Organizational justice perceptions and turnover intention: a meta-analytic review

Abstract

Purpose

The aim of the study was to survey the relationships between organizational justice perceptions and turnover intention by using meta-analysis and to determine the possible moderators affecting these relationships.

Design/methodology/approach

In total, 83 correlation values were used. Comprehensive meta-analysis software (CMA) was used to analyze the collected studies. Heterogeneity and publication bias of each data set were tested.

Findings

Each data were heterogeneous and included no publication bias. The results suggested that the effect size of distributive justice on turnover intention is −0.396, interactional justice on turnover intention is −0.341, interpersonal justice on turnover intention is −0.361, informational justice on turnover intention is −0.358, procedural justice on turnover intention is −0.369 and overall organizational justice on turnover intention is −0.436. Region was a moderator for the relationship between distributive justice and turnover intention.

Originality/value

The results of the study can provide guidance to the future researchers. Moreover, the managers can use these results for the implementation of organizational strategies and policies.

Citation

Özkan, A.H. (2023), "Organizational justice perceptions and turnover intention: a meta-analytic review", Kybernetes, Vol. 52 No. 8, pp. 2886-2899. https://doi.org/10.1108/K-01-2022-0119