How workplace fairness shapes nurse turnover intention through organizational commitment

In the context of ongoing nurse shortages in developing healthcare systems, the factors influencing turnover intention are inadequately comprehended, particularly regarding the fairness experiences that affect nurses’ organizational commitment. Drawing on social exchange theory and equity theory, this study examines how distributive, procedural, and interactional justice influence turnover intention among registered nurses in Bangladesh and whether organizational commitment mediates these relationships. Data from 381 registered nurses were analyzed using partial least squares structural equation modeling, supplemented by artificial neural network analysis to assess the relative predictive importance of the three justice dimensions. Results showed that distributive justice (β = −0.147), procedural justice (β = −0.304), and interactional justice (β = −0.334) significantly reduced turnover intention, while all three justice dimensions strengthened organizational commitment. Organizational commitment negatively predicted turnover intention and partially mediated each justice–turnover intention relationship, indicating that fairness reduces withdrawal intentions directly and through stronger organizational attachment. The model explained variance in turnover intention (R² = 0.826), and ANN sensitivity analysis identified interactional justice as the most influential predictor. The study advances justice-based nurse-retention research in an underexamined emerging-economy context and identifies relational and procedural fairness as managerial levers for sustaining commitment and reducing turnover intention.