Abstract:

The aim of this study is to determine the organizational justice perception of employees as an indicator of turnover intention. For the field study conducted to this end, 100 textiles employees working in a textile company in South African Republic were selected as sample group. In this present study, frequency, percentage, factor, reliability and validity analyses have been used so as to determine the perception of distribution, procedure, interaction, three elements of organizational justice, and turnover intention. Correlation analysis has been used to determine the relationship between the organizational justice perception and the turnover intention of the employees. Finally, ANOVA and t test have been used to analyze the data related to whether the organizational justice perception and turnover intention of the employees change in terms of their demographic characteristics. The result of the analyses, a meaningful and negative- oriented relationship exists between the organizational justice perception and turnover intention of the employees. We have reached the consequence that the organizational justice factors of the employees decrease turnover intention. The third factor of organizational justice explains meaningfully the turnover intention of the employees in the textile sector. Meaningful differences between demographic characteristics, education, nationality and monthly income, and organizational justice and turnover intention have been found.

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