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The study shows how the satisfaction with practices of Human Resources Management (HRM) predicts turnover intentions both directly and through the mediating role of organizational justice. A sample comprising 462 individuals from 26 public and private organizations operating in Cape Verde was collected. The main findings are the following: (a) Satisfaction with HRM practices predicts four dimensions of organizational justice (distributive, procedural, interpersonal and informational); (b) Distributive justice and interpersonal justice predict turnover intentions; and (c) Satisfaction with HRM practices predicts turnover intentions both directly and through the mediating role of distributive and interpersonal justice. In spite of study limitations, the empirical evidence suggests that individuals who are more satisfied with several HRM practices of their organizations tend to have better perceptions of organizational justice that, in turn, implies more likely retention of talent in organizations. [ABSTRACT FROM AUTHOR]