This study aims to propose a double-mediation effect of organizational justice and affective commitment (AC) through which responsible leadership (RL) influences to reduce turnover intention (TI).
The association between responsible leadership and TI, as well as the double-mediating effect of organizational justice and AC, was investigated using an integrated model. Structural equation modeling and Process Macro were used to validate the hypothesized correlations by analyzing the responses of 391 employees working in the Indian health-care sector.
The outcomes revealed a significant positive association between responsible leadership, organizational justice and AC, as well as a negative association between organizational justice, AC and TI. Moreover, the findings verified the association between responsible leadership and TI.
This study explored the double-mediating impact of organizational justice and AC on the association between responsible leadership and TI. It also supports the expert in guiding and performing the policy review as an outcome of this relationship.
The primary theoretical contribution of this study is to examine the relationship between RL and TI. This study examined the role of organizational justice (OJ) and AC as double mediators in the relationship between RL and TIs. Moreover, it has significant effects on the development of literature about RL, OJ, AC and TI.
