Distributive and Procedural Justice as Antecedents of Job Dissatisfaction and Intent to Turnover

Although a great deal of research has addressed the issue of outcome "fairness," relatively little has been done to illuminate the relationship between perceptions of outcome fairness (distributive justice), organizational systems fairness (procedural justice), job satisfaction, and intent to turnover. This paper isolates the empirical relationships between the types of perceived fairness, critical work attitudes, and intent to turnover using a sample of 88 employees in technical fields such as computer assisted design, product testing and assurance, and computer equipment repair. Intent to turnover was found to be most sensitive to perceptions of procedural justice. Implications of these results for managers are discussed.