Аннотация
The Retention-Migration Paradox is an emerging organizational and socio-economic paradox as talented individuals consider migration options when assessing the opportunities available at home. This study explored the relationship between career opportunities and brain drain intentions of skilled professionals and the organizational justice. The research design adopted was a quantitative research design, cross-sectional and samples of 300 professionals from various organizational sectors. Structured Likert-type items were used to measure Career Opportunities, Organizational Justice, and Brain Drain Intentions. To analyse the relations between the variables of the study, descriptive statistics, Pearson correlation and multiple linear regression were used. It was found that, Career Opportunities (M = 3.71, SD = 0.76) and Organizational Justice (M = 3.64, SD = 0.79) were rated relatively positively, and Brain Drain Intentions was rated moderately (M = 3.42, SD = 0.83). Career Opportunities and Brain Drain Intentions showed statistically significant negative correlation (r = -0.58, p < .001) and Organizational Justice and Brain Drain Intentions showed statistically significant negative correlation (r = -0.51, p < .001) based on the correlation analysis. Career Opportunities was also found to have a significant negative relation with Brain Drain Intentions (BDI) (β = -0.43, p < .001) using regression analysis, and so was Organizational Justice (β = -0.32, p < .001). Brain Drain Intentions (R² = .468) were 46.8% explained by the model. The study results emphasised that improved career opportunities and equity within the organisations can be a key factor in employee retention and in the lowered intention to move in an organisation which may have practical implications for organisational policymakers and retention policies. References Agyemang, C. B., et al. (2025). Perceived organisational injustices and academic staff turnover intentions in Ghanaian technical universities. Social Sciences & Humanities Open, 11, 101278. https://doi.org/10.1016/j.ssaho.2025.101278 Alili, M. Z., King, R., & Memeti, M. (2024). The migration intentions of university staff in North Macedonia: A potential brain drain? Eastern European Economics, 62(5), 633–649. https://doi.org/10.1080/00128775.2023.2225494 Amin, M., Shahwar, M., Hussain, Z., Farooq, S. M. W., & Iqbal, J. (2024). The effect of work environment, organizational justice, and job embeddedness on turnover intention of Pakistan's textile production employees: The mediating role of work engagement. Pakistan Journal of Humanities and Social Sciences, 12(3), 2492–2508. https://doi.org/10.52131/pjhss.2024.v12i3.2404 Bhardwaj, B., & Sharma, D. (2023). Migration of skilled professionals across the border: Brain drain or brain gain? European Management Journal, 41(6), 1021–1033. https://doi.org/10.1016/j.emj.2022.12.011 Eshadi, S. H. A. H., & Lakchan, U. G. C. (2025). The effect of institutional injustice on intention to migration among employees in Sri Lanka with the moderation effect of job entrenchment. Sri Lankan Journal of Business Economics, 14(2). https://doi.org/10.31357/sljbe.v14.8670 Goh, A. J., & Muda, A. L. (2023). The effect of career growth on employee turnover intention in Sarawak construction industry. Journal of Cognitive Sciences and Human Development, 9(2), 133–150. https://doi.org/10.33736/jcshd.5879.2023 Haliansyah, Saluy, A. B., Kasmir, & Nurhayati, M. (2024). Career development strategies in maintaining turnover intention through organizational commitment. Organizacija, 57(3), 238–248. https://doi.org/10.2478/orga-2024-0017 Harshani, M. D. R. (2026). "Justice on brain drain": Does talent migration get affected by perceived justice and perceived organizational politics? Sri Lankan Journal of Human Resource Management, 16(2). https://doi.org/10.31357/sljhrm.v16.9156 Huo, M.-L. (2021). Career growth opportunities, thriving at work and career outcomes: Can COVID-19 anxiety make a difference? Journal of Hospitality and Tourism Management, 48, 174–181. https://doi.org/10.1016/j.jhtm.2021.06.007 Hwang, E., & Yi, Y. (2022). Workplace spirituality and organizational justice in turnover intention of mental health professionals at small-sized centres. Journal of Nursing Management, 30(1), 328–335. https://doi.org/10.1111/jonm.13459 Lee, J., et al. (2025). The effects of Generation Z's perception of organizational justice on turnover intention: The mediating effect of employee experience and the moderated mediating effect of career development support. HRD Research, 27(4), 73–98. https://doi.org/10.18211/kjhrdq.2025.27.4.003 Liu, R., & Ibrahim, H. (2024). Relationships between leadership style, career development, work stress, and turnover intention in a high-tech industry: Moderating role of psychological contract. Problems and Perspectives in Management, 22(4), 253–267. https://doi.org/10.21511/ppm.22(4).2024.20 Logendran, M., Yogeswaran, T., & Vijayarajah, V. (2024). Impact of organizational injustice on migration intention of skilled workforce in Sri Lanka with the moderation of job embeddedness. Kelaniya Journal of Human Resource Management, 19(1), 39–51. https://doi.org/10.4038/kjhrm.v19i1.135 Mao, Y., Latukha, M., & Selivanovskikh, L. (2022). From brain drain to brain gain in emerging markets: Exploring the new agenda for global talent management in talent migration. European Journal of International Management, 17(4), 564–582. https://doi.org/10.1504/EJIM.2022.123221 Mengstie, M. M. (2020). Perceived organizational justice and turnover intention among hospital healthcare workers. BMC Psychology, 8, Article 19. https://doi.org/10.1186/s40359-020-0387-8 Moon, K.-K., Lim, J., & Kim, J.-S. (2024). Examining the effect of organizational justice on turnover intention and the moderating role of generational differences: Evidence from Korean public employees. Sustainability, 16(6), 2454. https://doi.org/10.3390/su16062454 Nadeem-Uz-Zaman, N., Ahmed, T., Ramayah, T., Khalid, Z., & Asad, M. (2022). Career stages at the bottom line: Revisiting the relationship between organizational justice and turnover intentions. Human Systems Management, 41(1), 155–172. https://doi.org/10.3233/HSM-211205 Nantamu, S., Grazi, A., & Cromie, S. (2025). Testing turnover intentions and organizational justice on servant leadership: A validation of the servant leadership survey scale in sub-Saharan Africa. Leadership in Health Services, 38(5), 16–34. https://doi.org/10.1108/LHS-05-2024-0048 Özkan, A. H. (2023). Organizational justice perceptions and turnover intention: A meta-analytic review. Kybernetes, 52(8), 2886–2899. https://doi.org/10.1108/K-01-2022-0119 Pérez-Armendáriz, C., et al. (2025). The determinants of brain drain and the role of citizenship in skilled migration. Social Sciences, 14(3), 132. https://doi.org/10.3390/socsci14030132 Shakir, M., Altaf, A., Irshad, H. A., Khan, M. A. A., & Enam, S. A. (2024). Brain drain: A cross-sectional study evaluating migration intentions of neurosurgery trainees in Pakistan. Asian Journal of Neurosurgery, 19(2), 160–167. https://doi.org/10.1055/s-0043-1778086 Wahyudi, S., & Saryatmo, M. A. (2024). Faktor-faktor yang memengaruhi turnover intention pada karyawan Generasi Z yang bekerja di Jakarta. Jurnal Manajemen Bisnis dan Kewirausahaan, 8(3), 621–634. https://doi.org/10.24912/jmbk.v8i3.30222 Zhao, S., Ma, Z., Li, H., & Wang, Z. (2024). The impact of organizational justice on turnover intention among primary healthcare workers: The mediating role of work motivation. Risk Management and Healthcare Policy, 17, 3017–3028. https://doi.org/10.2147/RMHP.S486535 Zhu, L., & Yang, H. (2024). Protean career orientation to turnover intentions: Moderating roles of current organizational career growth and future organizational career growth prospect. Career Development International, 29(2), 234–250. https://doi.org/10.1108/CDI-07-2023-0249