The Impact of Affective Commitment on the Relationship between Organizational Justice and Turnover Intention

This study investigated the impact of organizational justice on employee turnover intentions among bank employees in Oyo town. The objectives of this research were to examine the predictability of distributive justice, procedural justice and interactional justice on turnover intentions among bank employees in Oyo town and to assess the relationship of these variables on employee's turnover intentions. The study adopted a survey research design. 164 respondents participated in the study aged between 18- 55 years. Four hypotheses were tested and the data were analyzed using Multiple Regression and Pearson correlation. Results showed that the linear combination of distributive justice, procedural justice and interactional justice on employees' turnover intentions was significant (F = 11.219; R = .649, R2 = .421, Adj. R2 = .417; p < .05). The study also revealed a significant relationship between interactional justice and employees' turnover intention (r= .405*, N= 164, p < .05). The study concluded and recommended that fair implementation of rules and regulations with no personal favor is essential to reduce bank employees' turnover intention.