the role of job satisfaction in the relationship between organizational justice and turnover intention in experts of sport federations

the aim of this study was to investigate the role of job satisfaction in therelationship between organizational justices and turnover intention in expertsof sport federations. in this regard, wood job satisfaction (1986), kim andlung (2007) organizational justice, and cummann (1979) turnover intentionquestionnaires were used. the statistical population consisted of experts ofsport federations and 210 experts were selected as the sample. constructvalidity of the questionnaires were confirmed by confirmatory factoranalysis and lisrel8.8. the reliability of the questionnaires wasdetermined as 0.84, 0.87 and 0.86 respectively. for data analysis, structuralequation modeling and visual pls software were used. findings showedthat the effect of organizational justice on job satisfaction was significant(β= 0.775, t=21.189) and on turnover intention was not significant (β= -0.016, t= -0.211). also, findings showed that the effect of job satisfaction onturnover intention was negative and significant (β= -0.520, t= -4.75). otherfinding was that indirect effect of organizational justice (β= -0.403) onturnover intention was greater than its direct effect (β= -0.016) (-1.96≤ tvalue ≤+1.96). it is suggested that sports federations should promoteorganizational justice and job satisfaction in their employees in order toreduce their turnover intention.