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The aim of the present study was to investigate the relationship between the five personality dimensions and burnout in female aerobics coaches of Esfahan. This was a correlation research performed using survey method. The statistical population included all 400 female aerobics coaches of Esfahan. The sample volume size was estimated 160 using Cochran formula. For more security, a total of 200 questionnaires were distributed among the population using simple random sampling method 157 of which were filled out completely and were used in statistical analysis. The two questionnaires of "Maslach Burnout Inventory", and McCrae and Costa's "NEO Five Personality Inventory" were applied for data measurement. Results indicated a negative significant correlation between burnout with extroversion (r = -0.21), conscientiousness (r = -0.20), agreeableness (r = -0.18), and openness (r = -0.33) and a positive significant correlation with neuroticism (r = 0.17). Therefore, coaches with extroversion, conscientiousness, agreeableness, and openness personality traits are less likely to become burnout against stressful job factors and those with neuroticism are at a higher risk to be affected by job burnout.

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This research was done to specify the relationship between perceived organizational justice and job burnout & intent to leave the profession. The statistical population was the entire staff of the Office of Youth and Sports of Tehran (180 = N). Due to the small population size, the statistical model was considered equal to the total population. Research method was correlation. In order to collect the data, the questionnaires of organizational justice, job burnout, and intent to leave were used. The validity of these questionnaires was corrected by using the opinions of a number of sport management specialists. The reliability of the questionnaires was obtained respectively as 0.94, 0.72 and 0.84 by using of Cronbach’s alpha test. Data analysis was performed by the use of explanatory indexes and K-S statistical test, Spearman correlation coefficient, Durbin Watson test for independence of errors and Regression stepwise analysis. The results showed that there was a negative and significant relation between organizational justice and job burnout (r=-0.186, P=0.04) and intent to leave the profession (r=-0.198, P=0.033). Also, there is a negative and significant relation between procedural justice dimensions and job burnout (r=-0.277, P=0.003) and distributional justice (r=-0.193, P=0.037) and transactional justice (r=-0.230, P&le0.01) with intent to leave the profession. Besides, according to the results of regression analysis, the distributional justice can predict job burnout (F=2.737, t=-2.442, P=0.016) and intent to leave the profession (F=3.471, t=-2.38, P&le0.01). Finally, it is concluded the justice is paid more attention by management towards employees, it causes decreasing job burnout and turnover among them proportionally which leads to improvement of employees performance