The Mediating Effect of Job Satisfaction On The Relation Between Organizational Justice Perception And Intention To Leave

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dc.authorid143338en_US
dc.contributor.authorBayarçelik, Ebru Beyza
dc.contributor.authorAfacan Fındıklı, Mine
dc.date.accessioned2019-07-16T13:58:16Z
dc.date.available2019-07-16T13:58:16Z
dc.date.issued2016
dc.departmentİstanbul Beykent Üniversitesien_US
dc.description.abstractThe purpose of this research is to examine the mediating effect of job satisfaction on the relationship between the perception of organizational justice and the intention to leave. To investigate the stated relationships data is collected from public and private banks in İstanbul. Questionnaires are prepared based on the measurement instrument used by Niehoff and Moorman (1993), Minnesota Satisfaction Questionnaire (1967) and Grandey (1999). A total of 294 headquarter and branch employees filled out questionnaires. The obtained data from the questionnaires are analyzed through the SPSS statistical packaged software. The results indicate that procedural and distributive justice has significant influence on intention to leave. In addition, job satisfaction mediated the relationship between procedural and distributive justice and turnover intention. Lastly, interactional justice has no significant influences on neither job satisfaction nor turnover intention.en_US
dc.identifier.doi10.1016/j.sbspro.2016.11.050
dc.identifier.issn1877-0428
dc.identifier.urihttps://doi.org/10.1016/j.sbspro.2016.11.050
dc.identifier.wosWOS:000390611800043en_US
dc.identifier.wosqualityN/Aen_US
dc.indekslendigikaynakWeb of Scienceen_US
dc.language.isoenen_US
dc.publisherScienceDirecttr_TR
dc.relation.publicationcategoryMakale - Uluslararası Hakemli Dergi - Kurum Öğretim Elemanıen_US
dc.subjectOrganizational Justice Perceptiontr_TR
dc.subjectjob satisfactiontr_TR
dc.subjectintention to leavetr_TR
dc.titleThe Mediating Effect of Job Satisfaction On The Relation Between Organizational Justice Perception And Intention To Leaveen_US
dc.typeArticleen_US

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