The impact of organizational justice on employee turnover intention

Abstract

This study investigates the relationship between organizational justice and employee turnover intention. The study used 388 academic staff from different public universities in northeastern Nigeria as the sample of the study. In Partial least squares structural equation modelling (PLS-SEM) was used for the analysis and has found that organizational justice is a strong predictor of employee turnover intentions. The data used for this study was collected cross-sectionally across the selected universities. The study recommends that further studies should take into cognizance the possibility of introducing additional intervening constructs and conduct on different organizations in other sectors of the economy for comparison of the outcomes. So also, the study recommends that future studies should collect data longitudinally and employee mix method approach.