Presenting a structural model of the latent variables of organizational justice, organizational trust, continuous commitment and emotional commitment of self-efficacy variable in two groups of faculty members and staff of Islamic Azad University of Tehran

Subject Areas :

iraj seraj ¹ (PhD Student, Educational Management, Islamic Azad University, Roodehen Branch, Roodehen, Iran)
mahdi kalantari ² (Assistant Professor, Faculty of Educational Sciences, Islamic Azad University, Roodehen Branch, Roodehen, Iran)
sharareh habebi ³ (3Assistant Professor, Faculty of Educational Sciences, Islamic Azad University, Roodehen Branch, Roodehen, Iran)

Received: 2021-01-09 Accepted : 2021-01-20 Published : 2020-12-21

Keywords: Organizational Commitment, Justice, Organizational Trust, Managers' self-efficacy,

Abstract :

This study aims to provide a structural model of the latent variables of organizational justice, organizational trust, continuous commitment and emotional commitment of the self-efficacy variable in two groups of faculty members and staff of Islamic Azad University of Tehran. Causal modeling. The statistical population included all full-time and part-time faculty members of Islamic Azad University of Tehran and 384 people were estimated to estimate the sample size based on Cochran's formula. The research tools were Morman (1991) Organizational Justice Questionnaire, Allen and Meyer (1991) Continuous Commitment and Emotional Commitment, Scott (2003) Trust, and Parker (1998) Extent of Self-Efficacy. The results showed that the structural model of the research fits differently with the data of the two groups of staff and faculty members and this structural difference is due to differences in the two structural paths. The path between organizational trust and emotional commitment and the path between distributive justice and self-efficacy. Procedural justice predicts emotional commitment in staff stronger than faculty members, and distributive justice in staff members stronger than staff predicts self-efficacy. The path coefficient between the variables of organizational justice, organizational trust and emotional commitment and the path coefficient between the variables of emotional commitment and self-efficacy are significant only in employees. The rest of the path coefficients in both groups of staff and faculty members are significant at the level of 0.01 or 0.05.