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Abstract This study examines the mediating effects of organizational justice (distributive, procedural and interactional) in predicting organizational citizenship behaviour (OCB) and turnover intention from HR practices (empowerment, psychological contract fulfillment, and communication). Using a sample of 242 supervisor–subordinate dyads from Chinese organizations, the results provide empirical evidence of the impact of (a) empowerment on distributive justice perceptions; (b) psychological contract breach on distributive and procedural justice; and (c) communication on procedural justice and interactional justice. The results also demonstrate that perceptions of distributive, procedural, and interactional justice positively predict OCB and perceptions of distributive and interactional justice contribute to turnover intention. The theoretical and practical implications of these results are discussed. Keywords: Chinahuman resource practicesOCBorganizational justiceturnover intention
Zhang et al. (Sun,) studied this question.