Organization Factors Affecting Demand for early retirement

The purpose of this study is to identify the organizational factors affecting the pre-retirement application of employees. The research method was descriptive-survey. This research has been practical from the point of view of goal and quantitative from the point of view of data. The data gathering tool was a questionnaire. The validity of the questionnaire was confirmed by experts and professors. The reliability of the questionnaire using Cronbach's alpha value above 0/85 indicates that the research tool has good validity and reliability. The statistical population of the study consisted of all employees applying for early retirement of NAJA using Morgan's table, as sample size who randomly selected. Also, to investigate the normality of the variables, the Kolmogorov-Smirnov test was used. The results showed that for all variables the level of significance was greater than 0.05 and had a normal distribution. Therefore, according to the normal distribution of data, parametric tests were used and in this research, a one-sample t-test was used. The results of the Friedman test show that the priority of the organizational factors affecting the pre-retirement application of NAJA employees varies. The average rating in the organizational commitment component was 3.27, the average job satisfaction rating was 3.23, the average rank of job pressure was 1.72 and the average organizational justice rating was 1.99. The organizational factors affecting the pre-retirement application of Naja staff are as follows: Priority One: Organizational commitment, Priority Two: Job Satisfaction, Priority Three: Organizational Justice, and at the End the Job Pressure