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This study investigated organisational justice and employees’ engagement’s effect towards turnover intention among hospital employees in Malaysia. Primary data was used and obtained through self-administered survey questionnaire distributed manually to 100 respondents. This study developed hypothesis based on past research conducted and the hypothesis was tested to examine the relationship between predictors and the dependent variables. Using one analysis, i.e. Correlation analysis was conducted to ascertain the hypothesis and findings from the analysis revealed a weak positive but reverse significant relationship between predictors and dependent variable. Findings explained that both organisational justice and employees’ engagement demonstrated a low significant relationship towards turnover intention. Interestingly, this study found a reversed relationship between predictors and dependant variable. One unit increase in organisational justice resulted in one unit decrease in turnover intention and one unit increase in employee engagement also resulted in one unit decrease in turnover intention. The findings served as one of the important platforms for hospital’s management to understand the reasons of employees quitting or changing jobs in the perspective of organisational justice and employees’ engagement. Based on the findings, Management may embark on further improvement or enhancement is necessary for hospitals to embrace in reducing the intention to leave among hospital employees in Malaysia.

Organisational Justice and Employees’ Engagement Towards Turnover Intention. An Explanatory Study Among Hospital Employees in Malaysia