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An organization requires careful planning in human resources for its optimal use of human resource. One of the variables affecting HRP is turnover intention. The purpose of this research is planning human resource with emphasis on the influence of moral texture on female employees' turnover intention in a university. This research also examines the role of work values as a moderator variable. Research analysis is based on gathered data from a random sample of two-stage classification. The samples of 210 subjects were determined by Morgan table. For data analysis, ANOVAs test, confirmatory factor analysis and structural equation by using WARPPLS software has used. The results of the interviews show that despite high turnover intention of the organization, staff refused to do so for the reasons such as lack of better alternative jobs outside the organization and also benefiting from public employment. Another finding indicates that the intention of turnover among female faculty members was greater. The results also show that the perception of ethical context has a meaningful effect on turnover intention and moderator role of work value was significant for leaving the organization. However, the relationship and reward value has more effective role on the relationship between ethical context and turnover intention.
 

Keywords: HRP, Ethical Context, Turnover Intention, Work Values

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