This study examines the influence of perceived organizational justice on employees’ turnover intention, with a focus on the mediating role of organizational dissent. It aims to identify the key factors contributing to turnover intention within the technology sector and to explore the interplay between organizational justice and organizational dissent in shaping this outcome. A quantitative approach was employed, with data gathered through surveys administered to white-collar employees working in technology companies in Istanbul. The study sample comprised 402 participants. The findings reveal an inverse relationship between perceived organizational justice and turnover intention, indicating that lower perceptions of organizational justice correlate with higher turnover intention. Additionally, organizational dissent was found to significantly impact turnover intention, with perceived organizational justice acting as a mediator in this relationship. The results underscore the critical role of organizational justice in fostering job satisfaction and employee commitment, thereby reducing turnover intention in the technology sector. These findings are consistent with existing literature on the relationship between organizational justice and turnover intention, offering valuable insights into the factors influencing employee retention in high-tech industries. The implications for organizational management are discussed, particularly in terms of the importance of promoting fairness and addressing dissent in order to retain talent within technology firms.
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