Abstract

This paper investigates the relationship between organizational justice (OJ) and turnover intentions (TI) among the lower and middle-level hotel departmental managers.  Organizational justice, comprising three-dimensional measures of distributive justice (DJ), procedural justice (PJ), and interactional justice (IJ) was measured through inferential statistics.  Distributive justice and procedural justice had a significant negative effect on managers’turnover intentions while interactional justice did not support the proposed relationship. The perceptions of fairness of reward allocation and procedure received in organizations prompt the lower and middle hotel departmental managers to reciprocate their turnover intention behaviour. These research findings offer some insight for the hotel top management into how to prevent their valuable managers from leaving the organization.

This work is licensed under a Creative Commons Attribution 4.0 License.