This study encompasses the association of the three domainsof organizational justice and its influence on employee turnoverintention. In this cross-sectional study, proportionate stratifiedrandom sampling technique was applied. Results showed thatdistributive justice and interactional justice have an inverserelationship with turnover intention and affective commitmentpartially mediated the pathway between the dimensions of justiceand employee turnover behavior. Conversely, procedural justice hasan insignificant linkage with the turnover intention. This studycontributes by developing an understanding of linkage betweenturnover intention and organizational justice and provides insightabout mediation of affective commitment
