As earlier studies have shown that both organizational justice and turnover intentions have a distinct and clear relationship with health, burnout and job mobility, turnover intentions and perceived organizational justice were used as independent or exogenous variables in the tested model.
This study investigates the links between organizational justice and turnover at large public accounting firms.
However, the correlations between organizational justice and turnover intentions provide some, albeit weak, support for the hypothesis of justice as a mediating factor between job mobility and health.
A second aim was to elucidate the effects of perceived organizational justice and turnover intentions on the relationship between job mobility (non-, internandy and externally mobile), and health (SF-36) and burnout (CBI).
The model used age, distributive, procedural and interactional organizational justice (at baseline), turnover intentions (at baseline) self-rated health (at baseline), burnout (at baseline) and job mobility as exogenous variables.
Possible distinctions between the effects of job mobility on different aspects of health (i.e. physical health, psychosocial health and burnout) and the effect of perceived organizational justice, age and turnover intentions on the relationship between job mobility and health will be elucidated.
Turnover intentions (F 3,642) = 37.86, p <.001) and distributive justice (F 3,643) = 5.34, p =.001) differed between age categories: the youngest respondents had a higher degree of turnover intentions and lower perceived distributive justice than the older respondents.
Research using this concept of social exchange for other forms of non-monetary employee benefits, such as manager trustworthiness and procedural justice has supported their relationship with job satisfaction and employee turnover [ 48].
Turnover intentions at baseline were associated with low perceived organizational justice, low psychosocial health and a high degree of burnout.
Turnover intentions had a direct causal effect on job mobility: a high degree of intention to quit affects actual turnover, while according to the results neither age nor perceived organizational justice have any direct effect on job mobility.
