Abstract:

This study is to explore how managers' ethical behavior affects the climate of justice that employees perceive and the ideas of leaving the job. The aim of the study is to examine the impact of the ethical leadership behaviors of managers working in the bank on the intentions of employees to leave and the role of mediation in which organizational justice perceptions play in this impact. Studying these relationships, the order of ethical leadership, organizational justice and the intention to leave the job and the subdimensions were explained. The data of the survey was collected by the survey management and reached by easy sampling method to 390 people working in the banking sector in Istanbul. The study used the scale developed by Brown, Trevino and Harrison (2005) to measure ethical leadership, the scale developed by Niehoff and Moorman (1993) to measure organizational justice, and the scale developed by Grandey (1999) to measure the intention to leave work. The research model and hypothesis tests have been tested with the AMOS program using structural equality modeling. For the test of the measurement model, a 4-factor verifying factor analysis was made and the results showed that the model’s compatibility was quite good. Correlation analysis has found that the relationships between ethical leadership, distribution justice and interactive justice are statistically meaningful and positive, the intention to leave the job has negative and meaningful correlations with other variables as expected.The research findings have shown that ethical leadership has a meaningful direct effect on both distribution justice and distribution justice, but has no meaningful direct effect on the intention to leave the job. Finally, it has been proven that both distribution justice and interaction justice see a variable role as a complete medium between ethical leadership and the intention to leave the job.