Organizational justice, support and commitment: A pathway to reducing turnover intentions among academics in higher education institutions

Abstract Turnover intention among academics remains an important concern for higher education institutions, particularly where perceptions of organizational fairness and support may shape academics' decisions to remain in their institutions. However, the mediating role of organizational commitment in the relationships between organizational justice, organizational support and turnover intention remains underexplored, especially within higher education institutions. To address this gap, data were collected from 375 academics at the top five private universities in Bangladesh using stratified random sampling. The proposed hypotheses were tested using partial least squares structural equation modelling (PLS‐SEM). The results indicate that distributive, procedural and interactional justice, as well as organizational support, have significant negative effects on turnover intention (β = −0.143, −0.412, −0.520 and −0.442, respectively). Furthermore, organizational commitment partially mediates these relationships, suggesting that it is one of several mechanisms through which organizational practices affect turnover intention. These findings highlight the importance of fairness and organizational support in strengthening organizational commitment and reducing academics' turnover intention in higher education institutions.