Determinants of employee turnover intention: The dynamics of organization-employee relationship, organizational justice, supervisory justice, organizational culture and turnover intention

Soojin KIM, Singapore Management University
Jeong-Nam Kim
Yunna Rhee, Hankuk University of Foreign Studies
Laishan Tam


The present study, based on a survey conducted in South Korea between September and October 2008, aims to identify the relationships among employee turnover intention: organizational justice, supervisory justice, authoritarian culture, quality of organization-employee relationships and employee turnover intention. The results show that organizational justice and supervisory justice contribute positively to the quality of organization-employee relationship while authoritarian culture contributes negatively. In addition, authoritarian culture is positively associated with turnover intention, while organizational justice and quality of organization-employee relationship are negatively associated with turnover intention.