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Research Article Open Access
This paper intends to evaluate relationship between organizational justice and intention to leave in employees of Sport and Youth Head Office of Tehran in Iran. This was a cross sectional and population based study as the sample population included all employees of Sport and Youth Head Office of Tehran (N=180). There were two questionnaires used for data collection including Chester & Tad (2007) organizational justice questionnaire and Kaman (et al 1979) questionnaire to measure intention to leave. The content and face validity of questionnaires were specified by the specialists and professors of Sport Management. The internal consistency of organizational justice and intention to leave questionnaires were tested by Cronbach's alpha and estimated to be 0.94 and 0.84, respectively. Descriptive statistics, kolmogorov smirnov test, Spearman correlation coefficient and multiple regression analyses were used for data analyses. Results showed a negative and significant relationship between organizational justice and intention to leave in employees (r=-0.2, P=0.03). Furthermore, there was a negative and significant association between distribution justice (r=-0.193, P=0.037) and interaction justice (r=-0.230, P≤0.01) with intention to leave. The results of regression analysis showed that distribution justice predict intention to leave of employees. In conclusion, the better justice by organization managers, the lower intention to leave among employees, and so more effectiveness, efficiency and better performance of employees.
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Author(s): Najaf Aghaei Keivan Moshiri and Shahnaz Shahrbanian
distribution justice, interaction justice, procedural justice, multiple regression analyses, intention to leave, employees