ABSTRACT
The objective of this research is to examine the effect of organization justice and organization commitment on intention to leave of Nigerian employees. The study used the questionnaire survey research design methods. The population of this research consists of employees working in the banking industry in Edo state. Using a sample size of 200, data were collected using the questionnaire and analyzed using descriptive and inferential statistics. Descriptive statistics were carried out using percentages while regression analyses were used as the inferential methods. The research findings show that there is a significant relationship between the organizational justice (procedural justice and distributive justice), organizational commitment and intention to leave. This implies that both procedural and distributive justice perceptions and organizational commitment were significant contributors in explaining employee intention to leave the organization. The study recommends that management of organizations should develop programs that bring about organizational commitment of employees in order to reduce employees’ intention to leave the organization.
KEYWORDS: Organizational Justice, Organizational Commitment, Intention to Leave, procedural justice, and distributive justice.
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