Abstract:
Organizational justice has become one of the major aspects of HR
practices these days in the organizations all over the world.
The importance and significance has been widely realized by the
international recruiting agencies and the multinational
corporations as well. This study aims to draw the impact of
organizational justice on the employee retention in the telecom
sector of Pakistan. Testing the effect, the path and the
implication of relationship between specific types of
organizational justice like, Procedural justice, Interactional
justice, and distributive justice on employee retention has been
measured and tested. Through the regression analysis and
correlation analysis it has been originate that the
interactional justice has been the highest impactful
relationship with the employee retention. Followed by the
distributive justice and then the procedural justice in the end.
It has been found out with the help of strong significance that
the organizational justice has strong positive correlation and
impact on the employee retention. It is inferred through this
study that the gradual increase in the induction of
organizational justice into HR practices leads towards retained
employees and eventually lesser turnover ratios. Another finding
of this study is that the importance given to organizational
justice over time has increased significantly, showing
positively growing behavioral attitude towards the justice in
the organizations. The results showed the efficiency of the
current employees and perspective’s dynamic shift with in the
organizations and their employees in order to achieve the
operational excellence.
