The Mediating Role Of Organizational Justice On Organizational Commitment And Turnover Intention Of Employees

Perceived organizational justice and organizational commitment are both considered important factors to an organization to avoid high turnover among its workforce. There has been a rich literature for each of these variables. The main objective of this study is to determine the mediating role of organizational justice on organizational commitment and turnover intention among employees. The result is envisioned to provide meaningful insights for academicians and business industries especially in the HR side as basis for strategy and policy formulation. This study was conducted using the five (5) Business Process Outsourcing (BPO) companies in Tarlac and Clark areas as the locale and 360 millennial employee respondents as the unit of analysis. Along with the study, the researcher adopted instruments to gather the necessary data. Descriptive analysis was used to determine the organizational justice, organizational commitment, and turnover intention of the respondents. While, mediation analysis was used to determine the effect of organizational justice on organizational commitment and turnover intention. Based on the results, organizational commitment and organizational justice got an overall slightly agree description while turnover intention items got an overall slightly iv disagree description. The relationship of organizational commitment and turnover intention is not significant, however the relationship between organizational justice and turnover intention is significant. Overall, the effect of organizational commitment on turnover intention was fully mediated via organizational justice. Furthermore, the regression coefficient between organizational commitment and organizational justice and the regression coefficient between organizational justice and turnover intentions was significant.