This study investigated the relationship between organizational justice, organizational climate, and voluntary turnover intention in Nigerian public organizations. A total of 389 employees participated in the study, comprising 55% males and 45% females, with diverse age groups. Data were analyzed using descriptive statistics, Pearson’s product-moment correlation, and an independent samples t-test. Findings from the first hypothesis revealed no significant relationship between the dimensions of organizational justice distributive, procedural, interpersonal, and informative justice and voluntary turnover intention, suggesting that employees’ fairness perceptions did not predict their intention to leave. However, results for the second hypothesis showed significant relationships between several dimensions of organizational climate and turnover intention. Vision (r = .187, p < .01) and information sharing (r = .098, p < .05) were positively associated with turnover intention, while safety and influence (r = –.120, p < .05) and support for innovation (r = –.124, p < .05) displayed negative associations. These outcomes imply that certain aspects of the work environment influence employees’ intentions to leave public organizations. The third hypothesis revealed a significant gender difference in voluntary turnover intention. Female employees reported significantly higher turnover intention (M = 17.86, SD = 2.46) compared to their male counterparts (M = 11.15, SD = 1.79), t(409) = –32.00, p < .001. Overall, the study concludes that while organizational justice does not significantly predict voluntary turnover intention, aspects of organizational climate and gender differences play critical roles in shaping employees’ intentions to leave public organizations in Nigeria. The findings underscore the importance of creating psychologically safe work environments, strengthening innovation-supportive cultures, and addressing gender-related workplace challenges in order to improve retention outcomes in Nigerian public organizations.