Influence of organizational identity, organizational commitment and turnover intention from the Ethical climate: Case study of the General Directorate of Sports and Youth of East Azerbaijan Province

The aim of this study aims to influence organizational identity, organizational commitment and turnover intention of ethical climate. This research was applied in terms of nature and descriptive-analytical in terms of purpose and descriptive-survey in terms of implementation method, in terms of field-library data collection, in terms of how the research was conducted. The statistical population of the study was the staff of the General Directorate of Sports and Youth of East Azerbaijan Province. The statistical sample-based on Morgan table was 178 people who were selected by simple random sampling. The measurement Instrument in this study was the Allen & Meyer's organizational commitment questionnaire (1990), the A tendency to leave the organization Flint (2013), Victor and Cullen ethical climate (2013), and the organizational identity of Ashforth and Mael (1992). Its face and content validity were confirmed by 10 sports management specialists; The reliability of the organizational identity questionnaires, ethical climate, turnover intention and organizational commitment were obtained using Cronbach's alpha coefficient of 0.89, 0.87 0.92 and 0,88 respectively. For data analysis in the descriptive statistics section of the average and standard deviation by SPSS software 24, and in the inferential statistics section, structural equations were used to evaluate the causal relationships between variables using Lisrel Version 3 software. Findings showed that ethical climate has an effect on organizational commitment and organizational identity and there is a positive and significant relationship but its effect on the turnover intention of the service was not confirmed. Therefore, managers of the General Directorate of Sports and Youth should identify the factors affecting the moral climate in order to increase organizational identity and organizational commitment and reduce the turnover intention of the service.