Effects of procedural and distributive justice on factors predictive of turnover

The purpose of this research was to develop and test a model linking justice perceptions to a series of variables leading to turnover. Confirmatory and exploratory path analyses were performed to identify primary paths from procedural and distributive justice perceptions to job satisfaction, organizational commitment, work group performance, attendance motivation, turnover intentions, and in turn, turnover. Results indicated that positive procedural and distributive justice perceptions were associated with increased intrinsic and extrinsic job satisfaction, and organizational commitment. Procedural justice perceptions were positively related to perceptions of work group performance. Distributive justice perceptions were negatively related to turnover intentions. Actual turnover was directly influenced by only one factor, turnover intentions, and indirectly by all variables in the model except for work group performance perceptions and extrinsic job satisfaction.