The Effect of Organizational Justice on Employees' Willingness to Relocate by Explaining the Mediating Role of Job Satisfaction (Case Study: FATEB)

Today, the study of staff turnover is one of the main concerns of any organization. Since NAJA is at the forefront of public security and is considered as a kind of security showcase of the country, their performance has a direct effect on the perception of organizational justice and therefore their job satisfaction is of two important importance. The subject of this study is to investigate the effect of perception of organizational justice on the tendency of employees to move by explaining the mediating role of job satisfaction. The purpose of this article is to study the concept of organizational justice, job satisfaction, employee turnover and finally provide a model based on research and develop an optimal plan for employee turnover using the results of organizational justice and satisfaction research.

This is a descriptive correlational study and its statistical population is the staff of the Tehran Provincial Police Headquarters. 146 people have been selected as a sample size in a systematic random method based on Morgan table. In order to collect data related to variables, the three questionnaires of Niehoff and Morman (1993), Bisvaz (2012), and Minita Sota were quoted by Mohammadi (2011). Hypothesis analysis was used using structural equation modeling and Smart PLS software.

It was concluded from the results that organizational justice has an effect on the desire to move through job satisfaction mediation. Communication justice, procedural justice and distributive justice, respectively, had a significant effect by explaining the role of job satisfaction in staff turnover.

Due to the necessity of the issue of willingness to relocate employees, job motivation should be increased through justice (interaction, procedure and distribution).