The Organizational Justice And Its Influences On Organizational Commitment And Turnover Intention

This study attempts to explore the influences of perceived organizational justice whichincludes three important aspects: distributive justice, procedural justice and interactional justice,on organizational commitment and turnover intention of employees in public organizations inCambodia. By using a self-administered questionnaire,288employees in different publicorganizations in Cambodia were randomly selected and surveyed. A cross-sectional quantitativeresearch design was adopted. Cronbach’s Alpha is used to estimate the reliability ofpsychometric test for a sample of examinees. A correlational approach using Pearson’s productmoment correlation coefficient with quantitative data was used to establish the relationshipamong variables; whether they have positive or negative relationship. Regression analysis is topredict how the typical value of the dependent variable changes when any one of the independentvariables is varied. The study revealed that the perceptions of organizational justice plays veryimportant role influencing both organizational commitment and turnover intention of employeesin public organization in Cambodia. However, correlation analysis showed that perceptions oforganizational justice had significant positive impact on organizational commitment; while it hassignificant negative impact on turnover intention. These finding have important implications forpublic organization in Cambodia for formulating appropriate strategies, policies and proceduresto improve employees’ commitment and to reduce their turnover intentions.