An Appraisal of the Effect of Islamic Human Resource Management on Organizational Justice, Job Satisfaction and Leave of Employees


1 Corresponding author: Master’s degree at public administration, University of Tehran

2 Full Professor of Entrepreneurship, University of Tehran

3 Student of Master's degree at public administration, University of Tehran

4 Student of master’s degree at public administration, University of Tehran


This research is intended to assess the effect of Islamic human resource management on organizational justice, job satisfaction and employees’ leave. This applied research follows a descriptive survey method based on structural equations modelling. The statistical population of the research includes the employees of Islamic organizations in Qom selected by a two-stage sampling method. Six organizations were selected in the first phase and in the second stage 322 people, from among 1960 people, were selected randomly according to Cochran's formula. Data was collected through a standard questionnaire through the pretest reliability: the distributive justice was 0.830, the fairness justice of the procedures was 0.847, the interference justice was 0.781, the job satisfaction was 0.791, leave of service was 0.751, and the Islamic human resources management was 0.801. The results indicate that there is a positive and significant relationship between Islamic human resource management and distributive justice, attitudes and job satisfaction. There is a negative and significant relationship between HRM with the leaving of employees. Contrary to the research hypothesis, no significant relationship was found between Islamic Human Resource management and communication justice. Furthermore, distributive and procedural justice show a mediation role between Islamic HRM and job satisfaction.


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