Organizational justice perceptions and turnover intention: a meta-analytic review
verifiedrich profile · Kybernetes · 2022
Özkan, Ahmet Hakan
How this was studied
A meta-analytic synthesis — it pools many primary studies rather than running a single design, so there is no single-study diagram.
What this article reports
The findings we extracted from this work, normalized into Principia’s relationship form (X → Y). Each feeds the synthesized models below.
distributive justice → turnover intention
distributive justice → turnover intention
informational justice → turnover intention
organizational justice → turnover intention
interpersonal justice → turnover intention
organizational justice → turnover intention
organizational justice → turnover intention
procedural justice → turnover intention
Models this article informs
The meta-analytic priors this article contributes evidence to — its place in the broader synthesis.
distributive justice correlates turnover intention
distributive justice predicts turnover intention
informational justice predicts turnover intention
interpersonal justice predicts turnover intention
organizational justice correlates turnover intention
organizational justice predicts turnover intention
procedural justice correlates turnover intention
procedural justice predicts turnover intention
In the authors’ words
The article’s own 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.
What the literature says about it
Attributed, open-access quotes from other works that cite this article, plus the citation-graph verdict tally. Corroborations and disputes, in one place — the honest-broker view.
No open-access quotations have been captured yet.
Assembled from Principia’s registry — bibliographic record, extracted effect sizes, the models they inform, and open-access citing literature.