Pay-Level Satisfaction and Psychological Reward Satisfaction as Mediators of the Organizational Justice-Turnover Intention Relationship

Abstract

In this study, we examine whether satisfaction with two reward types (i.e., pay level and psychological rewards from the supervisor) mediates the relationships between organizational justice dimensions and turnover intention. Data collected from 322 teachers revealed that pay-level satisfaction does not mediate any of the relationships between organizational justice dimensions and turnover intention, whereas satisfaction with psychological reward from the supervisor does. Furthermore, only the direct relationship between the second-order factor procedural-interactional justice and turnover intention turned out to be significant. Study limitations and future research directions are discussed.