The Relationship Between Perceptions of Fairness and Voluntary Turnover Among Retail Employees1

Research on the relationship between perceived fairness and employee turnover has tended to focus on turnover intentions rather than behavior, and the few studies that have assessed actual turnover have reported inconsistent results. In the present study, we examined the interactive effects of distributive, procedural, and interactional justice on turnover among 159 retail employees. Results showed that the effect of distributive justice on turnover was stronger when interactional justice was perceived as low rather than high. Our findings also suggest that disproportionate turnover group base rates favoring stayers over leavers can affect results of justice turnover research.