The issue of high turnover intention among academicians in private universities of Bangladesh has been a major concern for the higher education sector. Therefore, understanding the factors that contribute to high turnover intention among academicians in private universities is crucial. This study aims to examine the relationships between procedural justice, distributive justice, perceived organizational support, and turnover intention among the academicians of private universities in Bangladesh. The study will also explore how organizational commitment mediates these relationships. This study proposes a conceptual framework that draws on relevant literature and key theories (equity theory, social exchange theory, and organizational support theory) in the field of organizational attitudes and behavior to analyze these relationships. The study will use a quantitative method to test the proposed framework, and data analysis will be conducted using SmartPLS. The findings of this study are expected to have significant implications for educational leaders and stakeholders in private universities. They can utilize these results to create organizational policies and programs that promote employee commitment, fairness, and organizational support, all of which play a vital role in reducing turnover intentions.
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