Abstract
PurposeThe aim of this study was to survey the relationships between organizational justice perceptions and turnover intention by using meta-analysis.Design/methodology/approachEighty-three correlation values were used. Comprehensive Meta-Analysis Software (CMA) was used to analyze the collected studies.FindingsHeterogeneity and publication bias of each data set was tested. Each data was 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 this study can provide guidance to the future researchers. Moreover, the managers can use these results for the implementation of organizational strategies and policies.
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