.1302}
(13) Anomie			0.4507 (0.0000)	{0.2641, 0.6372}