Abstract

The issue of fairness in human transactions and organisational interaction is indispensable for the retention of employees, but many organisations hardly take it seriously. This study was done to explore organisational justice perceptions and turnover intentions among employees of the Nigeria police academy Wudil, Kano, and verify how their perception of available employment opportunities moderates the relationship. A cross-sectional survey was carried out among 75 employees, comprising 70 males and five females of varying ages ranging from 25 to 57 with a mean age of 42.8 years, who responded to three standardised instruments: Organizational justice, perceived alternative employment opportunities, and turnover intention. Regression statistics, the Hayes process macro for SPSS was used for analysis via IBM SPSS (version 26). Results showed that perceived organisational justice was positively related but failed to significantly predict turnover intention (b=0.34, t=1.67, p =>0.05), contrary to earlier research literature. However, perceived alternative employment opportunities positively predicted significantly turnover intention (b=2.87, t=3.80, p=<0.001), and inversely moderated the relationship between perceived organisational justice and turnover intention (b=-0.09, t=2.98, p<.01) among the employees. It was concluded that employees who perceive higher alternative employment opportunities when perceived organisational justice is low were more likely to leave the organisation. The discussion was made in light of the findings and recommendations made.