moderating effects of personality characteristics on the relationship between perceived organizational justice' dimensions and work place violence intension

the purpose of this research was to study to moderating e ffects of personality characteristics on the r elationship between perceived organizational j ustice' dimensions and w ork place violence intension . the research method was descriptive-correlational and statistical population consisted of male employees of a big automotive industry, from among which 269 employees were selected via random sampling. in this research a set of questionnaires consisting of work place violence intension (mehdad &et; al, 2011), organizational justice ( niehoff & moorman, 1993) and neo-ffi (costa & mccrae, 1989). data were analyzed with the use of moderated regression analysis. the results showed that extraversion moderated the relationship between perceived distributive justice and physical ( = β -0/05 ,p ), and verbal ( = β -0/09 ,p ) violence intension and neuroticism moderated the relationship between perceived distributive justice with physical( = β -0/09 ,p ) and verbal ( = β -0/14 ,p ) violence intension . but conscientiousness, agreeableness and openness to experience could not moderate the relationship between perceived organizational justice' dimensions and work place violence intension . consequently, this study confirms that, extraversion and neuroticism moderated the relationship between perceived organizational justice and work place violence intension . therefore, based on these results, it is recommended that organizations consider personality characteristics in selection process of employees.