The Relationship of Organization justice, Organizational Health, Job Engagement and Climate With Psychological Empowerment a Organizational Citizenship Behavior

Subject Areas : Educational

سحر  صفرزاده ¹ (عضو هیأت علمی گروه روان‌شناسی، دانشگاه آزاد اسلامی واحد اهواز)
فرح  نادری ² (عضو هیأت علمی گروه روان‌شناسی، دانشگاه آزاد اسلامی واحد اهواز)
Parviz  Askari ³ (Associate Professor, Department of Psychology, Ahvaz Branch, Islamic Azad University, Ahvaz, Iran.)
Mirsalahaldin  Anayati ⁴ (Assistant Professor, Department of Psychology, Khouzestan Science and Research Branch, Islamic Azad University, Ahvaz, Iran.)
Alireza  Heydari ⁵ (Associate Professor, Department of Psychology, Ahvaz Branch, Islamic Azad University, Ahvaz, Iran.)

Received: 2017-10-17 Accepted : 2017-10-17 Published : 2014-09-23

Keywords: psychological empowerment, organizational health, Innovative Organizational Climate, job engagement, Organizational Citizenship Behavior, Organizational Justice,

Abstract :

  The aim of this study was to investigate the relationship of organizational justice, organizational health, job engagement and innovative organizational climate with psychological empowerment and organizational citizenship behavior in an industrial company employees in the city of Ahvaz. The sample included 400 persones who were selected randomly by stratified sampling procedure based on Krejie & Morgan sampling table. The research tools were Organizational Justice (Niehoff and Moorman, 1993), Organizational Health (Tamiminejad, 1386s.c. /2007), Job Engagement (Salanova and Schaufeli, 2001), Innovative Organizational Climate (Cigel and Kaumer, 1978), Psychological Empowerment (Spreitzer, 1995) and Organizational Citizenship Behavior (Lee and Allen, 2002). Canonical correlation analysis was applied as statistical procedure. The results showed that the two sets of criterion and predictive variables were significantly correlated in two dimensions (0.84 and 0 . 19, respectively). Job engagement had the strongest relationship with the first dimension (0 . 99). Then were organization health (0.77), organization justice (0.71) and innovative organizational climate (0.51). In the second dimension, organization health (-0.46), innovative organizational climate (0.30), organization justice (-0.24) and job engagement (0.08) had the strongest relationships. The analysis outputs also showed that canonical variable had the strongest relationship with psychological empowerment (0.98) then with organizational citizenship behavior (0.78), while the second canonical variable had the strongest correlation with organizational citizenship behavior (0.63) and followed by psychological empowerment (-0.20).

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