Abstract:

The purpose of this study is to measure the organizational justice and loyalty perception of employees on the hiring, appointment, promotion, remuneration and remuneration systems in the private sector, while investigating the impact of this perception on the intention to leave the job. This study explores the potential effects of employees’ perceptions of disability on their intentions to leave the job and examines the mediation effect of organizational justice in this relationship. To measure the perception of organizational justice, the distribution justice, procedural justice, interpersonal justice and information-based justice dimensions have been addressed. The universe of the research consists of 136 white-head employees working in corporate companies that operate in the automotive industry. The most important conclusion of this research is that there is a strong relationship between unhappiness and the intention to leave the job. In this way, the workers who recognize the organizations in which they are unemployed show intention to leave the work, while the organizations in which they are unemployed show intention to leave the work. The study also found that all dimensions of organizational justice, except the information-based dimension of justice, have a partial mediation effect in the relationship between disobedience and the intention to leave the job. According to this, the disobedience weakened the perception of justice about the organizations of workers and increased the intention of leaving the job.