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
Hassani M  *, JodatKordlar L 
Received: 5 Mar, 2012 Accepted: 20 May, 2012
Background & Aims : 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.
Key words: Organizational Justice, Turnover Intention, Job Satisfaction, Organizational Citizenship Behavior, Medical Staff of Urmia Imam Reza Hospital.
Address: Urmia University, Urmia. Iran, Tel: (+98)9141478400
 Assistant Professor of Educational Management, Urmia University(Corresponding author)
 Master of Public Management, expert observer Imam Reza, Urmi a