The mediating role of organizational commitment and turnover intention in the effect of organizational justice on job satisfaction: Malatya Turgut Özal Medical Center

The aim of this research is to examine the İntermediary role of organizational commitment and the intention to leave Job on the effect of job satisfaction related to organizational justice;additionally by examining this role, our aim is to light the way for the causes and consequences of these four attitudes also in that direction to determine the effect of organizational justice on organizational commitment job satisfaction and intention to leave job . This research was conducted in Malatya Turgut Özal Medical Center between 1 December 2019 and 31 January 2021. It includes 250 nurses. A questionnaire form was used and analyzes were carried out based on the judgments of the respondents. "Job Satisfaction Scale", "Organizational Commitment Scale", "Organizational Justice Scale" and "Intention to Leave Scale" were used as data collection tools in the study. As a result of the study, it has been observed that the are significant effects of organzational justice and organizational commitment on the job satisfaction, organizational justice on the organizational commitment, organizational justice on the intention to leave job. Besides the significant effects, it was observed that the effect of intention to leave the job on job satisfaction was not statistically significant. In addition, since the indirect effect on the Organizational Justice → Organizational Commitment → Job Satisfaction path is significant, the direct effect on the Organizational Justice → Job Satisfaction path is significant and the specified path coefficients are also positive; It has been determined that organizational commitment has an integral partial mediating role in the relationship between organizational justice and job satisfaction. It has been suggested to create an effective reward system supported by the senior management to increase the motivation of the employees, to adopt a leadership style management approach towards the managers' personnel, and to create decision systems where the employees can take part in the management as much as possible.