Organizational justice and employees’ turnover intention in Nigeria

Human resource researchers and practitioners have increasingly recognized the importance of human resources management in enhancing organizational performance. Many factors attributed to this such as competition, globalization and coupled with wider concerns about reputation by stakeholders. This study is a response to the call for more studies in the developing countries and non-western culturally based societies. Employees' turnover is now a challenge in most Nigerian organizations. Employee turnover intention serves as a key indicator to the actual turnover. The study aimed to investigate the impact of organizational justice on turnover intention. This study operationalized organizational justice in terms of four dimensions: (procedural, distributive, informational and interpersonal justice) and employees' intention to leave their organizations as uni-dimensional construct. Cross sectional survey method was used, in collecting data from the sample. Data was collected from 302 MBA (employees in public sectors) students. Correlation analysis was conducted to test the hypotheses (based on confirmatory factor analysis). The findings revealed that procedural distributive and interpersonal justices have negative significant impact on employees' turnover intention in Nigeria, but informational justices have no significant impact on employees' turnover intention.