The Relationship between Organizational Justice and Employee Turn-over Intention: the Mediating Role of Organizational Silence Climate, Job Involvement and Burnout

Subject Areas : مدیریت

Sayed Ali Koushazadeh ¹ , Fatemeh Koushazadeh ^{2 *}

1 - دانشجوی دکتری مدیریت منابع انسانی، دانشکده علوم اداری و اقتصادی دانشگاه فردوسی، مشهد، ایران
2 - کارشناسی ارشد مدیریت آموزشی، دانشکده علوم انسانی، دانشگاه آزاد اسلامی، واحد بجنورد، بجنورد، ایران (عهده¬دار مکاتبات)

Received: 2013-03-11 Accepted : 2013-12-10 Published : 2014-05-22

Keywords: Job Involvement, Organizational Justice, Organizational Silence Climate, Burnout, Turnover Intention,

Abstract :

Today, the role and place of employees as human capital and potential factors in creating sustainable competitive advantage for organizations is increasingly understood by manager. Hence, some research has been done to identify the factors that influence attitudes and behaviors of employees and, as a result, individual and organizational performance. In this regard, the aim of the present study was to identify the causative relations between organizational variables related to the employees including perceived organizational justice, organizational silence climate, job involvement, and burnout and turnover intention. The instrument for data collection and measurement of variables were questionnaires and stratified random sampling of the employee society of a public organization within Khorasan Razavi. The results of correlation analysis indicate a meaningful correlation between all variables studied. In addition, the results of path analysis show that organizational justice tends not only to predict employee turnover intention directly, but also through intermediate variables including organizational silence climate, job involvement and burnout.