THE STUDY OF RELATIONSHIP BETWEEN PERCEPTION OF ORGANIZATIONAL JUSTICE WITH TURNOVER INTENTION, JOB SATISFACTION AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR OF MEDICAL STAFF OF URMIA IMAM REZA HOSPITAL

Justice in an organization symbolizes equity and consideration of ethical
behavior in an organization. Numerous studies have shown that increase of justice perception affects
different aspects of organizational behavior. The purpose of this research is to study the relationship
between perception of organizational justice with turnover intention, job satisfaction and
organizational citizenship behavior among the medical staff of Urmia Imam Reza hospital.
Materials & Methods: The methodology of the correlative-descriptive study was followed. The study
population consisted of all medical staff of Urmia Imam Reza hospital including 462 persons among
whom 209 persons were randomly selected as sample size, based on Cohen, Morgan and Krejcie's
formula. In order to collect data on organizational justice, turnover intention, job satisfaction and
organizational citizenship behavior variables; Nihoff and Mormman's (1993), Cammann's (1979),
lucas (1990) and Podsakoff’s (2000) questionnaires were used, respectively. Data analysis was
performed using Pearson correlation test, analysis of variance test and step wise multiple regression
method.
Result: This study indicated that there was a significant positive relationship between perception of
justice with job satisfaction (p=0/000 & r=0/533) and organizational citizenship behavior (p=0/000 &
r=0/248), also there was a significant negative relationship between perception of justice and turnover
intention (p<0/05 & r= -0/164). The obtained results from multiple regression showed that among
three components of organizational justice, distributive justice and interactional justice were
significant in predicting job satisfaction(R=0/626 & R*=0/392) and procedural justice and
interactional justice were significant in predicting organizational citizenship behavior(R=0/491 &
R*=0/241). Interactional justice was only about three percent significant in predicting turnover
intention(R= -0/16 & R*=0/03). The mediator role of job satisfaction variable in relationship between
organizational justice and organizational citizenship behavior and turnover intention was not
confirmed.
Conclusion: The results of our study give us an understanding of the role of different aspects of
justice in job satisfaction, organizational citizenship behavior and turnover intention. Understanding of
this issue will be helpful for managers to take appropriate actions for improving the perception of
justice in their organizations