This study aims to investigate the influence of training justice – comprising procedural, distributive, informational and interpersonal training justice – on employees’ intention to stay and work engagement (vigour, dedication and absorption). It further examines the effect of work engagement on intention to stay and tests the mediating role of work engagement in the relationship between training justice and intention to stay.
Data were collected through an online, structured questionnaire from 526 employees working in the Indian IT industry. The proposed theoretical framework was tested using partial least squares structural equation modelling.
The results indicate that training justice has a significant positive effect on both intention to stay and work engagement. Work engagement was also found to positively influence intention to stay. In addition, the findings confirm that work engagement fully mediates the relationship between training justice and intention to stay.
The cross-sectional design of the study limits the ability to draw causal inferences. Furthermore, the use of self-reported measures for training justice, work engagement and intention to stay may have introduced common method variance, potentially inflating the observed relationships.
The findings suggest that managers should ensure fairness in training practices – particularly distributive, procedural, informational and interpersonal training justice – to enhance employee work engagement and, in turn, strengthen their intention to stay with the organization.
This study extends the literature by examining training justice and its outcomes within the context of the Indian information technology industry. It provides empirical evidence of strong positive relationships among training justice, work engagement and intention to stay.
