The effect of job security and organizational justice on turnover intention: Mediating role of trust in top management

The purpose of this research was to test a model for the effect of job security and organizational justice on turnover intention considering the mediating role of trust in top management. The sample consisted of 340 employees of NISOC who were selected by stratified random sampling method. Of this sample 77 percent were men and average age was 41 years. The instruments which used in this study were job security questionnaire (Ten Horn & Roe, 1988), organizational justice scale (Rahim, Magner & Shapiro, 2000), trust in top management inventory (Mayer & Davis, 1999) and turnover intention questionnaire (Cammann, Fichman, Jenkins & Klesh, 1979). Fitness of the proposed model was examined through structural equation modeling (SEM), using SPSS-18 and AMOS-18 software packages. The indirect effects were tested using the bootstrap procedure Findings indicated that the proposed model fit the data properly. Better fit and more meaningful results obtained by using AMOS modification indices. The results confirmed 6 research hypotheses. According to these results perception of job security and organizational justice through trust in top management can affect mainly on employee’s withdrawal intents such as turnover intention.