moderating effects of personality characteristics on the relationship between perceived organizational justice' dimensions and work place violence intension
چکیده(به انگلیسی؛ چکیدهی فارسی در دسترس نیست)
the purpose of this research was to study to moderating e ffects of personality characteristics on the r elationship between perceived organizational j ustice' dimensions and w ork place violence intension . the research method was descriptive-correlational and statistical population consisted of male employees of a big automotive industry, from among which 269 employees were selected via random sampling. in this research a set of questionnaires consisting of work place violence intension (mehdad &et; al, 2011), organizational justice ( niehoff & moorman, 1993) and neo-ffi (costa & mccrae, 1989). data were analyzed with the use of moderated regression analysis. the results showed that extraversion moderated the relationship between perceived distributive justice and physical ( = β -0/05 ,p ), and verbal ( = β -0/09 ,p ) violence intension and neuroticism moderated the relationship between perceived distributive justice with physical( = β -0/09 ,p ) and verbal ( = β -0/14 ,p ) violence intension . but conscientiousness, agreeableness and openness to experience could not moderate the relationship between perceived organizational justice' dimensions and work place violence intension . consequently, this study confirms that, extraversion and neuroticism moderated the relationship between perceived organizational justice and work place violence intension . therefore, based on these results, it is recommended that organizations consider personality characteristics in selection process of employees.