Abstract
This article identifies the impact of interpersonal working relationships on employees' justice perceptions and the effects of those perceptions on employees' turnover intentions. LISREL results indicated that distributive justice was negatively related to turnover intentions, and procedure justice had a direct positive influence on turnover intentions. The results further showed that the quality of interpersonal working relationships between subordinates and supervisors promoted perceptions of fairness on the part of front-line employees. Both distributive and procedural justice played a vital mediating role in the relationships among Leader-member exchange (LMX) and turnover intentions.
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