This article systematically reviews the literature related to investigations of the relationship between organisational justice and turnover intention among employees in hospital settings. The results outline an intricate relationship between these factors, highlighting key findings and future research directions. The outcomes of the review suggest that, while existing literature has made initial strides in establishing a theoretical foundation to understand this connection, it emphasises the need for a more inclusive, holistic, and integrated approach in future research. Thus, several future research approaches are recommended: (1) Research design: (i) conduct longitudinal studies to explore the extent to which the dynamics of justice practices influence turnover intention over time, and (ii) perform more in-depth research using a mixed-method approach; (2) Research population and sampling: (i) broaden participation by including other specific medical professionals instead of focusing heavily on a particular group (e.g., nurses), and (ii) adopt more representative sampling procedures for greater generalisability of findings; (3) Research framework: (i) investigate distinct organisational justice components to gain nuanced insights and advance theoretical understanding of contextual dynamics, (ii) address the lack of studies focusing on the negative determinants related to these variables, and (iii) explore additional mediating and moderating variables between organisational justice and turnover intention. Future research considering these recommendations is essential to provide a more integrated and comprehensive understanding of how organisational justice influences turnover intention, enabling healthcare organisations to develop more effective strategies for employee retention and improving overall workforce stability.