Organizational Justice and Employee Turnover Intentions: A Case Study of Bank of Africa Uganda

Abstract

Employee turnover intention is a substantial problem all over the world in all the industries. The problem is further impairing to the performance of knowledge intensive industries such as Banks. This study examined the relationship between Organizational justice constructs i.e., Distributive Justice, Procedural Justice and Interactional Justice and employee turnover intentions. The study adopted a quantitative research design utilizing structured questionnaires administered to a sample size of 108 employees of Bank of Africa using a simple random sampling technique across various departments. Data was analyzed using statistical tools to examine the relationship between the dimensions of organizational justice and turnover intentions. Findings reveal a significant negative correlation between perceived organizational justice and employee turnover intention indicating that higher levels of fairness are associated with lower turnover intentions. Procedural Justice and Interactional justice have moderate negative and significant effect on employee turnover intention. The study concludes that fostering a fair and transparent work environment is essential for reducing employee turnover intentions at the Bank. It recommends that Bank of Africa Uganda enhances its fairness in decision-making processes, employee engagement, and interpersonal treatment to improve workforce stability and organizational performance.