Investigating the relationship between emotional intelligence, organizational justice and the desire to leave the employees of the General Directorate of Sports and Youth in Gilan Province

Dissertation for Master's Degree

Public Administration, Human Resource Orientation

Abstract

The general purpose of this research is to examine the relationship between emotional intelligence and the desire to leave a job. In the current research, the statistical population under investigation is the employees of the General Directorate of Sports and Youth of Gilan province with a number of 234 people. Considering the total number of the statistical population and according to Morgan's table, the sample size is 148 people, and 175 questionnaires were distributed using simple random sampling method. Finally, 156 questionnaires were collected from employees and the information was analyzed. By analyzing the data, it was found that at the 95% confidence level, there is a positive relationship between emotional intelligence and the understanding of organizational justice, and there is also a negative relationship between the understanding of organizational justice and the desire to leave the job. Also, the understanding of organizational justice mediates the relationship between emotional intelligence and the desire to leave a job.

Keywords: emotional intelligence, understanding of organizational justice, the desire to leave a job, General Administration of Sports and Youth of Gilan Province

Introduction

Today, the advantage of organizations is to overtake each other, not in the use of new technology, but High self-confidence and level of dependence on organizational goals is hidden. Paying attention to leaving a job is very important both in the public sector and in the private sector. Knowing and maintaining human resources is not just keeping people in the organization, but welding them with the organization and creating mutual solidarity between the individual and the organization. Maybe there are people who stay in the organization for years, but it is compulsory for them to remain as employees, and in this case, they not only do not take a burden off the shoulders of the organization, but if they get a chance, they put a heavy burden on the shoulders of the organization. Loyal and compatible human force with the goals and values ??of the organization, which is present to act beyond the duties set in the job description, is considered an important factor in the effectiveness of the organization. The existence of such a force in the organization not only leads to an increase in the level of performance and a decrease in the rate of absenteeism, delay and leaving the service, but it also shows the image and credibility of the organization in the appropriate society and provides a basis for growth. and provides its expansion (Jordan et al. [1], 2013). In fact, human resources are one of the most important resources of the organization to achieve its goals. Therefore, organizations are looking for appropriate plans in order to attract and maintain efficient human resources. Various factors play a role in the efficiency of human resources, and researchers seek to investigate these factors and their impact on human resources performance (Wong Lu [2], 2012). In other words, due to the importance of employees' attitudes towards leaving their jobs in order to increase productivity, improve and increase the quality of service provision, raise the level of motivation of employees and their greater interest in their duties, managers should pay attention to this issue and use The research done in this area, to identify the factors that affect them in the organization and to raise the level of these variables among the people of the organization. In this context, many researches have been carried out in different organizations that have focused on identifying the factors that influence employee resignation. In the meantime, most of these researches have emphasized on the cognitive aspects of employees' performance, and less have investigated the relationship between emotional dimensions and organizational behavior of employees, especially in sports organizations (Bazvand et al.; 2013). At the end of the 20th century, emotional intelligence has been considered as an influencing factor on employees' attitudes. Because to achieve success, it is not enough to have strong rational intelligence capacities. Studies show that a large number of people with high intellectual and cognitive intelligence have not been able to be successful in the field of employment, building relationships with others and even academic fields. After that, the attention of scientists was drawn to other abilities that were more of emotions than knowledge. This ability, which is called emotional intelligence from now on, refers to learned abilities that help us to understand and control our emotions and emotions so that they work in our favor and not against us (Nazarian and Mokhtari; 2013).

Given that the purpose of this research is to study the relationship between emotional intelligence and the desire to leave a job, therefore, in this chapter, we will first state the problem, then the importance and necessity of research, and the theoretical framework and finally the proposed research model..

Statement of the problem

Manpower spends a major part of its life in the organizational environment, it is natural that attention and awareness of the physical, psychological and social aspects of the employees are very important. Investigating the attitudes of employees, especially their desire to leave their jobs in different organizations, due to the significant results it can have on organizational behaviors, has been the focus of researchers and experts in organizational behavior management and human resource management for the past few decades. Basically, every organization is always trying to know the job attitudes of employees, and if these attitudes are expressed clearly, organizations can obtain useful information for human resource management (Bahrinizadeh et al., 2013), therefore, knowing the tendency of employees to leave their jobs is considered important in service and government organizations from the point of view that managers, taking this issue into account, think of measures to increase the ability and efficiency of employees, increase productivity, and have employees who are more satisfied and eager to learn (again). Hosseinjani, 1390), reduce turnover and absenteeism and increase organizational effectiveness in the organization (Nikomram-Eshaghi, 1389).

The disadvantages of employees leaving the service for the organization include the necessary costs for re-employment, training new people and their socialization on the one hand and reducing the production, performance and productivity of the organization or company until the newcomers gain sufficient skills and experience in their work. On the other hand, issues such as creating coordination between new employees with their colleagues and direct supervisors, adapting new people to the work group and the relevant organizational unit can also have a negative effect on the morale of other employees and lead to the discredit of the organization if the rate of leaving the service increases in the organization (Flint et al. [3], 2013). Also, Hem and Griefs [4] (1995) stated that the voluntary leaving of members of an organization can reduce the effectiveness of an organization (Rahimenia and Hoshiar; 2019).

Tendency to leave a job is defined as the process of thinking, planning and intention to leave a job (Longo-Mora [5], 2011). With the emergence of the information age and the promotion of the value of human communication, as well as the emergence of strategic organizational situations, the theory of emotional intelligence has grown significantly and has become one of the most popular organizational topics. In 2013, Meisler [6], in an article entitled exploratory investigation of the relationship between emotional intelligence, perceived organizational justice and the intention to leave a job, introduced emotional intelligence as one of the factors affecting the intention to leave a job and expressed organizational justice as a mediator of this relationship (Meisler, 2013).

According to Golman [7], emotional intelligence is defined as the ability to organize one's own and others' emotions, self-motivation and manage emotions and relationships with others (Savitri- Laxmi Rayani [8], 2012). Emotional intelligence includes the four dimensions of self-awareness, self-management, social awareness, and relationship management (Meisler, 2013).

Organizational justice is the extent to which employees feel that the rules, procedures, and organizational policies related to their work are fair. This principle that organizational justice consists of three components has been accepted by most people: distributive justice, procedural justice and interactional justice (Wang et al. [9], 2012). According to the material raised, the main question of the research is whether there is a relationship between emotional intelligence and the desire to leave the job of employees in the General Department of Sports and Youth of Gilan Province?

Necessity and importance of research

Nowadays, many managers have found that the sustainable competitive advantage of organizations depends on human capital and employees who are involved with their work and see the achievement of the organization's goals as aligned with the realization of their individual goals, so that a set of organizations can succeed in the world's competitive business environment. Such a view requires that managers take active measures to maintain and improve the morale, attitudes and positive behaviors of employees in the environment of organizations (Da'ai et al.; 2019). Investigating the attitudes of employees, especially their attitude towards leaving their jobs, has been the focus of researchers and experts for the past few decades due to the many results it may have on organizational behavior. The research about leaving the job of the members of the organization makes the managers to be aware of the attitude of the employees about themselves and find out whether the policies and procedures they implement are fair or not. Managers should pay much attention to the attitude of members and employees of the organization. Because leaving the job affects the efficiency and effectiveness of the organization's performance. Also, employees' attitude towards job and organization is important from the point of view that it affects important organizational variables such as organizational culture and atmosphere and is related to positive and negative organizational consequences (Talibpour and Gholamian; 2019).