Mediation mechanism of organizational commitment: Unraveling perceived organizational justice’s impact on employees’ intention to leave

Starting from the adage that “individuals’ perceptions shape their reality,” research in organizational behavior underscores the importance of recognizing employees’ subjective experiences of the workplace circumstances. The employees’ perception of procedural, distributive, and interactional justice forms a strong predictor of the workforce “steadiness” – organizational justice. The paper aims to investigate the impact of this phenomenon on employees’ intention to leave the organization, while concurrently exploring the mediating role of organizational commitment in the mentioned relation. A comprehensive review of the relevant literature, coupled with thematic and desk analysis techniques, laid the foundation for the research. The study’s empirical component included 99 individuals (Millennials) employed in the Serbian economy at the outset of 2023. Their views were noted via an electronic, online questionnaire. The data were processed using advanced statistical tools, namely the SmartPLS 4.0 and SPSS 26.0. The findings validated the main research premise proposing that organizational commitment mediates the relationship between perceived organizational justice and millennial employees’ intention to leave the organization.