The Impact of Organizational Justice on Intention to Leave and Organizational Health: An Application in Five-Star Hotel Businesses in Istanbul

Abstract

This study aims to determine the effects of employees' perceptions of organizational justice on their intention to leave and organizational health in five-star hotel businesses in Istanbul. Organizational justice, developed on the basis of Adams' (1965) equity theory and conceptualized by Colquitt (2001) in three dimensions—distributive, procedural, and interactional justice—reflects employees' perceptions of being treated fairly, impartially, and respectfully in the workplace. Organizational health is considered an indicator of the overall functioning of the business, employee well-being, and sustainable performance. A correlational survey method was used in the research. The research population consists of employees working in five-star hotels operating in Istanbul. The sample consisted of 401 employees selected from this population using a convenience sampling method. Data were collected through a questionnaire form comprising scales for organizational justice, intention to leave, and organizational health; analyses were performed using correlation and simple linear regression analysis in the SPSS program. The research results show that as employees' perception of organizational justice increases, organizational health significantly improves and intention to leave decreases. The findings reveal that organizational justice has positive effects on employee commitment and job satisfaction; and that fair management practices strengthen the workplace climate and organizational health. Accordingly, it is recommended that hotel managers develop fair, transparent, and employee-centered management policies.