the effect of "perception of the organization's ethical context" on "turnover intention" of the women's employees: the intermediary role of " work values "

an organization requires careful planning in the field of human resources for its optimal use of human resource. one of the variables affecting hrp is turnover intention. the purpose of this research contributes to the human resource planning with emphasis on the influence of moral texture on female employees' turnover intention in one university. it also examines the role of variable moderator of work values. we based our analysis on data from a random sample of two-stage classification. the samples which include 210 subjects were determined by morgan table. for data analysis, we used anovas test, confirmatory factor analysis and structural equation by using warppls software. the results of the interviews show that in spite of high turnover intention of the organization, staff refused to do so for the reasons such as lack of better alternative jobs outside the organization and also benefiting from formal employment. a very surprising finding made it clear that the intention of turnover among university staff was greater than in other departments. this reality in human resource planning should be taken into consideration by human resource management. the results also indicate that the perception of ethical context has an effect on turnover intention. the role of moderator work value was approved for leaving the organization. however, the relationship and reward value has more effective role on the relationship between ethical context and turnover intention.