Relationship of Organizational Justice, Job Satisfaction, Organizational Trust, and Organizational Commitment to Excellent Self-assessment
Subject Areas : Education
M.H. Yarmohammadian
1
(استاد دانشگاه آزاد اسلامی، واحد خوراسگان(اصفهان)،گروه علوم تربیتی، اصفهان، ایران)
F. Shafiepoor motlagh
2
(استادیار گروه مدیریت آموزشی، دانشگاه آزاد اسلامی، واحد محلات، محلات، ایران)
M. Fooladvand
3
(کارشناسی ارشد برنامه ریزی آموزشی، دانشگاه آزاد اسلامی، واحد خوراسگان(اصفهان)،گروه علوم تربیتی، اصفهان، ایران)
Keywords: organizational justice, Job Satisfaction, organizational trust, Organizational commitment: Self-assessment of excellence,
Abstract :
The aim of this correlational study was to investigate the relationship of organizational justice, job satisfaction, organizational commitment, and organizational trust to self-assessment of organizational excellence. Research instruments in this research included: 1. Organizational justice questionnaire ((Niehoff & Moorman, 2003), (α=0.89)), 2. Organizational commitment questionnaire developed by the current researchers (α=0.93), 3. Spector job satisfaction questionnaire ((1997), α=0.84)), 4. Organizational trust inventory ((Shame, (2003) (α=0.91)), and 5. Self-assessment questionnaire of organizational excellence (α=0.86). The population of the study was Islamic Azad University professors in region four. A sample of one fourth of the instructors was selected using multi-stage sampling method. They were administered the questionnaires. Finally, 312 faculty members were selected for the study. The overall results indicated that the key variables accounting for self-assessment of excellence performance were distributive justice, organizational commitment and organizational trust. Distributive justice had a direct effect (0.491) and an indirect effect (0.137) mediated by organizational commitment on self-assessment of organizational excellence. Organizational commitment also had a direct effect (0.478) and an indirect effect (0.134) mediated by self-assessment of organizational excellence. Further, trust had a direct effect (0.319) and an indirect effect through organizational commitment (0.089). Other variables in the model negligibly affected the endogenous variable, that is, self-assessment of organization excellence. Based on the fit indexes the model fitted the data fairly well.