A SYSTEMATIC REVIEW ON THE RELATIONSHIP BETWEEN ORGANIZATIONAL JUSTICE AND TURNOVER INTENTION

Organizational justice is specified to anticipate employees' reasons to leave a company. This paper targets to review articles which discuss the relationship between organizational justice and employees' reasons for leaving a company. An electronic search of eight databases was performed to identify studies published from January 1995 to December 2016. A total of 46 articles were included for discussion in the review. Only two longitudinal studies were included, while the remaining 44 is based on cross-sectional study design. The studies showed that four dimensions of organizational justice (distributive, procedural, interpersonal, and informational) are negatively correlated with turnover intention. Among these four dimensions, more attention has been given to procedural justice and its relationship with turnover intention. Overall, the review suggests that an increase in perceptions of organizational justice results in a decreased employees' turnover intention. There is strong evidence for the idea that procedural justice is the most studied variable in relation to turnover intention. However, there is still a lack of empirical studies which scrutinize the other three dimensions of organizational justice (distributive, interpersonal, and informational). Therefore, there is a need for more studies to determine the relationship of these three variables and the employees' intention to quit. (C) 2018 Published by Future Academy www.FutureAcademy.org.UK