Moderating Role of Organizational Justice on the Relationship between Organizational Climate and Employees Turnover Intention: An Empirical Study

This correlational survey study investigates the relationship between organizational climate’s dimensions (responsibility, reward, support and structure of organization) and employee turnover intention and the moderating role of organizational justice on their relationships. The data used in this study was physically collected using questionnaire from 388 lecturers of public universities in northeast Nigeria who were chosen as the sample of the study out of the population of 6669 academic staff. The outcome revealed that three of the four dimensions of organizational climate; responsibility, reward and structure of organization have significant relationship with employee turnover intention. Whereas, support shows an insignificant relationship with employee turnover intention. Also, organizational justice moderates the relationships between responsibility, reward and employee turnover intention but does not moderate the relationships between support, struture with employee turnover intention. Partial least squares structural equation modeling (PLS-SEM) was used for the analysis. The study recommends that further studies should take into cognizance the possibility of introducing additional intervening constructs on different organizations in other sectors of the economy.