抄録
The present study explores the relationships between two dimensions of interactional justice (i.e., interpersonal and informational justice), upward communication, and leader–member exchange (LMX) as antecedents of turnover intention. The mechanism of the relationship between these three variables (i.e., interpersonal and informational justice, upward communication, and LMX) as predictors of turnover intention has not been explored. This study
was based on a cross-sectional survey, and data were distributed online and collected in December 2022 by a research organization contractor. The subjects included 400 Japanese nonmanufacturing white-collar workers. For hypothesis testing, covariance structure analysis - structural equation modelling（CSA-SEM) and bootstrap tests were performed. Interviews were also conducted with three Japanese male employees for 60–90 minutes in January 2024. As a result of the quantitative data analysis, Affect, Loyalty and Professional Respect LMX partially mediates the relationships between informational justice and upward communication and fully mediates the relationships between interpersonal and informational justice and turnover intention. Contribution LMX partially mediates the relationships between informational justice and upward communication and fully mediates the relationships between informational justice and turnover intention. The qualitative data confirmed the relationship between interactional justice and LMX and between LMX and upward communication. This study also revealed that of the three predictors (LMX, two dimensions of interactional justice, and upward communication), LMX is the most important factor in decreasing turnover intention: only LMX was directly related to turnover intention, interactional
justice affected turnover intention only through LMX, and upward communication was not related to turnover intention. Based on the results of the research, several academic and practical implications are presented.
https://ror.org/02rqvrp93 
