ORGANIZATIONAL JUSTICE AS PREDICTOR OF EMPLOYEE TURNOVER INTENTION IN THE NIGERIA POLICE FORCE: EVIDENCE FROM THE FEDERAL CAPITAL TERRITORY (FCT) COMMAND

Abstract

Employee turnover intention remains a major challenge in law enforcement organizations, especially in developing countries where concerns about organizational justice are often pronounced. This study examines the predictive roles of distributive, procedural, and interactional justice on employee turnover intention among personnel of the Nigerian Police Force, with particular focus on the Federal Capital Territory (FCT) Command. Anchored on Organizational Justice Theory, the study adopts a quantitative research design and uses a structured questionnaire administered to officers drawn from a population of 5000 personnel from selected divisions within the FCT Command. Data are analyzed using descriptive statistics and multiple regression techniques to determine the extent to which the three dimensions of organizational justice predict turnover intention. The study revealed that perceptions of distributive, procedural, and interactional justice will significantly influence officers’ intention to leave the organization, with procedural and interactional justice having stronger predictive effects. The study contributes to the growing literature on organizational behaviour in paramilitary institutions and offers practical insights for police administrators and policymakers. Specifically, it highlights the importance of fair resource distribution, transparent decision-making processes, and respectful interpersonal treatment in reducing turnover intention and improving retention among police personnel. The study concludes that strengthening organizational justice can serve as an important human resource strategy for enhancing employee commitment and organizational stability within the Nigerian Police Force.