Background: The recent recession has placed importance on innovation
performance, reduction of costs, and retention of talent. Concurrently, the increase in
turnover, negative workplace behaviours and frustration have driven an omnipresent
interest in ethics and organizational justice. Organisational justice remains topical in
Nigeria’s educational quest for long term competitiveness. Unfortunately, most of the
existing studies adopted a uni-dimensional approach to organizational justice and
primarily focused on performance, ignoring its impact on retention outcome.
Methods: Overall, a quantitative approach was adopted in empirical research
conducted within selected private universities. One hundred and ninety-seven (197)
Information Technology Professionals of selected private universities in Ogun state,
Nigeria were involved in the survey and was analysed using measurement and
structural models.
Results: A quantitative analysis of survey data highlighted the underlying
principles necessary to nurture an environment that promotes justice, equity and
retention. Organisational justice has various dimensions and each one of them exerts
varying degree of impact on the retention of IT professionals in private universities.
The study indicated that distributive and interactional justice have positive and
significant impact on retention of staff. While that of procedural justice was not
accepted as its results were seen to be negatively associated and insignificant too.
Conclusion: Organizational justice is very important, playing an important role in
influencing employees' work attitude and enthusiasm. The role of management is to
ensure that organisational justice prevails and jobs are equally distributed along with
equal distribution of benefits and rewards. Fair implementation of rules and
regulations with no personal or selective favours is essentia
