The current study investigated the moderating roles of age and trust in the relation of procedural justice with turnover. It was expected that the relation between procedural justice and turnover was weaker for older workers and those with high prior trust in their leader. Older workers are better at regulating their emotions, and focus more on positive aspects of their relationships with others, and therefore react less intensely to unfair treatment. Moreover, people with high trust are more likely to attribute unfair treatment to circumstances instead of deliberate intention than people with low trust. Finally, we expected a three‐way interaction between age, trust, and procedural justice in relation to turnover, where older workers with high trust would have less strong reactions than younger workers and older workers with low trust. Results from a three‐wave longitudinal survey among 1,597 Dutch employees indeed revealed significant interactions between trust and procedural justice in relation to turnover. Furthermore, the three‐way interaction was significant, with negative relations for younger workers, but a non‐significant relation was found for older workers with low trust. Contrary to expectations, negative relations were found between procedural justice and turnover for older workers with high trust.
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