ORGANIZATIONAL JUSTICE, ORGANIZATIONAL TRUST, JOB SATISFACTION, AND INTENTION TO LEAVE RELATIONSHIP: A RESEARCH ON PUBLIC SERVANTS

Abstract

In this study, it is aimed to show the effect organizational justice (OJ) and organizational trust (OT) on job satisfaction (JS) and turnover intention (TI). A quantitative research was employed on 365 public employees in Ankara. The reliability and validity of the measurement instruments are primarily tested before. Correlation and series of regression analyses are applied for investigating relationships and testing research hypotheses. According to the correlation analysis, there is a significant positive correlation between organizational justice, organizational trust, and job satisfaction. In addition to this, organizational justice and organizational trust have a significant negative relationship with turnover intention. As a result of regression analysis, organizational justice and organizational trust have a meaningful effect on job satisfaction and turnover intention. Baron and Kenny’s four step procedures are employed in order to test mediation effect. Research findings show that the effect of organizational justice is partially mediated by organizational trust on job satisfaction and turnover intention variables.