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This study examined the functional relationship between workplace-terrorism dimensions and employees’ intention to quit. It explored three related human resource management theories, specifically, reciprocity theory, labour process theory, and need theory to conceptualise a model of workplace-terrorism and employees’ intention to quit (WTE & EIQ model) having organisational justice as moderating factor. Reciprocity and labour process theories being the underpinning theories in the study were interpolated into explaining the concept of workplace-terrorism and quitting intentions. It was concluded in a supportive mode that reciprocity and labour process theory view workplace-terrorism as a form of management control technique adopted or adapted by organisations to enable maximum extraction of surplus from labour. The model was designed to serve as a working tool for solving organisational challenges in the administration of justice and fairness as it pertains to employees’ relational problems at the various level of management in the workplace.

Model Analysis of Workplace-Terrorism: A Tool for Assessing the Changing Nature of Workplace and Workforce Quitting Intention