Abstract—This paper examined the impact of distributive
and procedural justice on turnover intention via affective
commitment. Specifically, it is predicted that when the
distributive and procedural justice relating to compensation are
perceived to be fair, employees are more affectively committed
to the organization and expressed lower turnover intention. A
total of 226 respondents throughout Malaysia participated in
this study. Partial least squares of structural equation modeling
was used in the study. The results showed that distributive and
procedural justice was significantly and positively related to
affective commitment, which in turn was significantly and
negatively related to turnover intention. It also revealed that
affective commitment fully mediates the relationship between
distributive and procedural justice with turnover intention. The
results also showed that the type of organization that an
employee works in does not moderate the relationship between
affective commitment and turnover intention. It is therefore
important for organizations from both the public and private
sectors to reward its employees equitably and to implement fair
compensation procedures to foster higher affective commitment
in order to improve employees’ retention in the workplace.
Index Terms—Distributive justice, procedural justice,
affective commitment, turnover intention.
The authors are with Universiti Sains Malaysia, Malaysia (e-mail:
gabrielgim83@gmail.com, nasina@usm.my).
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Cite: G. C. W. Gim and N. Mat Desa, " The Impact of Distributive Justice, Procedural Justice, and
Affective Commitment on Turnover Intention among
Public and Private Sector Employees in Malaysia," International Journal of Social Science and Humanity vol. 4, no. 6, pp. 487-492, 2014.