Politics, Justice, and Trust: Examining the Influence of Perceived Organizational Politics, Organizational Justice and Leadership Trust on Employee Turnover

Author(s)	Mr. Roland Salvador Sunga
Country	Philippines
Abstract	This study examines how perceived organizational politics, organizational justice, and leadership trust relate to employee turnover intention. Using a quantitative-dominant mixed-methods design, data were gathered from 342 employees across different organizational settings and analyzed through PLS-SEM, supported by open-ended qualitative responses. The findings show that perceived organizational politics significantly predicts turnover intention, while organizational justice and leadership trust do not have significant direct effects on turnover intention. Employment tenure and employment status also influence selected relationships. The qualitative findings further show that favoritism, personal connections, career growth, compensation, leadership quality, and workplace environment shape employees’ decisions to stay or leave. The study highlights the importance of creating transparent, merit-based, and credible workplace systems to support employee retention.
Keywords	Perceived organizational politics, organizational justice, leadership trust, turnover intention, employee retention, mixed methods
Field	Business Administration
Published In	Volume 8, Issue 5, September-October 2026
Published On	2026-10-21
DOI	https://doi.org/10.36948/ijfmr.2026.v08i05.86713

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