Employee turnover is a significant challenge that leads to reduced productivity, increased costs, and the weakening of organizational culture. Organizational self-esteem, job altruism, and interactional justice are key factors that can reduce turnover intentions while strengthening employees’ commitment and motivation. This study examines the effects of these variables on employees’ turnover intention within the organization.
This research is applied in purpose and descriptive-survey in design. Data were collected through a standardized, localized questionnaire whose content validity was confirmed by academic experts, and construct validity was assessed using confirmatory factor analysis. Reliability was measured using Cronbach’s alpha and composite reliability coefficients. The statistical population consists of 300 employees from the Human Resource Management Department of Mashhad Municipality. Based on Cochran’s formula, the sample size was determined to be 193 participants, selected through simple random sampling. Structural equation modeling (SEM) using Smart PLS software was employed to test the hypotheses.
The findings indicate that organizational self-esteem significantly affects job altruism, interactional justice, and employees’ turnover intention. Furthermore, the effects of job altruism and interactional justice on turnover intention were also confirmed. The mediating roles of job altruism and interactional justice in the relationship between organizational self-esteem and turnover intention were supported as well.