The Effect of Perceived Organizational Justice n Turnover Intention by Mediating Perceived Organizational Identification, Organizational Support, and Job Satisfaction
Subject Areas : Educationalali koushazade 1 , abolfazl azizabadi 2
1 - دانشجوی دکتری مدیریت منابع انسانی، دانشگاه فردوسی مشهد
2 - دانشجوی دکتری مدیریت رفتار سازمانی، دانشگاه فردوسی مشهد
Keywords: Job satisfaction, Turnover Intention, Organizational Justice, organizational identification, organizational support,
Abstract :
The goal of this study was to investigate the effect of perceived organizational justice (POJ) on perceived turnover intention (PTI) with the mediating effect of perceived organizational identification (POI), organizational support (POS) , and job satisfaction (PJS) in a public organization in east of Iran. The type of research was applicational & descriptive, and research method was correlational based on path analysis. From 870 employees of the organization, 270 persons selected by stratified random sampling based on Krejcie & Morgan (1970) sampling table. Measurment and collecting data instruments were : Perceived D istributional Justice (Kim, Moon, and Tikoo, 2004 ), Procedural and Interactional Juctice ( Tabarsa , Esmaeli Givi and Esmaeli Givi , 1389s.c./2016), POI (Mael and Ashforth, 1992), POS (Edwards, 2009), PJS (Spector, 1985), and PTI (Sager, Griffeth and Hom, 1998). Data were analyzed by Pearson correlation and path analysis method by LISREL software. Findings revealed acceptable correlation between all variables in the study, and all hypotheses in all following pathes were confirmed (P < 0.05): included: positive effect of perceived organizational justice on perceived organizational identification, and perceived organizational justice on job satisfaction, perceived organizational justice on organizational support, organizational support on job satisfaction, perceived organizational identification on job satisfaction, and negative effect of organizational support on perceived turnover intention, perceived organizational identification on perceived turnover intention, and job satisfaction on perceived turnover intention. It means POJ (in order of beta) can separatly predict turnover intention from mediating role of organizational support, job satisfaction and organizational identification.
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