Abstract
PurposeThe 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/approachIn 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.FindingsEach 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/valueThe 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.
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
