Abstract:

Purpose - This study examines the relationships between national culture and organizational justice and the intention of leaving the job. At this point, the investigation discussed the role of organizational justice in mediation. Method: 642 participants who work in the central and affiliated units of a public institution and the Ankara Regional Directorate are the sampling of this study, which is achieved through the survey, which is easy to sample by selecting the field research model. The findings - Structural equality model established in the path analysis made with the help of the AMOS 24 statistical package program, found that the relationship between national culture and the intention of leaving the job is the full mediation effect of organizational justice. In other words, while the national culture does not have a direct impact on the intention to leave the job, organizational justice indirectly affects the intention to leave the job by its role of mediation. That is, by means of the mediation of organizational justice, the indirect strengthening rate in national culture reduces the intention to leave the job. The significance of the mediation role of organizational justice has also been supported by the results obtained by the bootstrapping method. There is also a negative relationship between organizational justice and the intention of leaving the job. That is, an increase in unity in organizational justice reduces the intention to leave the job. Discussions - The findings obtained from the research are completely different in the studies on the relationship between the organization culture and the intentions of the workers to leave the work; the organization culture and the organizational justice concepts of the managers and the organizational justice concepts of the managers and the relations between the intentions of the workers to leave the work are generally in line with the studies in the literature on the relationship between the organization culture and the organizational justice concepts of the managers. From here, this research is believed to be able to contribute to both managers and literature in the direction of effective human resources management through the development of leadership, training qualities and organizational justice perceptions.