THE INVESTIGATION OF THE RELATIONSHIP BETWEEN ORGANIZATIONAL JUSTICE AND TURNOVER INTENTION: THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT

The purpose of this study was to empirically investigate the relationships among the three dimensions of organizational justice (i.e., distributive, procedural and interactional), organizational commitment and turnover intention. This study also tested the mediating effect of organizational commitment on the relationship between organizational justice dimensions and turnover intention. A survey questionnaire was used to gather data from a sample of 217 employees in manufacturing industry. SPSS was used for analyzing the data. Hierarchical multiple regression analyses were conducted to test the postulated hypotheses and examine the direct and mediated relationships among variables. The results of this study suggested that perceived distributive and procedural justice hadpositive effectson employees' organizational commitment. Distributive justice had a significant negative effect on employees' turnover intentions while procedural and interactional justice were not found be predictors of turnover intention. The results also indicated that organizational commitment significantly and positively affected turnover intention and it partially mediated the negative effect of distributive justiceon turnover intention.