Intentional Mentorship Programs and Information Transparency as Drivers of Perceived Organisational Justice in Higher Education Institutions

<ns3:p>Higher education institutions increasingly rely on talent management systems to strengthen academic performance and staff development. However, perceptions of organisational justice remain uneven, often undermining the effectiveness of mentorship and communication systems. This study examines how intentional mentorship programs and information transparency influence perceived organisational justice in higher education institutions. Grounded in Organisational Justice Theory, the paper conceptualises mentorship intentionality and transparency as key relational and structural mechanisms that shape fairness perceptions among academic staff. Using a conceptual and narrative synthesis of existing literature, the study argues that structured and purpose-driven mentorship programs enhance interactional and procedural justice by improving guidance, support, and career development clarity. Similarly, transparent information systems strengthen distributive and procedural justice by ensuring equitable access to opportunities and decision-making processes. The paper concludes that integrating intentional mentorship with transparent communication frameworks is essential for fostering trust, engagement, and institutional effectiveness in universities, particularly in contexts seeking to improve academic staff retention and productivity.</ns3:p>