The Mediator Role of Perceived OrganizationalJustice In Relation Between Personnel’s ChronicSelf-Concept With Outcome, Supervisor AndManagement Satisfaction

Subject Areas : Educational

ابوالقاسم نوری ¹ , سرور خاکسار ² , محسن گل‌پرور ³

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Received: 2017-10-17 Accepted : 2017-10-17 Published : 2008-04-20

Keywords: Organizational Distributive Justice-Organizational Procedural Justice–Organizational Relational Justice-Collective Self-Concept (Chronic)- Individual Self-Concept (Chronic)-Relational Self- Concept (Chronic)-Outcome Satisfaction- Supervisor Satisfaction,

Abstract :

This research administered with the aim of investigates the mediator role of perceived organizational justice in relation between personnel’s chronic self-concept with outcome, supervisor and management satisfaction. On the basis of this goal, from statistical universe, which include some industries and organizations in Esfahan city, persons selected for answer to the research questionnaires, with using two stage random sampling. Research method was correlational. Research questionnaires were: three questionnaires for organizational justice assessment (distributive with items, procedural with items and relational with items) a questionnaire for level of choronic self-concept assessment, and three questionnaires for assessment of outcome, supervisor and management satisfaction. Data analyzed with the use of Pearson’s correlation coefficient and mediator regression analysis. The first step of mediator regression showed that the individual and collective chronic self-concept (with and , standardized beta for distributive justice and with and standardized beta for procedural justice) have predictive power for distributive and procedural justice. Also collective chronic self-concept (with standardized beta) has predictive power for relational justice. But in predicting the outcome, supervisor and management satisfaction, by chronic self-concept dimensions, results showed that for outcome and supervisor satisfaction, individual and collective chronic self-concept (with 0& standardized beta respectively) and for management satisfaction only collective chronic self-concept (with standardized beta) have predictive power. Mediator regression analysis in third step, showed that only distributive justice play mediator role between collective self-concept with outcome satisfaction. But for supervisor satisfaction, procedural and relational justice play mediator role between individual and collective self-concept with supervisor and management satisfaction. And finally only procedural justice play mediator role between collective self-concept with management satisfaction.