ArticleFrontiers in psychology2026
How organizational justice reduces turnover intention of Korean and non-Korean employees in South Korea: the mediating roles of organizational conflict and job satisfaction.
Article in Frontiers in psychology, 2026. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Not yet cited in PubMed.
What it found
Each row is one number read from the abstract, on the scale the paper reported it, with its interval. Left of the dashed line favours the treatment, right favours the comparator. Under each row is the sentence it came from. New to these charts? A ten-minute tutorial.
The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.
The trial behind it
Trials whose registry record cites this paper, or whose number appears in the abstract. A trial that started after this paper was published is citing it as background, not reporting it.
Neither the registry nor the abstract names a trial number. If this is a trial report, that itself is worth knowing.
Who cites it
0 citing papers in PubMed.
No citing paper in PubMed yet.
Corrections and comments
PubMed lists nothing against this paper. Absence here is not a guarantee, only a check that was made.
Authors and funding
3 authors.
Funding
No grant is acknowledged in the PubMed record.
Abstract
Introduction: The high turnover intention has a particularly negative impact on continuous organizational development in South Korea. This study explores the impact of organizational justice on turnover intention, examining the mediating roles of organizational conflict and job satisfaction among employees in foreign enterprises in Korea. It also examines whether these relationships differ by employee nationality. Methods: The non-probability convenience sampling method was employed to collect and analyze data from 775 employees working in foreign enterprises across the Seoul metropolitan area. Partial least squares structural equation modeling (PLS-SEM) was applied to test the proposed hypotheses. Further, a multi-group analysis (MGA) was conducted to investigate differences in all hypotheses between Korean and non-Korean groups. Results: The finding revealed that organizational justice positively influenced job satisfaction and negatively affected organizational conflict and turnover intention. Organizational conflict increased turnover intention, whereas job satisfaction reduced it. Both conflict and satisfaction partially mediated the justice-turnover intention link. The results of MGA revealed that most structural relationships were generally similar between Korean and non-Korean employees. However, differences were observed in selected structural relationships, particularly in the relationship between interactional justice and organizational conflict. It indicates the need for culturally responsive HR strategies. Discussion: This research contributes to the literature on factors influencing turnover intention in foreign enterprises in South Korea, while its limitations underscore the need for future studies to broaden and validate the findings across diverse contexts. From the findings, we offer contributions to talent management in multicultural settings, supporting more effective and inclusive workforce retention strategies.
Indexed as
Identifiers
What OpenQuestion holds
Registered trials
Read under generation 80e0d062 · epoch 390. Bibliography from PubMed, PubMed Central and OpenAlex; grants from NIH RePORTER; trial links from ClinicalTrials.gov; estimates, votes and beliefs from the OpenQuestion graph.