The Mediation Role of Organizational Commitment and Job Satisfaction in the Effect of Perception of Organizational Justice on Intention to Leave: Evidence from Ethiopia Textile Industry

This research examined the mediating role of organizational commitment dimensions and job satisfaction in the effect of organizational justice dimensions on intention to leave among Ethiopian textile industry employees. All employees of Ethiopian textile industry were chosen as statistical population of the study. Data were collected using the survey questionnaire and 293 employees of six textile factories in Ethiopia were responding to the questionnaire. Descriptive statistics, Pearson correlation, multiple regression, and process macro of mediation analysis were used to test the hypotheses of this study. The process macro result of this study revealed that continuance commitment, normative commitment, and job satisfaction mediate the effect of the three dimensions of organizational justice (distributive justice, procedural justice, and interactional justice) on intention to leave and affective commitment also mediates the influence of procedural justice on intention to leave. Whereas, affective commitment did not mediate the impact of distributive justice and interactional justice on intention to leave.