THE MEDIATING ROLE OF ORGANIZATIONAL JUSTICE IN THE RELATIONSHIP BETWEEN JOB PERFORMANCE BEHAVIORS AND EMPLOYEE RETENTION: A STUDY OF PRIVATE BANKS IN BAGHDAD

Abstract

This study aims to identify the moderator role of organizational justice in the relationship between job performance behaviors and employee retention. It seeks to examine the nature of the relationship among these variables and determine the extent to which organizational justice contributes to strengthening the link between job performance behaviors and employee retention. To achieve this objective, the study adopted a descriptive-analytical approach and surveyed a sample of 120 employees from Baghdad Private Bank, utilizing a questionnaire as the primary data collection tool. Data were analyzed using SPSS software, employing various statistical methods—including arithmetic mean, standard deviation, Pearson correlation coefficient, linear regression analysis, hierarchical regression analysis (to test the moderator role of organizational justice), and T-tests and F-tests. The research findings are expected to highlight the importance of organizational justice in reinforcing the relationship between job performance behaviors and employee retention, thereby assisting the bank's management in enhancing its organizational practices and improving its capacity to retain staff.