Organizational Justice as Predictor of Turnover Intentions among Employees of Higher Educational Institute of Khyber Pakhtunkhwa

Abstract

Organizational justice is the perception of the just procedure or fairness an employee feels within the organization. Organizational justice influences number of positive and negative outcomes within the organizations. One such outcome is termed as turnover intentions. Turnover intentions are cognitions, thoughts or plans to quit the current organization. In current study, the impact of organizational justice on turnover intentions among higher education institutional employees of Khyber Pakhtunkhwa is studied, and gender-based differences in turnover intentions were also examined. A sample of 698 employees were accessed through convenient sampling technique. Two questionnaire, Organizational Justice Scale and Expanded Multidimensional Turnover Intentions Inventory. The results indicated that organizational justice was negatively related to turnover intentions. Organizational justice negatively predicted turnover intentions, and caused 5.3% variation in turnover intentions. Gender differences were revealed with respect to turnover intentions, whereas females scored higher on turnover intentions as compared to males. The limitations and implication of the research were also discussed.

Key Words: Organization Justice, Turnover Intentions, Gender Differences, Higher Educational Institutes, Employees.