| Study |
Study setting |
Sample size |
Study design |
Results |
| Lee et al. (2016) |
“G” General Hospital in “G” City |
278 hospital nurses |
Cross-sectional study |
Organizational justice had a direct negative effect on turnover intention (r = -.357, p = .004). |
| Shahzad (2016) |
four different service industries (Financial Services, Banking, Pharmaceutical, and FMCG) |
279 sales and marketing managers |
Cross-sectional study |
Distributive and procedural justice were negatively related with turnover intention (r = -.555 and r = -.634, p = .01 respectively). |
| Proost et al. (2015) |
four nursing houses |
197 employees |
Cross-sectional study |
Organizational justice had a negative relationship with turnover intention (r = -.34, p < .01). |
| Khan et al. (2015) |
a large private university |
182 employees |
Data on justice types are collected in time 1 and turnover intentions in time 2 (1 month later) |
Distributive and procedural justice were negatively related with turnover intention (r = -.17 and r = -.11, p < .05 respectively). |
| Biswas (2015) |
various organizations all over India |
295 practicing managers |
Cross-sectional study |
Distributive and procedural justice were negatively correlated to intention to quit (r = -.28 and r = -.36, p ≤ .01 respectively). |
| Zagladi et al. (2015) |
12 private colleges in Banjarmasin City |
86 lecturers |
Cross-sectional study |
Using a 95% confidence level, there was a significant negative effect of organizational justice toward turnover intention (β = -.24, p = .01). |
| Bakri and Ali (2015) |
private sector banks of KPK Province |
177 bankers |
Cross-sectional study |
Organizational justice had a negative relationship with turnover intention (r = -.494). |
| Lin (2015) |
63 work units in a wide variety of industries (manufacturing, education and training services, services, information technology, and trade) |
364 employees |
Cross-sectional study |
Procedural justice had a negative relationship with turnover intention (r = -.45, p < .01). |
| Ma et al. (2014) |
three branches of an air transportation group in Changsha, Shenyang, and Wulumuqi cities |
212 supervisor-subordinate dyads |
Cross-sectional study |
There was a negative impact of procedural justice on turnover intention (r = -.226, p < .01). |
| Study |
Study setting |
Sample size |
Study design |
Results |
| Al Afari and Elanain (2014) |
three different public hospitals |
448 employees |
Cross-sectional study |
There were negative relationships between distributive, interactional, and procedural justice with turnover intention (r = -.42, p < .001, r = -.37, p < .001, and r = -.40, p < .01 respectively). |
| Chalil and Prasad (2014) |
a medium sized firm in Bangalore, India |
100 software professionals |
Cross-sectional study |
Distributive justice was negatively related to turnover intention (r = −.25, p < .05). |
| Campbell et al. (2014) |
228 local government organizations from 16 administrative regions across Korea |
1,407 civil servants |
Cross-sectional study |
Perceived level of procedural justice was negatively related to turnover intention (r = -.21, p < .001). |
| Son et al. (2014) |
a large university |
158 mid-level employees who were enrolled as full-time students in MBA programs |
Longitudinal study (data was collected in two different time points) |
Interpersonal justice was negatively related to turnover intention (r = -.37, p < .001). |
| Flint et al. (2013) |
three call centers in the Province of New Brunswick |
212 employees |
Cross-sectional study |
Perceptions of procedural justice and interpersonal justice were negatively related to turnover intention (β = -.47, p < .001, β = -.22, p < .01 respectively). |
| Soltis et al. (2013) |
two divisions of a mid-sized food and animal safety product manufacturing company |
229 employees |
Cross-sectional study |
Distributive justice was negatively related with turnover intention (r = -.42). |
| Meisler (2013) |
a financial organization located in the center of Israel |
368 employees |
Cross-sectional study |
Perceived organizational justice was negatively related to turnover intentions (r = -.47, p ≤ .001). |
| Arshadi and Shahbazi (2013) |
an industrial organization |
309 employees |
Cross-sectional study |
Distributive justice related negatively to turnover intention (r = -.359, p < .01). |
| Davoudi and Fartash (2013) |
15 companies in Mazandaran, a northern province of Iran |
273 employees |
Cross-sectional study |
Organizational justice negatively impacts turnover intention (r = -.61, p = .000). |
| Campbell et al. (2013) |
a state’s department of family and children’s services (DFACS) |
343 social workers |
Cross-sectional study |
Distributive, procedural, and interactional justice were negatively related with turnover intention (r = -.19, r = -.22, and r = -.21, p < .05 respectively). |
| Study |
Study setting |
Sample size |
Study design |
Results |
| Ngo et al. (2013) |
three large companies in different industries (energy, telecommunication, and manufacturing of multimedia electronics) |
591 workers |
Cross-sectional study |
Procedural justice was negatively related to intention to leave (r = -.31, p < .01). |
| Coniglio (2013) |
PA faculty employed by PA educational programs in 2012 |
994 physician assistants (PA) faculty |
Cross-sectional study |
There was moderate association between intention to leave and distributive justice (r = -.47, p ≤ .0001). |
| Kim et al. (2012) |
51 social welfare service centers |
218 front-line social workers |
Cross-sectional study |
Organizational justice had a negative effect on intention to leave (r = -.418, p < .01). |
| Jepsen and Rodwell (2012) |
a moderate-to- large Australian local government council |
301 males and 147 female employees |
Cross-sectional study |
The four types of justice (procedural, distributive, interpersonal, and informational) were negatively correlated with turnover intention for men (r = -.114, r = -.141, r = -.191, and r = -.230, respectively) and for women (r = -.274, r = -.409, r = -.322, and r = -.460, respectively). |
| Wang et al. (2012) |
10 organizations in Beijing and Tianjin from various fields (electronics, transportation, healthcare, education and insurance) |
218 supervisor-subordinate dyads |
Cross-sectional study |
Applicants’ perception of fairness to selection procedures was negatively related to their post-hire turnover intention (r = -.253, p < .01). |
| Ho (2012) |
a variety of organization (foreign private sector, local private sector, government- linked companies, civil service/ government sector, non-profit organizations) |
305 full-time employees |
Cross-sectional study |
Interactional, distributive, and procedural justice were negatively related with turnover intention (r = -.37, r = -.51, and r = -.38, p < .01 respectively). |
| Poon (2012) |
five large universities |
168 white-collar employees who were enrolled as part-time students in MBA programs |
Cross-sectional study |
Distributive and procedural justice were negatively related to turnover intention (r = -.44, p < .001 and r = -.20, p < .01 respectively). |
| Bernhard-Oettel et al. (2011) |
seven Belgian organizations (food manufacturing industry and retail industry) |
559 respondents |
Cross-sectional study |
Perception of fairness associates negatively with turnover intention (r = -.49, p < .01). |
| Study |
Study setting |
Sample size |
Study design |
Results |
| Cantor et al. (2011) |
commercial motor vehicle (CMV) drivers |
604 drivers |
survey was distributed in the fourth quarter of 2008 through the first quarter of 2009 |
A driver’s procedural fairness and distributive justice perceptions contributed negatively to their intention to quit (β = -.423 and β = -.196, p < .01 level respectively). |
| Buttner et al. (2010) |
the business school faculty professional labor market |
182 professionals |
Cross-sectional study |
Interactional and procedural justice were negatively related with turnover intention (r = -.41 and r = -.30, p < .001 respectively). |
| Cole et al. (2010) |
U.S. Air Force Material Command (AFMC) |
869 military personnel and civil servants |
Cross-sectional study |
The four types of organizational justice (procedural, distributive, interpersonal, and informational) were negatively correlated with turnover intention (r = -.18, r = -.17, r = -.19, and r = -.13, p < .01 respectively). |
| Ponnu and Chuah (2010) |
various organizations across industries |
172 employees |
Cross-sectional study |
The negative correlations between turnover intention with both procedural and distributive justice were highly significant (r = -.612 and r = -.641, p < .01 respectively). |
| Silla et al. (2010) |
an organization pertaining to the public sector |
697 Spanish employees |
Cross-sectional study |
Fairness was negatively related to intention to quit (r = -.30, p ≤ .01). |
| Tremblay (2010) |
five different Army units administered in 2007 and 2008 |
1,443 Canadian Forces personnel |
Cross-sectional study |
Fairness perception was negatively related to turnover intention (r = -.21, p < .01). |
| de Jong and Schalk (2010) |
organizations in four sectors (retail, manufacturing, health care, and education) |
299 Dutch temporary workers |
Cross-sectional study |
Perceived fairness was negatively related to intention to quit (r = -.31, p < .001). |
| Haar and Spell (2009) |
a wide variety of industries |
184 employees |
Cross-sectional study |
Distributive justice was significantly correlated with turnover intentions (r = -.50, p < .01). |
| More and Tzafrir (2009) |
62 teams of a pharmaceutical company in Israel, UK, and Hungary |
205 employees |
Cross-sectional study |
The four types of justice (distributive, procedural, interpersonal, and informational) were negatively correlated with turnover intention (r = -.37, r = -.37, r = -.30, and r = -.39, p < .01 respectively). |
| Study |
Study setting |
Sample size |
Study design |
Results |
| Elanain (2009) |
five large organizations representing service and industrial product organizations |
350 employees |
Cross-sectional study |
Distributive justice had a negative relationship with turnover intention (r = -.41, p < .01). |
| Kuvaas (2008) |
64 local savings banks in Norway |
593 employees |
Cross-sectional study |
Interactional and procedural justice were negatively related with turnover intention (r = -.31 and r = -.35, p < .01 respectively). |
| Paré and Tremblay (2007) |
Quebec members of the Canadian Information Processing Society (CIPS) who represent a wide variety of IT jobs and organizational settings |
394 Canadian IT professionals |
Cross-sectional study |
There was a negative relationship between perceived procedural fairness and turnover intention (β = -.24, p < .05). |
| Ansari et al. (2007) |
Nine multinational companies which were primarily dealing in semiconductor, medical products, and automobile components |
224 managers |
Cross-sectional study |
Procedural justice climate had a negative relationship with turnover intention (r = -.46, p < .01). |
| Ahuja et al. (2007) |
a company in the computer and software services industry |
171 IT professionals |
Cross-sectional study |
Fairness of rewards had a negative relationship with turnover intention (r = -.38, p < .01). |
| Loi et al. (2006) |
law firms |
514 practicing solicitors |
Cross-sectional study |
Procedural and distributive justice were negatively related to intention to leave (r = -.40 and r = -.36, p < .001 respectively). |
| Byrne (2005) |
a single division of a hospital in the western region of the United States |
150 full-time employees (nurses, technicians, and therapists) |
Cross-sectional study |
Procedural and interactional justice were negatively related with turnover intention (r = -.32 and r = -.37, p < .01 respectively). |
| Chawla and Kelloway (2004) |
two organizations that had undergone a merger |
164 employees |
Cross-sectional study |
Procedural justice climate had a negative relationship with turnover intention (r = -.40, p < .001). |
| Aryee et al. (2002) |
a public-sector organization in Bilaspur, Madhy Pradash state in India |
179 supervisor-subordinate dyads |
Cross-sectional study |
Distributive, procedural, and interactional justice were negatively correlated with turnover intention (r = -.45, r = -.31, and r = -.43, p < .01 respectively). |
| Study |
Study setting |
Sample size |
Study design |
Results |
| Aryee and Chay (2001) |
a large public-sector union |
187 members |
Cross-sectional study |
Procedural and distributive justice were negatively related with turnover intention (r = -.30 and r = -.21, p < .01 respectively). |
