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The objective of the present study was to investigate the relationship between organizational justice (procedural, interpersonal & distributive) perceived organizational politic and turnover intentions of employees at a workplace. Furthermore the research study exposed that organizational justice mitigates negative effects of perceived organizational politics can and turnover intentions of employees. Sample size of 100 was selected via random probability sampling out of 320 employees from main head office and all branches of bank of Khyber Peshawar KPK Pakistan. The conclusion drawn from the research study that organizational justice (procedural, interpersonal & distributive) has significantly related with perceived organizational politics and turnover intentions of employees at workplace.  So managing organizational politics is a very sensitive and critical issue, therefore the study will facilitate human resource managers to cope up with organizational politics and their negative outcomes. To manage the negative outcomes of organizational politics the HR managers should realize the   sensitivity of political environment inside organization. The future studies may include all dimensions of justice and other job outcomes with a bigger sample size in order to increase the generalizability of results.

Organizational justice mitigates adverse effects of perceived organizational politics on employeeâ€™s turnover intentions at workplace