This study unveils the mediating mechanism and explores the role of organizational trust in the link between organizational justice and turnover intention among female employees in the banking industry. For this purpose, we gathered data from 336 female workers employed at a Tunisian prominent bank, encompassing both head office and branch locations dispersed throughout the country. Our study analyzed the data using AMOS statistical software version 25 and confirmed our research hypotheses. Our findings showed that procedural justice and interactional justice positively influence organizational trust, while they both have a negative impact on turnover intention among female employees. Furthermore, organizational trust significantly and negatively influences female employees’ turnover intention. Ultimately, we have demonstrated that organizational trust completely mediates the link between procedural and interactional justice and female employees’ turnover intention. This highlights the significance of organizational trust in conditioning the relationships linking procedural and interactional justice to turnover intention among female employees. Hence, top management should put more emphasis on building organisational trust among their female employees to ensure positive attitude and behaviour. Other implications for practitioners and researchers are elaborated.

Aliane, N., Gharbi, H., Ayad, T. H., et al. (2023). Be A Teacher and Shut Up: When The Violation of The Psychological Contract Stands as A Perfect Mediator in the Relationship Between Sexual Harassment and Continuous Commitment. Journal of Law and Sustainable Development, 11(12), e2205. https://doi.org/10.55908/sdgs.v11i12.2205

Balkan, M. O., Serin, A. E., Soran, S. (2014). The relationship between trust, turnover intentions and emotions: An application. Eur. Sci. J. x, 10, 73–85.

Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173–1182. https://doi.org/10.1037/0022-3514.51.6.1173

Ben Saad, M. N. (2023). Tunisians see gender-based violence as a priority, but domestic violence as a private matter (French). Available online: https://www.afrobarometer.org/wp-content/uploads/2023/03/AD601-Tunisiens-considerent-la-violence-domestique-comme-une-affaire-privee-Afrobarometer-9mars23.pdf (accessed on 10 January 2024).

Berrey, E., Nelson, R. L., & Nielsen, L. B. (2017). Rights on trial: how workplace discrimination law perpetuates inequality. Chicago: University of Chicago Press.

Bies, R. J., & Moag, J. S. (1986). Interactional Justice: Communication Criteria of Fairness. Research on Negotiation in Organizations. Greenwich Press.

Bies, R. J., Shapiro, D. L., & Cummings, L. L. (1988). Causal Accounts and Managing Organizational Conflict. Communication Research, 15(4), 381–399. https://doi.org/10.1177/009365088015004003

Blau, P. M. (1964). Exchange and Power in Social Life. New York: John Wiley & Sons.

Bryman, A., & Cramer, D. (2012). Quantitative data analysis with IBM SPSS (21): A guide for social scientists Rutledge.

Butler, J. K. (1991). Toward Understanding and Measuring Conditions of Trust: Evolution of a Conditions of Trust Inventory. Journal of Management, 17(3), 643–663. https://doi.org/10.1177/014920639101700307

Cohen-Charash, Y., & Spector, P. E. (2001). The Role of Justice in Organizations: A Meta-Analysis. Organizational Behavior and Human Decision Processes, 86(2), 278–321. https://doi.org/10.1006/obhd.2001.2958

Colle, R., Peretti, J. M., Cerdin, J. L. (2005). Employee loyalty through à la carte business (French). Rev. Gest. Ressour. Hum., 55, 2–21.

Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386–400. https://doi.org/10.1037/0021-9010.86.3.386

Colquitt, J. A., Conlon, D. E., Wesson, M. J., et al. (2001). Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86(3), 425–445. https://doi.org/10.1037/0021-9010.86.3.425

Courcy, F., Morin, A. J. S., & Madore, I. (2016). The Effects of Exposure to Psychological Violence in the Workplace on Commitment and Turnover Intentions: The Moderating Role of Social Support and Role Stressors. Journal of Interpersonal Violence, 34(19), 4162–4190. https://doi.org/10.1177/0886260516674201

Crone, L., Auzoult, L., Brunel, L., et al. (2023). The mediating effect of burnout and psychological violence in the process of self-objectification at work (French). Psychologie Du Travail et Des Organisations, 29(1), 31–41. https://doi.org/10.1016/j.pto.2022.08.001

Crone, L., Auzoult, L., Brunel, L., et al. (2023). The mediating effect of burnout and psychological violence in the process of self-objectification at work (French). Psychologie Du Travail et Des Organisations, 29(1), 31–41. https://doi.org/10.1016/j.pto.2022.08.001

Cropanzano, R., Bowen, D. E., & Gilliland, S. W. (2007). The Management of Organizational Justice. Academy of Management Perspectives, 21(4), 34–48. https://doi.org/10.5465/amp.2007.27895338

Daileyl, R. C., & Kirk, D. J. (1992). Distributive and Procedural Justice as Antecedents of Job Dissatisfaction and Intent to Turnover. Human Relations, 45(3), 305–317. https://doi.org/10.1177/001872679204500306

Edrees, H. N. E., Sobaih, A. E. E., Gharbi, H., et al. (2023). The Influences of Procedural Justice on Turnover Intention and Social Loafing Behavior among Hotel Employees. Journal of Risk and Financial Management, 16(2), 75. https://doi.org/10.3390/jrfm16020075

Eriksson, A., Jutengren, G., & Dellve, L. (2021). Job demands and functional resources moderating assistant and Registered Nurses’ intention to leave. Nursing Open, 8(2), 870–881. Portico. https://doi.org/10.1002/nop2.694

Folger, R. (1987). Distributive and procedural justice in the workplace. Social Justice Research, 1(2), 143–159. https://doi.org/10.1007/bf01048013

Folger, R., & Cropanzano, R. (1998). Organizational Justice and Human Resource Management. https://doi.org/10.4135/9781452225777

Fornell, C., & Larcker, D. F. (1981). Evaluating Structural Equation Models with Unobservable Variables and Measurement Error. Journal of Marketing Research, 18(1), 39–50. https://doi.org/10.1177/002224378101800104

Gabarro, & Athos. (1978). Interpersonal relations and communications. NY: Prentice-Hall.

Gharbi, H., & Ayed, T. (2012). The Trust as a Necessary Condition but Not Sufficient for the Psychological Contract. The Journal of Human Resources Management Research, 1–15. https://doi.org/10.5171/2012.951574

Gharbi, H., & E. Sobaih, A. E. (2023). Developing and Validating a Scale for Measuring Sexual Harassment in Higher Education. Dirasat: Human and Social Sciences, 50(1), 186–198. https://doi.org/10.35516/hum.v50i1.4399

Gharbi, H., Aliane, N., & Sobaih, A. E. E. (2022b). I Trust You: Does This Matter in the Relationship between Sexual Harassment, Continuous Commitment and Intention to Leave among Young Female Healthcare Professionals? International Journal of Environmental Research and Public Health, 19(5), 2843. https://doi.org/10.3390/ijerph19052843

Gharbi, H., Aliane, N., Al Falah, K. A., et al. (2022a). You Really Affect Me: The Role of Social Influence in the Relationship between Procedural Justice and Turnover Intention. International Journal of Environmental Research and Public Health, 19(9), 5162. https://doi.org/10.3390/ijerph19095162

Gharbi, H., Sobaih, A. E. E., Aliane, N., et al. (2022c). The Role of Innovation Capacities in the Relationship between Green Human Resource Management and Competitive Advantage in the Saudi Food Industry: Does Gender of Entrepreneurs Really Matter? Agriculture, 12(6), 857. https://doi.org/10.3390/agriculture12060857

Gharbi, H., Touzi, W., & Aliane, N. (2023). Exploring the relationship between procedural justice and turnover intention: The mediating effects of social influence and psychological Safety. The Journal of Modern Project Management, 11(2), 99–113.

Gillet, N., Forest, J., Girouard, S., et al. (2015). Organizational justice and intentions to leave: The mediating role of eudemonic well-being (French). Revue Québécoise de Psychologie, 36, 127–144.

Greenberg, J. (1987). A Taxonomy of Organizational Justice Theories. The Academy of Management Review, 12(1), 9. https://doi.org/10.2307/257990

Greenberg, J. (1993). Stealing in the name of justice. Organizational Behavior and human Decision Processes. In: Greenberg, J. (editors). The quest for the justice on the job and experiments. Thousand Oaks, CA: Sage Publicatuions. pp. 81–103.

Hair, J. F., Hult, G. T. M., Ringle, C. M., et al. (2014). A primer on partial least squares structural equation modeling (PLS-SEM). Thousand Oaks: Sage.

Hershcovis, M. S., Vranjes, I., Berdahl, J. L., et al. (2021). See no evil, hear no evil, speak no evil: Theorizing network silence around sexual harassment. Journal of Applied Psychology, 106(12), 1834–1847. https://doi.org/10.1037/apl0000861

Hom, P. W., Lee, T. W., Shaw, J. D., et al. (2017). One hundred years of employee turnover theory and research. Journal of Applied Psychology, 102(3), 530–545. https://doi.org/10.1037/apl0000103

Janiczek, M., d’Hoore, W., & Vas, A. (2012). Understanding organizational justice in the context of change: an exploratory study in a hospital setting (French). Question(s) de Management, (1), 97–115. https://doi.org/10.3917/qdm.121.0097

Joreskog, K. G. (1988). Analysis of Covariance Structures. In: The Handbook of Multivariate Experimental Psychology. New York: Plenum Press. pp. 207–230.

Jôreskog, K., Sorbom, D. (1994). LISREL, A Guide of the Program and Applications. SPSS Inc.: Chicago, IL, USA.

Kickul, J., Lester, S. W., & Finkl, J. (2002). Promise breaking during radical organizational change: do justice interventions make a difference? Journal of Organizational Behavior, 23(4), 469–488. https://doi.org/10.1002/job.151

Kline, P. (2015). A handbook of test construction (psychology revivals): introduction to psychometric design. Routledge.

Konovsky, M. A., & Pugh, S. D. (1994). CITIZENSHIP BEHAVIOR AND SOCIAL EXCHANGE. Academy of Management Journal, 37(3), 656–669. https://doi.org/10.2307/256704

Kotter, J. P. (1973). The Psychological Contract: Managing the Joining-up Process. California Management Review, 15(3), 91–99. https://doi.org/10.2307/41164442

Laufer, J. (2004). Women and careers: the glass ceiling question (French). Revue Française de Gestion, 30(151), 117–128. https://doi.org/10.3166/rfg.151.117-128

Lerner, M. J. (1977). The justice motive: Some hypotheses as to its origins and forms. Journal of Personality, 45(1), 1–52. https://doi.org/10.1111/j.1467-6494.1977.tb00591.x

Leventhal, G. S., Karusa, J., & Fry, W. R. (1980). Beyond Fairness: A Theory of Allocation Preferences. In: Justice and Social Interactions. New York: Springer-Verlag. pp. 167–218.

Mamlouk, Z. (1995). From human resources management to people management (French).

Manville, C. (2003). HRM practices and employment relations: the contribution of organizational justice theories (French). Actes du congrès de l’AGRH, 1821–1836.

Masterson, S. S., Lewis, K., Goldman, B. M., et al. (2000). Integrating justice and social exchange: the differing effects of fair procedures and treatment on work relationships. Academy of Management Journal, 43(4), 738–748. https://doi.org/10.2307/1556364

McFarlin, D. B., & Sweeney, P. D. (1992). Research notes. Distributive and procedural justice as predictors of satisfaction with personal and organizational outcomes. Academy of Management Journal, 35(3), 626–637. https://doi.org/10.2307/256489

Murphy, E. C., Han, S., Keskes, H., et al. (2024). Driven out: women’s employment, the transport sector and social reproduction in Grand Tunis. Journal of Gender Studies, 33(3), 341–356. https://doi.org/10.1080/09589236.2023.2258075

Niehoff, B. P., & Moorman, R. H. (1993). Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior. Academy of Management Journal, 36(3), 527–556. https://doi.org/10.2307/256591

Nunnally, J. C. (1978). Psychometric theory. New York, Mc Graw-Hill.

Peretti, J. M. (2004). The keys to corporate equity (French). Paris, Editions d’Organisation.

Rabier, M. (2016). The leaden skies of employers' organizations (French). Travail, Genre et Sociétés, 35(1), 87–105. https://doi.org/10.3917/tgs.035.0087

Rasool, S. F., Wang, M., Zhang, Y., et al. (2020). Sustainable Work Performance: The Roles of Workplace Violence and Occupational Stress. International Journal of Environmental Research and Public Health, 17(3), 912. https://doi.org/10.3390/ijerph17030912

Reçica, L. F., Dogan, A. (2019). The Relationship between Job Satisfaction, Organizational Trust and Intention to leave the Job: A Comparative Study between Kosovo and Turkey. Acta Univ. Danub. Oeconomica, 15, 173–189.

Robinson, S. L., & Rousseau, D. M. (1994). Violating the psychological contract: Not the exception but the norm. Journal of Organizational Behavior, 15(3), 245–259. https://doi.org/10.1002/job.4030150306

Roussel, P., Durrieu, F., Campoy, E., El Akremi, A. (2002). Structural Equation Methods: Research and Applications in Management (French). Economica: Paris, France.

Saussois, J. M. (2000). From mistrust to trust in management literature (French). In: Orillard, M. (editor). La confiance en question, L’harmattan. pp. 395–406.

Singh, V., & Singh, M. (2018). A burnout model of job crafting: Multiple mediator effects on job performance. IIMB Management Review, 30(4), 305–315. https://doi.org/10.1016/j.iimb.2018.05.001

Sobaih, A. E. E., Abu Elnasr, A. E. (2024). Challenges to Cracking the Glass Ceiling among Saudi Women in the Tourism Industry. Tourism and Hospitality, 5, 203–224. https://doi.org/10.3390/tourhosp5010014

Sobaih, A. E. E., Hasanein, A. M., Aliedan, M. M., et al. (2022). The impact of transactional and transformational leadership on employee intention to stay in deluxe hotels: Mediating role of organisational commitment. Tourism and Hospitality Research, 22(3), 257–270.‏

Sobaih, A. E., Gharbi, H., & Elnasr, A. E. A. (2022). Do You Feel Safe Here? The Role of Psychological Safety in the Relationship between Transformational Leadership and Turnover Intention Amid COVID-19 Pandemic. Journal of Risk and Financial Management, 15, 340. https://doi.org/10.3390/ jrfm15080340

Stapinski, P., & Gamian-Wilk, M. (2023). Dealing with employees’ frustration in time saves your company from workplace bullying: The mediating roles of frustration and a hostile climate in the relationship between role stress and exposure to workplace bullying. Cogent Business & Management, 11(1). https://doi.org/10.1080/23311975.2023.2292775

Thibaut, J., & Walker, L. (1975). Procedural justice: A psychological analysis. Hillsdale, N.J.: Lawrence Erlbaum.

Tyler, T. R., & Bies, R. J. (2015). Beyond Formal Procedures: The Interpersonal Context of Procedural Justice. Applied Social Psychology and Organizational Settings, 77–98. https://doi.org/10.4324/9781315728377-4

Ybema, J. F., & van den Bos, K. (2010). Effects of organizational justice on depressive symptoms and sickness absence: A longitudinal perspective. Social Science & Medicine, 70(10), 1609–1617. https://doi.org/10.1016/j.socscimed.2010.01.027