Pay transparency, job turnover intentions and the mediating role of perceived organizational support and organizational justice

Purpose Despite widespread media attention and growing interest from researchers, pay transparency remains an under-studied field of research its impact on organizational outcomes like job turnover is not well understood. This study explores the intentions through mediating effect perceived support (POS) justice. Design/methodology/approach Data quantitative surveys conducted with 299 employees at four South African organizations different practices were used to test conceptual model impacting mediators POS Findings The authors found a weak negative relationship between role variables was confirmed. Unexpectedly, organization emerged as key variable. Controlling for type showed that direct became insignificant, indicating stronger factors, which are just one. Originality/value Identifying contextual (organizational) dimension extends understanding this concept has implications practice. also makes methodological contribution by demonstrating value linking respondent data particular when researching transparency.