The impact of perceived organizational justice on turnover intention in the manufacturing sector

When determining organizational human resource strategies, it is imperative for organizations to consider employee psychology. Employee turnover intentions and potential staff turnover in the face of alternative job opportunities pose significant obstacles to achieving organizational goals. Existing literature indicates that employees' perceptions of low justice play a decisive role in shaping their intentions to leave their jobs. This study focuses on whether employees' perceptions of organizational justice and intentions to leave their jobs differ based on their demographic characteristics and positions within the organization. The research was conducted through a structured survey carried out in five manufacturing industry firms in Sakarya. The survey required employees to respond to 20 questions related to their perceptions of organizational justice, along with demographic information, and 4 questions related to their intentions to leave their jobs. The evaluation of the surveys considered a total of 309 participants, and the collected data were analyzed using IBM SPSS v.29 software. The findings of the study reveal a negative but low-level relationship between organizational justice and intention to leave the job (r: 0.38 and p<0.05). Regarding the impact on the intention to leave the job, it was identified that only distributive justice (ß: 0.34 and p<0.05) and procedural justice (ß: 0.16 and p<0.05) among the sub-dimensions of organizational justice had a significant effect, while interactive justice did not. The study also observed variations in employees' perceptions of organizational justice based on gender, marital status, income level, and organizational position; similarly, intentions to leave the job varied based on gender, educational level, and organizational position. It was highlighted that employees classified as "blue-collar" due to their tasks within the organization had higher perceptions of organizational justice and lower intentions to leave their jobs compared to "white-collar" employees.