The Mediating Role of Organizational Justice on Relationship between Perception of Organizational Politics with Turnover Intentions and Job Performance among Workers of Educational

The present paper was conducted with the aim of studying the mediating role of organizational justice in relationship between the perception of organizational political atmosphere with turnover intentions and job performance among Educational Department staff in Shabestar. The research method was descriptive-correlative. Statistical population consists of all Educational Department staff in Shabestar. According to the Statistics of Educational Department in Shabestar, the total number of employees is 1046. This research uses stratified random sampling method. Taking the sampling table and Cochran formula into account, the sample was considered to be 205 in this research. Data were gathered through the standard questionnaires of Organizational Justice by Niehoff & Moorman (1993), perception of organizational politics by Kacmar & Carlson (1997), turnover intentions by Miller (1979) and Paterson Job Performance (1990). The validity of the questionnaires was approved through formal and content validity, and reliability was approved through Cronbach's alpha for Organizational justice 0.80, perception of organizational policy 0.85, job performance 0.74, and job departure 0.82. Structural Equation Modeling was applied to evaluate relations between latent and measured variables in a conceptual model. The results showed that there is a significant negative relationship perception of organizational political atmosphere with organizational justice and job performance. The results, also, sg3howed that there is a significant positive relationship between perception of organizational political atmosphere and job departure. The rate of this pair wise correlation fluctuates between 0.46 and 0.61.