An Empirical study of relationships among organizational justice, organizational commitment, leader-member exchange,and turnover intention

ABSTRACTThis study examines the nature of relationships between employees? perception oforganizational justice, organizational commitment, leader-member exchange, and as well asturnover intention. Data was collected from the sample of 100 employees in a medium-sizedpublic corporation operating in tv-radio broadcasting sector. A questionnaire with 44questions was used for data collection. Out of the 100 distributed, 65 questionnaires werereturned yielding a response rate of 65 %. Responses from the questionnaires werestatistically analyzed with correlation and multiple regression analyses. Results of analysesindicated that a significant relationship exists between perception of organizational justice andorganizational commitment. Further, perception of organizational justice was found to besignificantly and positively related to leader-member exchange. Furthermore, an importantoutcome of the study is that the variable distributive justice explained a considerable part ofvariation ( 57 % ) in leader-member exchange. Based on this results, we suggested thatfostering perception of organizational justice could promote both organizational commitmentand leader-member exchange in the workplace. Top management of any organization shouldtake into consideration of positive outcomes of focusing on fairness in organization.Key Words: Organizational justice, organizational commitment, leader-memberexchange, turnover intention.