عدالت سازمانی

Open Access Article

1 - Examining the relationship between organizational justice and organizational citizenship behavior considering the mediating role of work engagement
داریوش جمشیدی amir kazemi marjan najafi fard

The present research has investigated the mediating role of work participation in the relationship between organizational justice and organizational citizenship behavior in Shiraz Municipality. This research is descriptive-correlation in nature. The studied population w More

The present research has investigated the mediating role of work participation in the relationship between organizational justice and organizational citizenship behavior in Shiraz Municipality. This research is descriptive-correlation in nature. The studied population was the employees working in the central municipality of Shiraz in the period of 6 months of the second year of 1401. The data collection tool is a standard questionnaire that was randomly distributed among the employees of this collection and finally, 125 valid questionnaires were used to check the hypotheses of the research. The results of the data obtained from these questionnaires have been analyzed by Smart PLS software using the structural equation test. The results indicate that work participation plays a mediating role in the relationship between organizational justice and organizational citizenship behavior. Manuscript profile

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2 - Investigating the effect of dimensions of organizational justice on behaviors based on divine rationality and emotion (Research case: Shiraz Electricity Distribution Company)
saeed khajehfard Sanjar Salajegheh Yaser Salari mahdi mohamad bagheri

The role of rationality and emotion in shaping people's behavior has been proven, but the role of organizational justice in the behavior of the organization's employees is of particular importance. The purpose of this research is to investigate the effect of dimensions More

The role of rationality and emotion in shaping people's behavior has been proven, but the role of organizational justice in the behavior of the organization's employees is of particular importance. The purpose of this research is to investigate the effect of dimensions of organizational justice on behaviors based on divine rationality and emotion. The research method is applied in terms of purpose and descriptive and correlational in terms of nature and method. The statistical population of the research included 1477 employees of Shiraz Electricity Distribution Company, of which 313 people were selected by stratified random method. Data analysis was done using SPSS-23 and PLS-3 software and structural equation modeling method. The results of the findings showed that despite the confirmation of the relationship between the dimensions of organizational justice on most of the behaviors based on divine rationality and emotion, the effect of distributive justice on superior behavior and the effect of informational justice on distasteful and low behavior were not confirmed. Also, by examining the coefficients of the path, it was found that procedural justice has the most negative role in the occurrence of low and distasteful behaviors, and transactional justice has the most positive effect in the occurrence of desirable and superior behaviors. Finally, by examining the coefficients of determination, suggestions were made with the aim of reforming procedural and distributional policies as well as strengthening transactional justice in order to increase superior behavior in the organization. Manuscript profile

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3 - Designing an Effective Organizational Justice Model for Iranian Public Organizations
Gh. Memarzadeh R. Khodaeimahmoodi

In the rapidly changing work life, organizational justice may become increasing important toemployees and managers. The purpose of this article is design an effective organizational justicemodel for Iranian public organizations. For design conceptual mode, first anteced More

In the rapidly changing work life, organizational justice may become increasing important toemployees and managers. The purpose of this article is design an effective organizational justicemodel for Iranian public organizations. For design conceptual mode, first antecedents andconsequences of organizational justice was identified. There for this study examined the impact oforganizational justice on organizational commitment, trust, OCB, turnover intentions and jobsatisfaction also the impact of organizational climate on organizational justice was examined. And themodel was evaluated using structural equation modeling(SEM). The study also indicated empiricalevidence of different perception of organizational justice and its dimensions in four kinds of publicorganizations(exteractional, distributive, regulational and symbolic organizations) . The result of thisresearch show that Organizational justice in extractional organizations is higher than otherorganizations. Manuscript profile

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4 - Designing and Testing the Organizational Pessimism Pattern by Ethnography Approach (Case Study: Esfahan Province Electricity Distribution Companies)
Hossein sadri Mohammad Reza Dalvi Ali Reza Shirvany

In current age,one of the serious challenges facing managers is the organizational pessimism phenomenon and considered by many organizations. The purpose of this research is to identify the effective factors , consequences and design the native pattern of organizationa More

In current age,one of the serious challenges facing managers is the organizational pessimism phenomenon and considered by many organizations. The purpose of this research is to identify the effective factors , consequences and design the native pattern of organizational pessimism in the companies studied. This research is in terms of purpose, is developmental and in terms of nature is scrolling. The method of research is done in two sections, quality and quantity .In the qualitative section, using the ethnographic method, the causative factors and the consequences of organizational pessimism, the identification and analysis of the data through the thematic analysis and the design of the conceptual model was carried out. In the quantitative part and using the abstract ladder, the research questionnaire was adjusted the effect of each of the variables identified in the qualitative section was tested. The statistical population of the research is the personnel of the electricity distribution companies in the province of Isfahan. For sampling according to the Cochran formula, 360 individuals were selected .. The validity of the questionnaire was confirmed by using structural equation model and reliability by Cronbach's alpha.. The results show that individual, group, organizational and environmental factors affect organizational pessimism . Manuscript profile

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5 - The effect of understanding organizational justice on work engagement : Investigating the mediating role of employees' psychological security
Naghmeh Keyhanian Mohammad Sadegh Hasanzadeh Mahnaz Hemmati No&#039;doust Gilani

Background: Although psychological security plays an important role in employees, but managers can improve the level of organizational justice by adopting the appropriate leadership style in their management style, to increase the field of attachment to work among emplo More

Background: Although psychological security plays an important role in employees, but managers can improve the level of organizational justice by adopting the appropriate leadership style in their management style, to increase the field of attachment to work among employees of the organization. Objective: To determine the effect of perception of organizational justice 1 on attachment to work 2 with the mediating role of mental security 3 in Tonekabon justice staff. Methods: The research is applied in terms of purpose and descriptive in terms of how to collect data. The research population of all Tonekabon justice employees was 182 people. Using a proportional stratified method, a sample of 128 people was selected based on Cochran's formula. Data analysis was performed with SPSS and PLS software. Findings: According to the research findings, all three variables have a higher average than the expected average. Results: The psychological security variable acts as a complete mediator in the impact of organizational justice on work attachment, and in fact, perceived justice of employees in the organization can increase the desire to work among employees. Manuscript profile

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6 - Identifying the Dimensions and Leveling of Factors Affecting the Moral Climate in the Education Departments of the Northern Provinces of the IRAN
saeid tayebi Samereh Shojaei Mohmudreza Cheraghali

10.30495/ijpa.2022.64346.10813

Objective: In the current changing and changing conditions, educational organizations to achieve greater efficiency and effectiveness and ultimately to achieve better performance of employees must pay sufficient attention to their human resources. Therefore, it is neces More

Objective: In the current changing and changing conditions, educational organizations to achieve greater efficiency and effectiveness and ultimately to achieve better performance of employees must pay sufficient attention to their human resources. Therefore, it is necessary to identify the dimensions and leveling of the factors affecting the moral climate. Research Method: The research is applied-developmental in terms of purpose. Data were collected using the questionnaire, model testing and its fitting. The collected data were evaluated by Spss and Smart-PLS software. The fuzzy Delphi method was used to screen the components, and the confirmatory factor analysis method was used to confirm the dimensional and component measurement model. Finally, the structural equation model was used to validate the structural model of relationships and its fit. findings: All fitting coefficients are acceptable on the threshold. The ratio of chi-square to freedom was equal to 2.95 and also the fitting coefficients were all higher than 0.9 and the root mean square approximation was less than 0.08. Results: The results of the study showed that the dimensions of the ethical atmosphere include care and attention, rules and regulations, work rules, efficiency-oriented and independent. At the third level is organizational justice, at the fourth level is delegation, at the fifth level is moral sensitivity and family work conflict, and at the sixth level is employee voice behavior and employee performance. Manuscript profile

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7 - The Impact of Organizational Justice on the Staffing empowerment of the Transitional Leadership Mediator (Case Study: Medical Science University)
Hajieh Rajabi Farjad Asghar Pahlavan

Purpose: The purpose of this study was to investigate the effect of organizational justice on the empowerment  of employees with the role of intermediary transformational leadership. Method: This research is a descriptive-survey method for the purpose of applied r More

Purpose: The purpose of this study was to investigate the effect of organizational justice on the empowerment  of employees with the role of intermediary transformational leadership. Method: This research is a descriptive-survey method for the purpose of applied research. The statistical population of the study was all employees of Tehran University of Medical Sciences with 456 people. Using Cochran's formula, the sample size in this study was 208,people have been calculated and sampling Bodh‌ is simple random sampling. Data collection, three standard questionnaires that include Transformational Leadership Bass and Avolio ( (1994, organizational justice Niehoff and Moorman (1998) and empowerment Sprites (1996) and its validity by professors and experts and its reliability by using Cronbach's alpha was calculated 0/872. Results: Data analysis was performed using Kolmogorov-Smirnov test, Bartlet test and factor load estimation, as well as structural equations. Conclusion: The results of the research show that the impact of organizational justice on the empowerment of employees with the intermediate role of transformational leadership was confirmed. The impact of organizational justice on staff's empowerment and transformational leadership has been confirmed, but the impact of transformational leadership on employee empowerment has not been confirmed.   Manuscript profile

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8 - اثر ادراک عدالت سازمانی بر رضایت شغلی کارکنان در بخش دولتی
غلام رضا معمارزاده طهران حامد حیدری

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9 - بررسی رابطه میان عدالت سازمانی و سلامت اداری در گمرک جمهوری اسلامی ایران
ahmad vedadi fatemeh akhondi

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10 - بررسی رابطه جمع گرایی با عدالت سازمانی
حسین وظیفه دوست حاجیه رجبی فرجاد

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11 - Relationship between Nurses' Perceptions of Organizational Justice and Revenge Behaviors in Medical University Teaching Hospitals in 2016
Mohammad amin Bahrami Seye dsajad Bidaki Mahjob Shafiee Farzane Sharfi sajjad baharinia

Introduction: Organizational justice degree to which employees feel organizational rules and policies related to the fair. The aim of this study was to determine the relationship between nurses' perceptions of organizational justice and revenge behavior in the teaching More

Introduction: Organizational justice degree to which employees feel organizational rules and policies related to the fair. The aim of this study was to determine the relationship between nurses' perceptions of organizational justice and revenge behavior in the teaching hospital of the medical university in 2016. Methods: This cross-sectional descriptive study was -Hmbstgy was conducted in 1395 in three hospitals. The study nurses. 190 nurses participated in this study. Research data was collected by standard questionnaires of organizational justice (Niehoff and Moorman 1998) and was completed questionnaire seeking Rftarantqam. Data analysis software SPSS version 24, using descriptive statistics (mean and standard deviation) and Pearson correlation coefficient was used. Results: The mean score of organizational justice, distributive, procedural and interactional in hospitals, respectively 3/40 ± 0/64, 3/91 ± 0/73, 3/14 ± 0/76 and 2/90 ± 0/82. Average rating retaliatory behavior in these hospitals, 45/0 ± 59/4 respectively. Conclusion: The results showed that perceived distributive justice, revenge is a significant relationship behaviors. Obtained correlation between distributive justice and revenge behavior is 16/0 according to the results obtained, any initiative that leads to a more equitable and fairer payments could lead to retaliatory behavior will be reduced. Manuscript profile

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12 - بررسی رابطه سطح هوش هیجانی کارکنان و ادراک آنان از عدالت سازمانی در بیمارستان‌های یزد
حجت اله قرایی محمد امین بهرامی فرزانه رجالیان ام البنین آتش بهار عباس همایونی فاطمه عطاءالهی الهام جمالی

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13 - راهبردهای مدیریت عدالت جویانه مؤثر بر توسعه نقش زنان در مراکز خدمات درمانی شهر اصفهان
فرهاد شفیع پور مطلق محمد حسین بارمحمدیان پریوش جعفری

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14 - Modeling the tendency to disclose accounting fraud Based on personality traits, ethical status, and organizational justice
Babak Nejad Toolami fereydun rahnamaye rudposhti hashem nikoomaram

10.30495/jma.2021.19287

Given the widespread negative consequences of accounting fraud and the effective whistleblowing, this study examines the whistleblowing intentions of accounting wrongdoing based on personality traits, ethical ideology, demographic situation and organizational justice ma More

Given the widespread negative consequences of accounting fraud and the effective whistleblowing, this study examines the whistleblowing intentions of accounting wrongdoing based on personality traits, ethical ideology, demographic situation and organizational justice manipulating of the accounting records and embezzlement. The statistical population was accounting staff and the sample size was 596 people. The data collection tools were the standard Big Five Personality Traits Inventory (NEO FFI) designed by Costa & McCrae (1992), Forsyth's Ethics Position Questionnaire (EPQ, 1980), and the organizational justice scenarios for accounting wrongdoing, Cronbach alpha was at least 0.9. Structural Equation Modeling-Partial Least Square were used as analysis methods. The research results showed that personality traits (neuroticism, extraversion, openness, agreeableness and conscientiousness), ethical positions (idealism and relativism), organizational justice (procedural, interactive and distributive), are related to the whistleblowing intentions of two types of wrongdoing and the whistleblowing intentions of embezzlement are more than that of manipulating of the accounting records at the significance level of 99.9%. Manuscript profile

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15 - The Impact of organizational justice on organizational agility of the organizational well-being Mediator (case study: public and private banks staff of hashtrood city)
Habib Roodsaz Ramin Sadeighi

Introduction and Purpose of the Research: The main objective of this research is to investigate the effect of organizational justice on organizational agility with organizational intermediary role. Methods: The research method is descriptive and correlational. The resea More

Introduction and Purpose of the Research: The main objective of this research is to investigate the effect of organizational justice on organizational agility with organizational intermediary role. Methods: The research method is descriptive and correlational. The research population consisted of 110 employees of private and private banks in Hashtrood city. Using Cochran's formula, a sample of 85 people were selected through stratified random sampling. In this study, a questionnaire was used to collect data and for data analysis, linear regression coefficient, ANOVA and Friedman test were used. In this research, content validity was used to validate the questionnaires and the reliability of the questionnaire with Cronbach's alpha coefficient was 0.886. Findings: The results show that organizational justice has a positive effect on organizational agility with a coefficient of 0.882 on organizational agility and a coefficient of 0.847. According to the results of Friedman test, the highest impact on organizational agility with the role of organizational mediation is distributed distributive justice, procedural justice and interpersonal justice. Conclusions: The overall achievement of the research indicates that organizational justice has a significant and decisive influence on organizational agility with the role of mediating organizational well-being from the point of view of employees, and the need to pay attention to the role of organizational justice in private and public banks of Hashtrood is more than ever before. Manuscript profile

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16 - Designing a contingent professional ethics model, a step towards organizational citizenship behavior
seyed behrad Razavi Alehashem hassan payervand Mohammad Mirzaei

10.30495/jcm.2023.74149.1680

The purpose of the current research is to provide a contingent professional ethics model to realize organizational citizenship behaviors among university employees. Identifying effective variables in professional ethics and determining indicators of citizenship behavior More

The purpose of the current research is to provide a contingent professional ethics model to realize organizational citizenship behaviors among university employees. Identifying effective variables in professional ethics and determining indicators of citizenship behavior are essential requirements. The research was carried out with descriptive quantitative method with field/survey technique and questionnaire tool and quantitative data analysis. The statistical population is among the heads and employees of public universities in Tehran, and sampling was done by snowball method and available among the university employees. The findings showed that 6 key variables/factors in terms of mean index, Pearson correlation coefficient, have a strong. organizational justice with standard beta (14%), organizational loyalty (38%), organizational desire (11%), respect for colleagues (39%), empathy with colleagues (36%), social responsibility (14%) They have a determining factor in the model of professional ethics. The results showed that for the realization of organizational citizenship behaviors, it is necessary to achieve a contingency model for the development of professional ethics. By measuring variables and professional codes, this model can determine and measure the indicators of citizenship behavior. meaningful relationship in determining professional ethics and are effective in it. In other words, organizational justice with standard beta (14%), organizational loyalty (38%), organizational desire (11%), respect for colleagues (39%), empathy with colleagues (36%), social responsibility (14%) They have a determining factor in the model of professional ethics. The results showed that for the realization of organizational citizenship behaviors, it is necessary to achieve a contingency model for the development of professional ethics. Manuscript profile

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17 - The effect of organizational justice on organizational citizenship behavior Cultural organizations
Abasali ghaiyoomi Ebrahim Hajiyani S. Simin Marashi Shoshtari

Background and aim: In the present study organizational justice is considered as an independent variable and organizational citizenship behavior as a dependent variable. With regard to what has been said and considering the lack of attention to this problem and many def More

Background and aim: In the present study organizational justice is considered as an independent variable and organizational citizenship behavior as a dependent variable. With regard to what has been said and considering the lack of attention to this problem and many deficiencies in the provision of services to customers, employee commitment, their active participation resulting in positive performance of employees has created As a result of this research we are trying to examine whether organizational justice has an impact on organizational citizenship behavior from the perspective of cultural organizations employees.Methods: Research is applied research, the data collection method is descriptive and in term of the effect between variables is correlation type. The research method is a survey using two standard questionnaires on issues of citizenship, organizational and organizational required information from the 218 employees of the Department of Art Ministry of Culture and Islamic Guidance, the development of information technology and digital media as samples were collected.Finding: Spearman correlation coefficients between the dimensions of organizational justice and citizenship behavior of employee’s shows distributive justice index has the highest correlation among variables with OCB 507/0 and the highest priority is given to the impact of this variable. Indices interactional justice and procedural with a correlation coefficient 384/0 214/0, ranked second and third.Results: The results of hypothesis testing, organizational justice have effect on organizational citizenship behavior in cultural organizations. This means that all hypotheses were confirmed Manuscript profile

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18 - On The Inter Organizational Factors Influencing Organizational Job Moral Sense Among Bonyad Shahid Department Employees
Alireza Mohseni Tabrizi Mojtaba Abbasi Ghadi Ali Abbas Kamari

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19 - Predicting the Performance of Employees Based on Organizational Justice and job security Variables (case study: Municipal of Zahedan)
aleme keikha fatemeh shahraki hasan keykha

Introduction and Objective: Nowadays, human force plays an important role in the competitive course for the organizations and undoubtedly a successful organization is the one which pays attention to the job security and justice of its employees, which has a salient role More

Introduction and Objective: Nowadays, human force plays an important role in the competitive course for the organizations and undoubtedly a successful organization is the one which pays attention to the job security and justice of its employees, which has a salient role in their performance. The purpose of the present study is to investigate the effect of organizational justice and job security on the performance of the employees of Zahedan Municipality. Method: Research method is descriptive-survey based on structural equations and the statistical population includes all the employees of area 1 Municipality of Zahedan. The sample size includes 200 subjects, 127 of which were selected according to Morgan table and through random sampling. Nihoff and Morman's (1993) questionnaire of standard organizational justice, Nissi et.al questionnaire of job security (1379) and the Hersi and Goldsmith's questionnaire of job performance (1981) have been used for collecting data. Content validity was determined by the confirmation of experts and the validity of the structure was confirmed via factor analysis and the dependability was calculated through compound Cronbach's alpha as 0/90, 0/92 and 0/97. SPSS 23 and PLS3 were used for data analysis. Findings: The findings of the research indicated that organizational justice and job security have a significant effect (P<0.05) on the performance of the employees of Zahedan Municipality. Also, organizational justice has a significant and positive (P<0.05) effect on the job Security of the employees of Zahedan Municipality. Conclusion: The existence of organizational justice in workplace indicates the rate of organization importance to employees, Therefore, increasing the level of organizational justice increases employee performance. Also Job security can reduce the dissatisfaction that employees may have about their jobs, Prevent employees from leaving the organization and increase the willingness of employees to deliver high-quality performance.     Manuscript profile

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20 - رابطه سکوت سازمانی و عدالت سازمانی با اشتیاق شغلی با میانجیگری سلامت روان در کارکنان آموزش و پرورش
پریناز بنیسی

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21 - رابطه بین ابعاد عدالت سازمانی با رفتار شهروندی سازمانی و اعتماد سازمانی در کارکنان دانشگاه‌های دولتی شهر شیراز
محمد علی نادی نفیسه گل شیرازی سارا فرح گل

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22 - بررسی عوامل مؤثر بر رفتار شهروندی سازمانی در صنعت گردشگری
مسلم باقری محمد صالحی علی رحیم پور

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23 - The Effect of Management Control System on Unethical Behaviors
Seyed Hossein Ahmadi Langari Mansour Garkaz

The purpose of the present research is to review the effect of management control system (MCS) on unethical behaviors. The current study aims to validate the theoretical model of the study of Langevin and Mendoza (2012) and also theoretically test the hypothesis formula More

The purpose of the present research is to review the effect of management control system (MCS) on unethical behaviors. The current study aims to validate the theoretical model of the study of Langevin and Mendoza (2012) and also theoretically test the hypothesis formulated by the authors, although not experimentally tested yet. Therefore, the following research question is explored in the present study: Which aspects of MCS presented by Langevin and Mendoza (20102) increase organizational justice and decrease unethical behaviors of managers? In this regard, a questionnaire was distributed among the senior and middle managers of active corporations in the stock exchange from April 2021 to May 2021. According to a survey research plan including a questionnaire from Louisiana Klein et al., completed by 114 participants, the relationship between research variables and the hypothesis presented by Langevin and Mendoza (2012) was reviewed and the data was analyzed using PLS Smart software/version 3. The results obtained from modeling the structural equations show that participation in setting the goals can increase perception of procedural justice; it means that participation in setting fair purposes is taken into account but this issue does not have a close relation to the managers’ reward. Thus, ignoring uncontrolled aspects by the managers in performance assessment does not lead to the perception of procedural and distributive justice. Manuscript profile

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24 - Investigating the impact of violence on organizational silence through psychological contract violation, organizational justice and friendly relations (Case study: private auditing firms in Tehran)
zohreh mousavi kashi maryam shams

10.30486/fbra.2024.1992252.1212

Workplace violence is a serious risk of safety and health, and can have many consequences not only on the physical health, but also on the mental health of the person. On the other hand, today, organizations demand a higher level of initiative, speaking up and accepting More

Workplace violence is a serious risk of safety and health, and can have many consequences not only on the physical health, but also on the mental health of the person. On the other hand, today, organizations demand a higher level of initiative, speaking up and accepting responsibility from their employees due to tighter competition, higher customer expectations, and higher quality requirements. The purpose of this study is to analyze the relationship between violence and organizational silence, taking into account the mediating role of psychological contract violation, organizational justice, and friendly relations in private auditing firms in Tehran. The method used in this research is applied in terms of purpose and descriptive-survey in terms of data collection method. and it was done through a questionnaire. The statistical population of the study was auditors working in private auditing institutions in Tehran, According to the unlimited statistical population, 384 people were selected as a sample according to Cochran's formula. Data analysis was done using PLS software. The research results showed that organizational violence has a significant relationship with organizational silence. Also, psychological contract violation, organizational justice and friendly relations in the workplace play a mediating role in the relationship between organizational violence and silence. Manuscript profile

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25 - Relationship of Work-Family Conflict with Organizational Justice, Organizational Commitment and Vitality, by Considering the Role of Expatriate and Normal Work Schedules
HamidReza Oreyzi Shabnam Javanmard Abolghasem Nouri

The aim of this research was to investigate the relation of work-family conflict (WFC) with organizational variables of organizational justice and organizational commitment in one hand and subjective wellbeing including vitality in the other hand, in expatriate and More

The aim of this research was to investigate the relation of work-family conflict (WFC) with organizational variables of organizational justice and organizational commitment in one hand and subjective wellbeing including vitality in the other hand, in expatriate and normal work schedules of Gas Transfer Operation District Two, and to compare these two groups. Statistical population were formal personnel of the company in 2010, from among them 150 people were selected Via classified random sampling from the two groups of expatriates and normal schedules' personnel (n= 75 for each group). Participants completed Work-Family (Netmeyer et al., 1996), Vitality (Ryan & Frederick, 1997), Organizational Justice (Niehoff & Moorman, 1993) and Organizational Commitment (Balfour & Wechsler, 1996) questionnaires. Findings indicated that negative relation of WFC with distributive justice (P=0.001), procedural justice (P=0.008), interactive justice (P=0.002), vitality (P=0.018) and organizational commitment (P=0.001) are significant. Findings in expatriate group indicated negative relation of WFC with distributive justice (P=0.001), interactive justice (P=0.003), vitality (P=0.001) and organizational commitment (P=0.001). While in normal schedule group, WFC showed significant negative relation only with procedural justice (P=0.048). Results of Fisher Z test also indicated that WFC in expatriate group has stronger negative relation with vitality, distributive justice, identification and exchange commitments relative to normal schedule group. (Zt >±1.96) Manuscript profile

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26 - A quasi â experimental approach tothe Role of Organizational Justiceon exit, neglectand aggressive voicebehaviors in employees of Mydock Copper Complex in Shahrebabak
elham estabraghy mohsen golparvar mohammadreza mosahebi

This research carried out with the aim of studying the role of organizational justiceon employees exit, neglect and aggressive verbal behaviors. The research population were 1092 employees of Mydock Copper Complex in Shahrebabak in winter 2012 (1390s.c.). 300 employee More

This research carried out with the aim of studying the role of organizational justiceon employees exit, neglect and aggressive verbal behaviors. The research population were 1092 employees of Mydock Copper Complex in Shahrebabak in winter 2012 (1390s.c.). 300 employees were selected using cluster random sampling. The research instruments consisted of 6 scenarios for manipulation of justice perception ( VanYperen et al., 2000 ) and destructive behaviors questionnaire with 13 items (Van Yperen et al.., 2000). The results of multsivriate analysis of variance showed that there were significant differences between the exit behavior from organization in distributive injustice group and interactional injustice group, distributive injustice group and interactional justice group, distributive justice group and interactional justice group, procedural injustice group and distributive justice group, distributive injustice group and interactional justice group (P < 0.05). Also, there were significant differences between the neglect and aggressive verbal behavior in employees in procedural injustice group and distributive injustice group, procedural justice group and distributive injustice group, distributive injustice group and interactional justice group, interactional justice group and distributive injustice group and interactional injustice group and interactional justice group (P < 0.05). Manuscript profile

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27 - Investigating the Moderating Role of Personality Between Perceived Organizational Justice and Organizational Citizenship Behaviors
ali Raei Mohsen Golparvar

The aim of the present study was to explore the moderating role of the big five personality factors on the relationship between perceived organizational justice and organizational citizenship behaviors (OCBs). The participants in this study were 148 employees worki More

The aim of the present study was to explore the moderating role of the big five personality factors on the relationship between perceived organizational justice and organizational citizenship behaviors (OCBs). The participants in this study were 148 employees working in an administerative organization, selected by using convenience sampling method. Research instruments included the big five personality factors questionnaire (De Nevea & Oswald, 2012), organizational justice questionnaire (Shibaoka et al, 2010), and organizational citizenship behaviors questionnaire (Lee & Allen, 2002). Data were analyized using hierarchical regression analysis. Results indicated that, conscientiousness can moderate the relationship between distributive justice and organizational citizenship behaviors toward organization, and also extroversion and agreeableness can moderate the relationships between interpersonal justice and organizational citizenship behaviors toward organization. Posterior regression analysis revealed that when conscientiousness and extraversion are high, there are positive significant relationships between distributive and interpersonal justice with organizational citizenship behaviors toward organization, but when agreeableness is high, the increasing in interpersonal justice results in decreasing organizational citizenship behaviors toward organization. The results of current research revealed that the big five personality factors must be considered when studying the relationship between organizational justice and human behavior at workplaces. Manuscript profile

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28 - The Effect of Perceived Organizational Justice n Turnover Intention by Mediating Perceived Organizational Identification, Organizational Support, and Job Satisfaction
ali koushazade abolfazl azizabadi

The goal of this study was to investigate the effect of perceived organizational justice (POJ) on perceived turnover intention (PTI) with the mediating effect of perceived organizational identification (POI), organizational support (POS) , and job satisfaction (PJS) i More

The goal of this study was to investigate the effect of perceived organizational justice (POJ) on perceived turnover intention (PTI) with the mediating effect of perceived organizational identification (POI), organizational support (POS) , and job satisfaction (PJS) in a public organization in east of Iran. The type of research was applicational & descriptive, and research method was correlational based on path analysis. From 870 employees of the organization, 270 persons selected by stratified random sampling based on Krejcie & Morgan (1970) sampling table. Measurment and collecting data instruments were : Perceived D istributional Justice (Kim, Moon, and Tikoo, 2004 ), Procedural and Interactional Juctice ( Tabarsa , Esmaeli Givi and Esmaeli Givi , 1389s.c./2016), POI (Mael and Ashforth, 1992), POS (Edwards, 2009), PJS (Spector, 1985), and PTI (Sager, Griffeth and Hom, 1998). Data were analyzed by Pearson correlation and path analysis method by LISREL software. Findings revealed acceptable correlation between all variables in the study, and all hypotheses in all following pathes were confirmed (P < 0.05): included: positive effect of perceived organizational justice on perceived organizational identification, and perceived organizational justice on job satisfaction, perceived organizational justice on organizational support, organizational support on job satisfaction, perceived organizational identification on job satisfaction, and negative effect of organizational support on perceived turnover intention, perceived organizational identification on perceived turnover intention, and job satisfaction on perceived turnover intention. It means POJ (in order of beta) can separatly predict turnover intention from mediating role of organizational support, job satisfaction and organizational identification. Manuscript profile

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29 - Workplace Incivility and Turnover Intention: The Mediating Role of Organizational Justice
فاطمه رضائی بادافشانی ابوالقاسم نوری حمید رضا عریضی

This study was conducted to investigate the relationship of workplace incivility and turnover intention while considering the mediating role of organizational justice. The method of research was correlation and statistical population consisted of 2759 employees of a lar More

This study was conducted to investigate the relationship of workplace incivility and turnover intention while considering the mediating role of organizational justice. The method of research was correlation and statistical population consisted of 2759 employees of a large industrial Company in Isfahan, from which 206 employees were selected by applying simple random sampling in 2011 (1390 S.C.). The instruments used in the present study consisted of Workplace Incivility Scale (WIS) (Cortina, et al, 2001), Organizational Justice Questionnaire (Niehoff & Moorman, 1993), and Turnover Intention Questionnaire (Kelloway, Gottlieb & Barham, 1999). The indirect effects were tested using the Bootstrap procedure in Preacher and Hayes (2004) SPSS Macro program. Results demonstrated that experiencing workplace incivility affects the organizational justice and its three dimensions (distributive, procedural and interactional) as well as turnover intention (P < 0.01). Also, organizational justice mediated the relation between workplace incivility and turnover intention Manuscript profile

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30 - The Mediator Role of Perceived OrganizationalJustice In Relation Between Personnelâs ChronicSelf-Concept With Outcome, Supervisor AndManagement Satisfaction
ابوالقاسم نوری سرور خاکسار محسن گل‌پرور

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, More

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. Manuscript profile

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31 - Comparison of Perceived Organizational Justice and Workplace Violence Emergence on the Basis of Demographic Characteristics
علی مهداد یاسمین طباخ عشقی ایران مهدیزادگان

The purpose of this research was to compare perceived organizational justice and workplace violence emergence on the basis of demographic variables. The research method was ex post facto and statistical population consisted of men employees of an industry, among whom More

The purpose of this research was to compare perceived organizational justice and workplace violence emergence on the basis of demographic variables. The research method was ex post facto and statistical population consisted of men employees of an industry, among whom 289 persons were selected via random sampling. Research instruments consisted of organizational justice questionnaire (Golparvar et al, 2008) and a researcher-made questionnaire. Data was analyzed with the use of independent sample t-test. Results showed that there is a significant difference between single and married employees at the level of procedural justice (P 0.05) Manuscript profile

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32 - Prediction of the Burnout based on Organizational Justice and Commitment whit an emphasis on Role mediating of Role Conflict and Ambiguity among the Staff of the Islamic Azad University of Shiraz.
mitra yadegar mohammadhassan sief

10.30486/jsrp.2018.543220

the aim of this research is prediction of the burnout based on organizational justice and commitment whit an emphasis on role mediating of role conflict and ambiguity among the staff of the Islamic Azad University of Shiraz. the research is descriptive and correlational More

the aim of this research is prediction of the burnout based on organizational justice and commitment whit an emphasis on role mediating of role conflict and ambiguity among the staff of the Islamic Azad University of Shiraz. the research is descriptive and correlational. Statistical society is contain of 320 employees of Islamic Azad University of Shiraz witch by random stratified sampling, 151 persons were selected samples. the Research instruments include inventories of burnout (Maslach, 2001), organizational commitment (Allen & Meyer, 2004), role conflict and ambiguity (Lu et al., 2001), and organizational justice (Colquitte, 2001). data analyzsis was done by using path analysis by help of LISREL software. to test of significant indirect paths, the Bootstrap procedure in the macro model of Preacher and Hayes (2008) was used. The results of this study showed organizational commitment has direct and significant negative effect on burnout (p<0/01). also organizational commitment has indirect and significant negative effect via role ambiguity and conflict on burnout (p<0/01). organizational justice has indirect and significant negative effect via role ambiguity and conflict on burnout (p<0/01). There is no direct significant effect between organizational justice and burnout (p<0/01). finally role ambiguity and role conflict (p<0/01) has positive direct significant effect on burnout. According to the fitted indices, the final model of the study has a relatively good fit. Manuscript profile

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33 - The Relationship of Organization justice, Organizational Health, Job Engagement and Climate With Psychological Empowerment a Organizational Citizenship Behavior
سحر صفرزاده فرح نادری Parviz Askari Mirsalahaldin Anayati Alireza Heydari

  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 employ More

  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). Manuscript profile

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34 - Relationship work-family conflict with organizational commitment: moderator role of perceived organizational justice
Narges Sadat Mortazavi hamidreza oreyzi

10.30486/jsrp.2019.564560.1272

The purpose of this study was to investigate relationship work-family conflict with organizational commitment considering moderator role of perceived organizational justice. The population was 623 employees of an industrial company that the pay for performance plan was More

The purpose of this study was to investigate relationship work-family conflict with organizational commitment considering moderator role of perceived organizational justice. The population was 623 employees of an industrial company that the pay for performance plan was implemented, that 138 subjects were selected through random sampling, in order to completing the following three research questionnaires included 5 items Work Family Conflict Scale (Siegel, Post, Brockner, Fishman & Garden, 2005), 4items Procedural Justice Scale(Bies,1987) and 15items Organizational Commitment (Mowday, Porter & Steers,1982). Data was analyzed using the hierarchical regression and moderate analysis. The findings indicated employees, who perceive high justice increased their commitment to the organization, when they have a low level of family work conflict. Manuscript profile

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35 - An Investigation of Relation Between Perception of Organizational Justice and Employees’ Organizational Citizenship Behavior within Mazandaran Province’s SAMEN Financial and Ceredit Institute
hossein samadi hamzeh samadi

10.30486/jsrp.2020.548813.0

The purpose of the present research is to investigate the relationships between the employee’s perception level of organizational justice and organizational citizenship behavior. The method the present research is relational and the structural equation modeling is More

The purpose of the present research is to investigate the relationships between the employee’s perception level of organizational justice and organizational citizenship behavior. The method the present research is relational and the structural equation modeling is used, and also the measuring tool in this research is closed questionnaire. Statistical population of study includes all of 148 employees of the SAMEN Institutes of Mazandaran Province from which 114 employees were selected by simple random sampling method as a sample. Findings showed that there is significant and positive relationship between perceived Organizational Justice and Organizational Citizenship Behavior and its dimensions such as altruism, sportsmanship, conscientiousness, courtesy, and civic virtue (P˂0/01). Also, after the investigation and test, the existence of relationship between distributive justice, procedural justice, and intractional justice with organizational citizenship behavior is suported.courtesy, and civic virtue (P˂0/01). Also, after the investigation and test, the existence of relationship between distributive justice, procedural justice, and intractional justice with organizational citizenship behavior is suported. Manuscript profile

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36 - رابطه بین اعتماد معلمان به مدیر و سازمان با ادراک آنها ازعدالت توزیعی، رویه ای و تعاملی در شهر اصفهان
نزه تالزمان مشفقی سیدعلی سیادت

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37 - The Roles of Participation to Decision Making,Job Involvement, Job Alternatives and â¦. On Perceived Organizational Justice in Teachers of Special Schools in Esfahan
Mohsen Golparvar Marjan Nasry Mokhtar Malekpour

Abstract This research administered with the aim of investigate the roles of participation to decision making, organization citizenship behavior, pay satisfaction, tend to stay, turnover, job alternatives, trust to organization, job involvement and work involvemen More

Abstract This research administered with the aim of investigate the roles of participation to decision making, organization citizenship behavior, pay satisfaction, tend to stay, turnover, job alternatives, trust to organization, job involvement and work involvement on perceived organizational justice (in distributive, procedural and relational dimensions) among teachers of special schools in Esfahan city. On the basis of this aim, from total of teachers, who work in special schools in Esfahan city, persons 231(include 52 males and 179 females) selected with using cluster random sampling. Questionnaire which used in research were the three questionnaires for organizational justice assessment and the nine questionnaires for nine predictive variables assessments. Data analyzed with the use of stepwise regression analysis. results showed that, for distributive justice, pay satisfaction, turnover, Participation to decision making, work involvement and tend to stay respectively, for procedural justice, participation to decision making, trust to organization, job involvement and pay satisfaction respectively, and finally for relational justice, Participation to decision making, turnover and trust to organization respectively have significant (P < 0.01 or P < 0.05 ) predictive power. Manuscript profile

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38 - Relationship Between Perceived Organizational Justice And Adherence To Psychological Contracts With Organizational Citizenship Behaviors Among Female Employees
Ali Mahdad Sara Ahmadpour Mohsen Golparvar

The main purposes of this research were to study perceived organizational justice and adherence to psychological contracts with organizational citizenship behavior among female employees. 196 subjects were selected through stratified random sampling. The research was de More

The main purposes of this research were to study perceived organizational justice and adherence to psychological contracts with organizational citizenship behavior among female employees. 196 subjects were selected through stratified random sampling. The research was descriptive-corelational, and a set of questionnaires consisted of Organizational Citizenship Behavior (Lee & Allen, 2002), Organizational Justice (Niehoff & Moorman, 1993) and Psychological Contracts (Rousseau, 1995) were used. Data were analyzed with use of Pearson correlation coefficient and simultaneous regression analysis. Results showed that there were significant relationship between perceived organizational justice in all three dimensions- distributive, procedural, interactional and adherence to psychological contracts in two dimensions- transactional and relational- with organizational citizenship behavior toward coworkers and organization. Moreover, the results of simultaneous regression analysis showed that adherence to transactional psychological contracts, distributive justice and interactional justice could explain 46.4 % of variances in organizational citizenship behavior. Finally, it could be concluded that perceived organizational justice and adherence to psychological contracts were significant predictors of organizational citizenship behaviors. Manuscript profile

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39 - The Relationship of Leadership Styles, Organizational Justice, Psychological Empowerment With Job Motivation And Organizational Commitment In Female Staff
Maryam Esfahani Asl Masod Sadaghatjo

This study intended to examine the relationship of leadership styles, organizational justice, psychological empowerment with job motivation and organizational commitment in female staff of Andimeshk Islamic Azad University. The sample included 30 subjects whom were sele More

This study intended to examine the relationship of leadership styles, organizational justice, psychological empowerment with job motivation and organizational commitment in female staff of Andimeshk Islamic Azad University. The sample included 30 subjects whom were selected by total population sampling method. The research was descriptive one. Bass and Avaliew (2004) Leadership Styles Questionnaire, Niehoff and Moorman(1993) Organizational Justice Questionnaire, Aspyrtyzr (1995) Psychological Empowerment Questionnaire, Robinson (2004) Job Motivation Questionnaire and Allen and Meyer(1997) Organizational Commitment Questionnaire were  implemented as data sources.The data were analyzed by applying  the canonical correlation and Pearson correlation coefficients. The results showed that there were significant correlations between the two sets of the understudy variables. Manuscript profile

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40 - Investigating the Relationship between School Principals' Conflict Management Styles and Perceived Organizational Ethics and Justice (Case Study: Secondary School Teachers in Isfahan city)
Farhad Shafiepour Motlagh

10.30495/ee.2022.1956903.1089

Introduction: Perceived organizational ethics and justice of teachers is always dependent on the use of conflict management styles by principals. The aim of this study was to determine the relationship between school principals' conflict management styles and perceived More

Introduction: Perceived organizational ethics and justice of teachers is always dependent on the use of conflict management styles by principals. The aim of this study was to determine the relationship between school principals' conflict management styles and perceived organizational ethics and justice. research methodology: A descriptive-correlational research method was used to study the variables. The statistical population consisted of all secondary school teachers in Isfahan city with 3537 people in the academic year 2017-2018. The sampling method was multi-stage cluster sampling based on the Cochran's sample size formula and 347 people were randomly selected for the study. The research tool consisted of four categories of questionnaires: Conflict Management Styles Questionnaire (Robbins, 2010), Niehoff and Moorman Organizational Justice Questionnaire (2003), School Principals Ethics Questionnaire (Haj Khazime, 2016) and Standard Organizational Belonging Questionnaire (Andre, 2010). Two levels of descriptive statistics (frequency, percentage, mean) and inferential statistics (Kalmogorov-Smirnov tests, Pearson correlation, stepwise multiple regression and structural equation modeling) were used to analyze the data. Findings: The results showed that there is a significant relationship between conflict management styles in five dimensions (dominance or competition, collaboration, avoidance, tolerance, compromise) with professional ethics and perceived organizational justice at the level of P <0.05. Sense of organizational belonging mediates the relationship between five-dimensional conflict management styles with perceived professional ethics and organizational justice at the P <0.05 level. The proposed experimental model has a suitable fit. Conclusion: it can be concluded that in order to improve organizational ethics and justice perceived by teachers, principals should use the conflict management style of cooperation and compromise and should avoid resisting or confronting teachers' opinions. Manuscript profile

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41 - Relationship between perceived organizational justice and organizational citizenship behaviors: mediating role of organizational loyalty
Ali Mahdad عاطفه خوشنامی

The purpose of present research was to study the relationship between perceived organizational justice’s components (distributive, procedural and interactional justice) and organizational citizenship behaviors with consisering mediating role of  organizationa More

The purpose of present research was to study the relationship between perceived organizational justice’s components (distributive, procedural and interactional justice) and organizational citizenship behaviors with consisering mediating role of  organizational loyalty. The research method was correlational and statistical population consisted of all employees of a big governmental organization in Tehran that among them 197 employees were selected via convenience sampling method. In this research a set of questionnaire consisting of employee organizational loyalty (Kumar and Shekhar, 2012), organizational citizenship behaviors (Lee and Allen, 2002), and perceived organizational justice (Niehoff and Moorman, 1993; Moorman, 1991) were used. Data were analyzed by use of Pearson’s correlation coefficient and multiple regression analysis. The results of structural equation modeling showed that perceived organizational justice were significantly related to organizational loyalty and explained 38 percent of organizational loyalty’s variance (p<0.01). Moreover, organizational loyalty was significantly related to organizational citizenship behaviors and explained 31 percent of organizational citizenship behavior’s variance (p<0.01). Based on current research’s results, organizational justice perception could enhance employee's loyalty to the organization and organizational loyalty increases organizational citizenship behaviors among employees. It can be notice able in human resource planning in organizations. Manuscript profile

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42 - investigate correlation between organizational justice and organizational self-esteem considering role of mediating perceived organizational support
reza sakhravi azita zahiri behnam karamirad بهنام کرمی راد

The aim of this study was to investigate model of relationships between organizational justice, perceived organizational support and organizational self-esteem. The statistical population included the male employees of an industrial and production company, out of which More

The aim of this study was to investigate model of relationships between organizational justice, perceived organizational support and organizational self-esteem. The statistical population included the male employees of an industrial and production company, out of which a sample of 300employees was selected using stratified random sampling. Assessment instruments were as follows: organizational Justice Questionnaire, Perceived Organizational Support and organizational self-esteem. Data were analyzed using Pearson correlation coefficient, structure equation modeling (SEM). Results showed that organizational justice increases perceived organizational support , and perceived organizational support increases organizational self-esteem . Results revealed that organizational justice with the mediating role of perceived organizational support resulted in increase of self-esteem. Manuscript profile

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43 - The effect of genuine leadership on employee empowerment through the mediating role of organizational voice and organizational justice
Reza Bahrami Saeid Sadeghi Brojerdi Reza Sabonchi

10.30495/kmsj.2023.1976677.1072

This study was conducted with the aim of the effect of genuine leadership on employee empowerment through the mediating role of organizational voice and organizational justice. It is worth mentioning that this study was descriptive and correlational studies. The statist More

This study was conducted with the aim of the effect of genuine leadership on employee empowerment through the mediating role of organizational voice and organizational justice. It is worth mentioning that this study was descriptive and correlational studies. The statistical population of the present study was 885 employees of all sports and youth departments in the west of the country. Finally, 370 people were selected as a simple random sample. The research instruments were four questionnaires: Valomba et al. (2000), Spritzer Employee Empowerment (1995), Hams Organizational Voice (2009) and Morman and Nihoff (1993) Organizational Justice. The face and content validity of the research instrument was confirmed by a group of expert professors and its structural validity was confirmed by confirmatory factor analysis based on structural equation modeling. The reliability of the questionnaires was also reported using Cronbach's alpha coefficient. For data analysis from SPSS software, SPSS. Sample Power and Smart PLS was used. The results showed that organizational voice has a positive and significant effect on empowerment. Genuine leadership has a positive and significant effect on organizational voice, empowerment and organizational justice. Organizational justice has a positive and significant effect on empowerment. Genuine leadership also has a positive and significant effect on empowerment through organizational voice. Finally, the results showed that genuine leadership has a positive and significant effect on empowerment through organizational justice. Manuscript profile

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44 - طراحی و تبیین الگوی مدیریت شایعه در سازمان
راحله علمی جعفر بیک زاد

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45 - بررسی رابطه عدالت سازمانی بارفتارشهروندی سازمانی در بین کارکنان دانشگاه پیام نور
عباسعلی اسمعیل زاده ابوالفضل قاسم زاده

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46 - فصلنامه علوم رفتاری/47 بررسی تاثیر مولفه های عدالت سازمانی بر رفتار نوآورانه )مطالعه موردی:شهرک صنعتی استان آذربایجان غربی(
فرهاد یوسفی مجد محمد صبوری فرد محمدرضا قربانیان

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47 - توسعه نوآوری سازمانی بر بستر ادراک عدالت؛ بررسی جایگاه عدالت سازمانی در جو نوآوری سازمان
علیرضا دشتی علی تقی زاده هرات سارا بانکی

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48 - بررسی رابطه عدالت سازمانی ورفتار شهروندی سازمانی )مورد مطالعه:معاونت نیروی انسانی وزارت اقتصاد و دارایی(
حسن رنگریز

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49 - بررسی رابطه عدالت سازمانی و رفتار شهروندی سازمانی (مورد مطالعه: معاونت نیروی انسانی وزارت اقتصاد و دارایی))
حسن رنگریز

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50 - الگو های ساختاری اثرات همخوان عدالت سازمانی ادراک شده بر ابعاد رضایت سازمانی
دکتر محسن گل پرور زهرا جوادیان

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51 - اولویت بندی عدالت سازمانی برای ارتقاء عملکرد کارکنان سازما نهای خدماتی (مورد مطالعه: سازمان های خدماتی شهر تبریز)
دکتر ناصر فقهی فرهمند

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52 - Investigating the role of moderating ethical ideology in the relationship between ethical leadership, organizational justice and occupational attachment.
ali ghasemi mohammadali nadi Nozhatozaman Moshfeghi

The purpose of this study was to investigate the role of moderating ethical ideology in relation to ethical leadership, organizational justice and occupational attachment among managers of southwest schools in Isfahan. The correlation method and the statistical populati More

The purpose of this study was to investigate the role of moderating ethical ideology in relation to ethical leadership, organizational justice and occupational attachment among managers of southwest schools in Isfahan. The correlation method and the statistical population of the study were 263 people. A questionnaire was used to measure the variables of the research, which included 73 items and 7 sub-scales. All of the managers responded to self-reporting questionnaires. Data analysis was performed with a statistical package in the social sciences version 22 and MODPROBE software based on Andrew F. Hayes's method, with frequency, percentage, mean and standard deviation, Pearson correlation coefficient and modulation hierarchical regression analysis. There is a significant relationship between predictive variables with occupational attachment. In the relationship between ethical leadership and organizational justice, with the professional attachment of ethical ideology, managers play a moderating role. (05/0> P). Organizational justice interaction with ethical relativism of 3% and ethical idealism explains 25% of the variance of occupational attachment, and only the interaction of moral idealism and organizational justice for occupational attachment has been significant. The interaction of ethical leadership with ethical relativism of 12% and ethical idealism explains 25% of the variance of job attachment. Accordingly, the greater the ethical philosophy of idealism in the individual, the greater the organizational justice effect on occupational attachment, and ultimately the moral leadership in engaging with the ethical ideology increases occupational attachment. Manuscript profile

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53 - The Design Model Of Justice-Oriented Organization, New Application For The Balanced Scorecard Model
mohammad hozuri aliasghar pourezat mohammad ali sarlak nasrin mohammad alipour

Human interaction in organizations based on justice and organization design in a way that infuses the conception of fairness among its employees was emerged by advent of rational organizations and once again was regarded in epoch of novel organizations.In this study, as More

Human interaction in organizations based on justice and organization design in a way that infuses the conception of fairness among its employees was emerged by advent of rational organizations and once again was regarded in epoch of novel organizations.In this study, as a fundamental research, after carrying out a review on literature of organizational justice and with utilizing four perspectives of organization in Norton and Kaplan score card( as a schematic plan of organization structure), to design and draw a primary model of justice- oriented organization and then with establishing Delphi panel( consisting of university elites ) the presented model was confirmed and evaluated and after consensus emerged from panel members ; justice oriented organization final model was prepared and was tested in main department of social security organization ( as researches statistical population).Afterwards absolute confirming of model was accomplished.  In this study because of pluralism, both qualitative and quantitative approach are applied Manuscript profile

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54 - The Design Model Of Justice-Oriented Organization,New Application For The Balanced Scorecard Model
mohammad javad hozuri aliasghar pourezat mohammad ali sarlak nasrin mohammadali pour

Human interaction in organizations based on justice and organization design in a way that infuses the conception of fairness among its employees was emerged by advent of rational organizations and once again was regarded in epoch of novel organizations.In this study, as More

Human interaction in organizations based on justice and organization design in a way that infuses the conception of fairness among its employees was emerged by advent of rational organizations and once again was regarded in epoch of novel organizations.In this study, as a fundamental research, after carrying out a review on literature of organizational justice and with utilizing four perspectives of organization in Norton and Kaplan score card( as a schematic plan of organization structure), to design and draw a primary model of justice- oriented organization and then with establishing Delphi panel( consisting of university elites ) the presented model was confirmed and evaluated and after consensus emerged from panel members ; justice oriented organization final model was prepared and was tested in main department of social security organization ( as researches statistical population).Afterwards absolute confirming of model was accomplished.  In this study because of pluralism, both qualitative and quantitative approach are applied. Manuscript profile

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55 - Investigating the mediating role of organizational responsibility on the impact of perceived organizational justice dimensions on organizational commitment (Case Study: staff of the country's planning and budget organization)
Elaheh Atefi Mohammad Rahimi Fatemeh Afrasiabi

Given the importance of organizational commitment in advancing strategies, organizations must take steps to promote this in the area of perceived organizational justice and corporate social responsibility. Considering the position of the program and budget organization More

Given the importance of organizational commitment in advancing strategies, organizations must take steps to promote this in the area of perceived organizational justice and corporate social responsibility. Considering the position of the program and budget organization and in this research, the main goal is to investigate the effect of social responsibility of the organization on the participation of employees considering the mediating role of perceived organizational support and empowerment of the staff of this organization. The present research is considered as an applied goal. On the other hand, according to the method of data collection, descriptive-survey. The statistical population of this research was the staff of the country's planning and budget organization. According to the size of the population, 298 individuals were selected for stratified random sampling. Three hypotheses were used to examine this issue. Data were collected using a questionnaire and Cronbach's alpha was validated and reliable. To analyze the data, using SPSS and lisrel software, inferential statistics such as Pearson correlation coefficient were used to analyze the statistical data. The results indicated that perceived organizational justice and social responsibility of organization had a positive and significant effect on organizational commitment of employees. On the other hand, organizational justice has a positive and significant impact on the social responsibility of the country's planning and budget organization. Manuscript profile

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56 - The Impact of Organizational Justice on Organizational Commitment the Mediating Role of Organizational
Nasrin Jazani Sharokh Soltani

The present research aims to investigate the impact of organizational justice on organizational commitment by focusing on the intermediacy role of organizational trust. The present research in terms of method is a descriptive research and considering the aim, is operati More

The present research aims to investigate the impact of organizational justice on organizational commitment by focusing on the intermediacy role of organizational trust. The present research in terms of method is a descriptive research and considering the aim, is operational. Statistical population for this research is the employees of state offices in south part of West Azarbaijan province which by using a random sampling and Cochran's formula we chose 322 people as the capacity of the sample. Data collection tools standardized questionnaires organizational justice, organizational commitment, organizational trust, Due to the possibility of returned questionnaires, 350 questionnaires were distributed. The population of people responded to the questionnaire. After answering samples were collected questionnaires. We analyzed the information by Structural Equation Modeling (SEM) method with SPSS and LISREL software. The results of this research showed that organizational justice, other than having a direct effect can affect the organizational commitment indirectly by the organizational trust. Manuscript profile

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57 - Identify solutions to overcome barriers to women's job improvement in governmental organizations(Case Study: Tax Qazvin)
Zohreh Maleki Mohammad Ataee

The present study aimed at identify ways to remove barriers to women’s job development in governmental organizations. Variables of this research include develop organizational justice, training courses for Learning management skills, Strengthen self confidence, St More

The present study aimed at identify ways to remove barriers to women’s job development in governmental organizations. Variables of this research include develop organizational justice, training courses for Learning management skills, Strengthen self confidence, Strengthen risk-taking, presence of informal communication networks, participation of women in decision-making and women’s job development. The present research was functional in terms of purpose. The data was gathered using questionnaire and simple random sampling of questionnaire and field approach. The sample population in this study consisted of all female employees State Tax Organization of Qazvin and about 123 acceptable samples was collected. The data analysis was done using Chi-Square test and one-sample t-test in SPSS software . The results show that there is a significant relationship between develop organizational justice, training courses for Learning management skills, Strengthen self confidence, Strengthen risk-taking, presence of informal communication networks, participation of women in decision-making and women’s career development. Manuscript profile

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58 - The Relationship between Organizational Justice and Employee Turn-over Intention: the Mediating Role of Organizational Silence Climate, Job Involvement and Burnout
Sayed Ali Koushazadeh Fatemeh Koushazadeh

Today, the role and place of employees as human capital and potential factors in creating sustainable competitive advantage for organizations is increasingly understood by manager. Hence, some research has been done to identify the factors that influence attitudes and b More

Today, the role and place of employees as human capital and potential factors in creating sustainable competitive advantage for organizations is increasingly understood by manager. Hence, some research has been done to identify the factors that influence attitudes and behaviors of employees and, as a result, individual and organizational performance. In this regard, the aim of the present study was to identify the causative relations between organizational variables related to the employees including perceived organizational justice, organizational silence climate, job involvement, and burnout and turnover intention. The instrument for data collection and measurement of variables were questionnaires and stratified random sampling of the employee society of a public organization within Khorasan Razavi. The results of correlation analysis indicate a meaningful correlation between all variables studied. In addition, the results of path analysis show that organizational justice tends not only to predict employee turnover intention directly, but also through intermediate variables including organizational silence climate, job involvement and burnout. Manuscript profile

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59 - Using different learning algorithms in the stock price prediction by using neural networks
Ahmad Esa Khani Akbar Hassan pour Sima Naghde froshha

Stock price prediction is a very important financial topic, and is considered a challenging task and worthy of the considerableattention received from both researchers and practitioners. Stock price series have properties of high volatility, complexity,dynamics and turb More

Stock price prediction is a very important financial topic, and is considered a challenging task and worthy of the considerableattention received from both researchers and practitioners. Stock price series have properties of high volatility, complexity,dynamics and turbulence, thus the implicit relationship between the stock price and predictors is quite dynamic. Hence, it isdifficult to tackle the stock price prediction problems effectively by using only single soft computing technique.In this research, in the first step, the possibility of predicting stock price of National Iranian Copper Industries Company wasstudied. Then, for predicting of stock price after one day neural ¬network of MLP by learning algorithm of Levenberg-Marquardt were used. Then optimize structure of neural network was trained with the standard BP algorithm, the learningrate is 3/0 has the best performance. And for this learning rate, sensitive of standard BP algorithm was calculated to minimizelocal. At the end, standard BP algorithm with momentum is used. The results showed that predicting by standards BPalgorithm with momentum is better than the standard BP algorithm. Manuscript profile

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60 - Social determinants of tendency to administrative and financial corruption among government employees in JAHROM
SAMIRA RAHMANIAN MAJIDREZA KARIMI Keramatollah Rasekh

10.30495/jss.2021.1918697.1282

Purpose of this study was to investigate social determinants of tendency to administrative and financial corruption among government employees in JAHROM. Method used in this study is survey. Statistical population is all government employees in JAHROM city and four hund More

Purpose of this study was to investigate social determinants of tendency to administrative and financial corruption among government employees in JAHROM. Method used in this study is survey. Statistical population is all government employees in JAHROM city and four hundred persons have selected as a sample using systematic sampling method. Study tool is questionnaire and its face validity method used to determining its validity and Cronbach's alpha method used to determining its reliability. Descriptive results of this study indicate that average tendency to corruption among employees of JAHROM is low. Analytical results of study revealed that among components of study, work conscience, religiosity, participatory organizational culture and flexibility have a positive and significant effect on tendency to financial corruption. Among demographic variables, relationship between job type, social class and income with tendency to corruption is significant. Specifying dependent variable according to sum of independent variables indicated that five variables include organizational culture, work conscience; social class, income and organizational culture integration are strongest predictors of corruption tendency respectively and they are capable to specifying 0/203 changes of tendency to financial corruption. Research findings are compare with similar results. Finally, suggestions has made to prevent spread of corruption. Manuscript profile

Open Access Article

61 - Examination of social factors related to organizational commitment of employees of Melli Bank
Bahlol Novin Anarjan Mahmood Elmi

This study aimed to determine the relationship between social factors (social reliance, corporate partnerships, network of relationships, organizational justice) with the commitment of employees of Melli Bank branch province. The population of study includes all formal More

This study aimed to determine the relationship between social factors (social reliance, corporate partnerships, network of relationships, organizational justice) with the commitment of employees of Melli Bank branch province. The population of study includes all formal and informal employees (queue and administrative) of branches of Melli Bank of Azerbaijan (1820 people), who were randomly stratified in two categories: managers and employees, Thesample size of 326 employees of the branches of Melli Bank of East Azerbaijan Province had formed 4.6% of the 15 women and 311 men were equal to 95.4. 111 people (equals to 34 percent of a sample) has management positions and 215 equals to 66%) has executive positions. In this study, a standard questionnaire was used as a measurement tool. The results obtained in this study show that, there is a meaningful relationship between organizational commitment and organizational trust, organizational partnerships, organizational justice, the network of relationships and positions. But there was no significant difference between organizational commitments based on gender segregation. According to the results of the present study, in order to raise the level of commitment, organizations must strengthen trust, partnership, network of relationships and fairness is necessary.   Manuscript profile

Open Access Article

62 - Organizational Behavior with Organizational Justice Approach Based on Fuzzy Expert System (Case study: Small Foods Industrials of East Azerbaijan)
Nasser Fegh-hi Farahmand

The aim of this study is measuring of organizational justice based on fuzzy expert system. Accordingly, a model is designed based on fuzzy sets theory. The introduced model has five stages. In the first stage, input and output variables of model are characterized by ava More

The aim of this study is measuring of organizational justice based on fuzzy expert system. Accordingly, a model is designed based on fuzzy sets theory. The introduced model has five stages. In the first stage, input and output variables of model are characterized by available theories. Inputs are as follows: distributive justice, procedural justice and interactional justice. The output is the score of organizational justice.  In the second stage, the input and output are converted into fuzzy numbers after classification. Inference rules are explained in the third stage.  In the fourth stage, defuzzification is performed, and in the fifth stage, the devised system is tested. The test result shows that the presented model is of high validity. Ultimately, by using the designed model, the score of organizational justice for Small Food Industrials of East Azerbaijan was calculated. The statistical population consists of all staffs and middle managers in these organizations. Using Cochran formula, the sample size is260 employees and 106 middle managers. A questionnaire was devised, and its validity and reliability were confirmed. The result indicates that, the score of organizational justice in Small Food Industrials with the membership rank of 0.816 is at an average level and with the membership rank of 0.184 is low. Manuscript profile

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63 - Investigating the Relationship between Ethical Climate and Organizational Justice and Organizational Citizenship Behavior in Education Organization of Mazandaran Province in order to provide a model
Bahram i Kiaman Farshideh Zameni

The purpose of this research is to study the ethical atmosphere, justiceand organizational citizenship behavior in Education organization inMazandaran province in order to provide a structural model in the schoolyear (1395-1959). This study is a survey and is applied re More

The purpose of this research is to study the ethical atmosphere, justiceand organizational citizenship behavior in Education organization inMazandaran province in order to provide a structural model in the schoolyear (1395-1959). This study is a survey and is applied research in purpose.The statistical population is all staff of the educational departments of 32districts of province and city of Mazandaran, including all administrativestaff of the General Directorate of Education in Mazandaran Provincewho are 1929 and the sample size is 320 people using Morgan's Table.The method of data collection is based on fieldwork, organized interviewsand standard questionnaires. Pearson correlation and modeling analysisof structural equations for path analysis has been used. All dimensions ofall variables including organizational justice (Interactive, Procedural,Distributed) organizational citizenship behavior (Friendship, Conscience,Chivalry, Behavioral, Literary, and Contemplative) and ethical atmosphere(care and attention, rules and regulations, criteria, efficiency, independence)were accepted on the basis of verifiable factor analysis. The structuralcomponent of the model also indicates that the moral variable with directeffect (0.662) explained the highest amount of variance of citizenshipbehavior and organizational justice variable with direct effect (0.156)explained citizenship behavior. The results of the test showed that, theproposed model is suitable and the effect of exogenous variable on theendogenous variable is positive and appropriate. Manuscript profile

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64 - The study of relationship between organizational justice with the quality of work life of elementary school teachers in East Azarbyjan
Sohrab Yazdani

The purpose of this study was to explain the relationship between organizational justice with the quality of work life of elementary school teachers. The population of this research is all of the east Azerbaijan elementary teachers in 92-93 that are about 12136 ind More

The purpose of this study was to explain the relationship between organizational justice with the quality of work life of elementary school teachers. The population of this research is all of the east Azerbaijan elementary teachers in 92-93 that are about 12136 individuals whom 706 of them were chosen through Cochran formula and multi-stage cluster sampling. In This correlational research, questionnaires ofValton`s quality of work life and Nyhvf and Mormon`s Organizational justice after the formal validity check (through the pilot study) and content validity check (through A comprehensive review of research literature and expert judgment) was used. Data analysis was done by SPSS statistical software with Pearson correlation test, Friedman test, F test and T test. The results showed that, thereis a direct significant relationship between organizational justice and teacher`s quality of work life and it`s dimensions. The major components of quality of work life of teachers are constitutionalism in the organization, social integration in the organization, opportunity for continued growth and security, social dependency, human capacity development, environment, safe and healthy work conditions, total life settings and adequate and fair wage.   Manuscript profile

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65 - The study of the relationship between organizational justice perception and conscientiousness of Tabriz Radio and TV staff
Jalal Maali Mehran Samadi

This Research is done to determine the relationship between the amount of organizational justice perception and conscientiousness of Tabriz Radio and TV staff and also to find the significant relationship between them. Statistical community in this Research is all staff More

This Research is done to determine the relationship between the amount of organizational justice perception and conscientiousness of Tabriz Radio and TV staff and also to find the significant relationship between them. Statistical community in this Research is all staff of Tabriz Radio and TV who was 235 people. The sample size determined by Cochran formula was 147 and the sampling method was Stratified Random method. Research method is descriptive and is of correlation type. Also, in terms of purpose is functional and is conducted in field. Data collection tools were two questionnaires of organizational justice (Nihof and Mermen 1998) and working conscience (Casta and mac gray 1992). The results represent that, there is a meaningful relationship between organizational justice perception and conscientiousness of Tabriz Radio and TV staff and its dimensions such as procedural, distributive and interactive justice. But there is no positive relationship between information justice.  Manuscript profile

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66 - The study of the relationship between managers’ communicational skills and perceiving the organizational justice with job satisfaction among the employees of Sahand Technical University
Nahid Mostafayi Mehran Samadi

This paper studies the relationship between managers’ communicational skills and perceiving the organizational justice with job satisfaction among the employees of Sahand Technical University. The population of the study is all employees (235) working in Sahand Te More

This paper studies the relationship between managers’ communicational skills and perceiving the organizational justice with job satisfaction among the employees of Sahand Technical University. The population of the study is all employees (235) working in Sahand Technical University in Tabriz among whom 147 people were selected as the sample using Cochran formula and stratified random sampling method. The purpose and the type of this study are applied and descriptive and correlational respectively. In order to gather the data three questionnaires were used; organizational justice questionnaire of Neihoff and Moorman, communicational skills questionnaire of Barton and job satisfaction questionnaire of Smith, Kendall and Hulin. To test the reliability of the questionnaires, Alpha Cronbach was used that equals to 0.965, also to analyze the data Pearson Correlation Coefficient and Spearman were used. The results show that, there is a meaningful relationship between managers’ communicational skills and perceiving the organizational justice with job satisfaction, and all four elements of communicational skills has the meaningful relationship with job satisfaction. However, from these elements listening skill has the lowest correlation with job satisfaction. Also, all four elements of organizational justice have meaningful relationship with job satisfaction and from those elements distributional justice has the lowest relationship with job satisfaction.  Manuscript profile

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67 - The sociological study of job conscience and organizational factors influencing on them (A comparative study of government staff in Tehran and Yasooj)
Maryam Gashtasb Alireza Mohseni Tabrizi Bakhtyar Karami

The present paper studies the job conscience of government staff in Tehran andYasooj and organizational factors influencing on them. In this study the theories of Durham, Haber mass, Parsons, and Maslow were used. The aim of this study was to identify the level of consc More

The present paper studies the job conscience of government staff in Tehran andYasooj and organizational factors influencing on them. In this study the theories of Durham, Haber mass, Parsons, and Maslow were used. The aim of this study was to identify the level of consciousness among employees working in the public sector (state, governor, and mayor) and the factors affecting on them. The research method is survey and the data were collected through questionnaire. The sample population was 386 who were selected by quota sampling. The relationship between the independent variables of the sense of organizational justice, organizational participation, role strain, role clarity and organizational and job status and the dependent variable of work conscience have been measured. The results show that the amount of job conscience is 76/3 and the average upward. Also job conscience inYasooj is 45/3and in Tehran is 37/3. Manuscript profile

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68 - Relationship between Organizational Justice and Organizational Commitment with Job Satisfaction among Exceptional Schools Teachers of Bandar Abbas
Shapour Amin Shayan Jahrom Amin Shayan Jahromi Moslem Salehi Javad Imani

The goal of this study is to find the out the relationship between organizational justice and organizational Commitment with Job satisfaction among exceptional schools teachers of Bandar Abbas. The statistical population of this research includes all teachers in Bandar More

The goal of this study is to find the out the relationship between organizational justice and organizational Commitment with Job satisfaction among exceptional schools teachers of Bandar Abbas. The statistical population of this research includes all teachers in Bandar Abbas city in exceptional schools, in 2009-2010 academic Years, which were 138 persons, Using Morgan table, and 100 teachers as sample size through simple random sampling method was selected. The research method was descriptive–correlation. Data gathering was done through Moorman questionnaire for organizational justice and Allen & Meyer questionnaire for organizational Commitment, and Zali’s Job satisfaction questionnaire. For analyzing the data, descriptive and inferential statistics were used. Pearson’s correlation coefficient and multivariate regression were used. The results showed that there is significant difference between organizational indexes and job satisfaction. The organizational Commitment cannot predict the job satisfaction. Among the organizational indexes only the emotional commitment can predict the job satisfaction.     Manuscript profile

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69 - Factors Affecting Performance Enhancement of Commerce and Civil Service Company Managers in Gillan Province
Hussein Aghayei pour Fetrati seyad mahmoud hashemi

10.30495/qjopm.2020.1867230.2437

The present quantitative correlational applied study was undertaken to explore factors affecting the performance enhancement of managers at commerce and civil service companies in Gillan province. The research population comprised 2000 managers and employees at commerce More

The present quantitative correlational applied study was undertaken to explore factors affecting the performance enhancement of managers at commerce and civil service companies in Gillan province. The research population comprised 2000 managers and employees at commerce and civil service companies in Gillan, Iran from whom a stratified sample of 384 was selected based on Morgan Table. A researcher-made questionnaire developed based on the research conceptual model, the research questions and hypotheses was administered to the research sample. The gleaned research data were analyzed descriptively and inferentially through linear and multiple regressions. The results demonstrated that Organizational Trust, Organizational Citizenship Behavior and Organizational Equity had significant impacts on the participating managers’ performance enhancement. Moreover, Organizational Citizenship Behavior and Organizational Trust, with respective coefficients of (.591) and (.368), were found to have the greatest and the smallest impacts on the managers’ performance enhancement in Gillan. Manuscript profile

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70 - The Mediating Role of Organizational Justice in Job Insecurity and Burnout During the Covid – 19 Pandemic
Manouchehr karimi Seyedaliakbar Ahmadi

10.30495/qjopm.2022.1947305.3279

The purpose of this study was to explain the mediating role of organizational justice in the relationship between job insecurity and burnout, especially in crisis situations. The research is of applied nature using the descriptive-survey method. The statistical populati More

The purpose of this study was to explain the mediating role of organizational justice in the relationship between job insecurity and burnout, especially in crisis situations. The research is of applied nature using the descriptive-survey method. The statistical population of the study was the staff of Tabriz Tractor Manufacturing Company with 281 people who were stratified through stratified random sampling method. Three standard questionnaires of job insecurity, burnout and organizational justice were used to collect the data. The validity of the questionnaires was assessed using confirmatory factor analysis and their reliability was assessed by Cronbach's alpha. Structural equation modeling was used to analyze the hypotheses and the data were analyzed by PLS software. Other related studies suggest that individuals experienced a significant burden of mental health as a result of job insecurity in the midst of the COVID-19 epidemic. This study revealed that organizational justice can have a moderating effect in such crises and reduce the negative impact of job insecurity on burnout and consequent disorders. In particular, the procedural and interactional dimensions of organizational justice have the most inverse effect on burnout. Thus, the role of organizational justice in modifying employee burnout, especially in crisis situations, similar to the current situation resulting from the Covid-19 pandimic crisis, is important. Manuscript profile

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71 - Studying the Relationship of Civil Behavior and Organizational Justice with the Job Satisfaction of Mohaghegh Ardabili University Staff
Soleyman Iranzadeh Nazel Assadi

  Organizational justice and civil behavior are considered as one of the basic and most important factors in the job satisfaction and performance of the staff of every organization. Therefore, the goal of this study is to determine the contribution of the variables More

  Organizational justice and civil behavior are considered as one of the basic and most important factors in the job satisfaction and performance of the staff of every organization. Therefore, the goal of this study is to determine the contribution of the variables of organizational justice and civil behavior in predicting the job satisfaction of MohagheghArdabiliUniversity staff. The Statistical population consists of all the administrative personnel and the academic staff in the academic year 87-88            (N =380). The study sample included 190 male and female staff of the University based on relative random-stratified sampling.In order to collect data, researcher-made questionnaires-organizational justice questionnaire, civil behavior questionnaire, and job satisfaction questionnaire-were used. The results showed that there is a meaningful relationship between the variables of organizational justice and civil behavior with the job satisfaction of the staff, and both variables have the capabilitiy of predicting job satisfaction, but this capability was higher in the case of the organizational justice. Another finding of the research was that there was not a meaningful difference between the male and female staff with regard to civil behavior. However, there was a meaningful difference between the male and female staff from the viewpoint of organizational justice and jab satisfaction (P <0.0l). Manuscript profile

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72 - The Effect of Organizational Justice on Organizational Citizenship Behavior of the Personnel of Islamic Azad University of Tabriz
Nader bohluly Zynab yaghub Alavi Matin Adel Derakhshan Mehrabani

Organizational citizenship behavior is a set of voluntary and optional behaviors that are not part of the individual’s official duties and put the staff in a situation that they act in an absolutely voluntary manner beyond the expectations of their duties and job More

Organizational citizenship behavior is a set of voluntary and optional behaviors that are not part of the individual’s official duties and put the staff in a situation that they act in an absolutely voluntary manner beyond the expectations of their duties and job definition. And organizational justice is the question of how to treat the staff so that they feel they have been treated fairly, which includes perception of the fairness of payments, equality in organizational procedures, and fairness of interpersonal behaviors in the organization. Organizational justice can have a very important role in the development and improvement of organizational citizenship behavior. The present paper examines the effect of organizational justice on the organizational citizenship behavior of the personnel of the Islamic Azad University of Tabriz. The research sample included 246 employees (staff and faculty members) who were chosen using stratified random sampling. The statistical methods of Pearson’s correlation coefficient test and multiple regression (simultaneous) test were used to analyze the data. The results show that organizational justice has a significant relationship with each of the different dimensions of the organizational citizenship behavior. Manuscript profile

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73 - Multiple Relationships between Perceived Organizational Justice and Adherence to Psychological Contracts with Organizational Citizenship Behaviors
Ali Merdad Sara Ahmad pour Mohsen Golparvar

The main purpose of this research was to study perceived organizational justice and adherence to psychological contracts with organizational citizenship behavior among employees. For this purpose, 280 subjects were selected through stratified random sampling, based on M More

The main purpose of this research was to study perceived organizational justice and adherence to psychological contracts with organizational citizenship behavior among employees. For this purpose, 280 subjects were selected through stratified random sampling, based on Mitchell and Julie sample size table. The research method was descriptive and correlational. Research instruments consisted of organizational citizenship behavior questionnaire (Lee & Allen, 2002), organizational justice (Niehoff & Moorman, 1993) and psychological contracts (Rousseau, 1995). The data were analyzed by Pearson correlation and simultaneous and stepwise regression. Results indicated that there was a significant relationship between perceived organizational justice in all three dimensions distributive, procedural, interactional and adherence to psychological contracts in two dimensions transactional and relational, with Organizational citizenship behavior toward coworkers and organization (P≤0.01). Also, the results of the regression analysis showed that adherence to transactional psychological contracts, distributive justice and interactional justice has explained 45.7 % of variance in organizational citizenship behavior. Finally, we can conclude that perceived organizational justice and adherence to psychological contracts are important predictive factors of organizational citizenship behaviors. Manuscript profile

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74 - Designing and explaining the behavioral model based on divine rationality and emotion, considering the mediating role of organizational justice (research case: Shiraz Electricity Distribution Company)
saeed khajehfard Yaser Salary Senjar Salajegheh Mahdi Mohammad Bagheri

10/jtihr.2023.1985542.1156

Employees' behavior varies according to the rationality and feelings of individuals and varies with the degree of organizational justice. The purpose of this study is to design and explain a behavioral model based on divine rationality and emotion by considering the med More

Employees' behavior varies according to the rationality and feelings of individuals and varies with the degree of organizational justice. The purpose of this study is to design and explain a behavioral model based on divine rationality and emotion by considering the mediating role of organizational justice in Shiraz Electricity Distribution Company. The research method is developmental-applied in terms of purpose and descriptive and correlational in terms of nature and method. The strategy of this research is qualitative and quantitative. In the qualitative stage, the method of cyclic analysis process was used. The statistical population of the study includes 1477 employees of Shiraz Electricity Distribution Company from which a sample of 313 people was randomly selected. In designing and approving the model, the opinion of 14 experts aware of the issue was used and the content validity of the data collection tool was confirmed. Data analysis was performed using SPSS-23 and PLS-3 software and structural equation modeling. The results of the findings showed that factors related to behavior have a significant effect on behaviors based on divine rationality and feelings with the mediating role of organizational justice. Also, based on the findings, the effect of divine rationality and emotion on superior, pleasant, unpleasant, and inferior behaviors among employees was confirmed. Manuscript profile

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75 - بررسی عوامل مؤثر بر رفتار شهروندی سازمانی در صنعت گردشگری
مسلم باقری محمد صالحی علی رحیم پور

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76 - مدل تاثیر رهبری معنوی بر معنویت در کار؛ متغیرهای میانجی عدالت سازمانی و عزت نفس سازمانی
غلامرضا رحیمی علی هدایت فسندوز

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77 - بررسی رابطه بین عدالت سازمانی با سرمایه اجتماعی (مورد مطالعه: کارکنان بانک تجارت استان اردبیل)
سعید کوهی رامین صدیقی زهرا پورامینی

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78 - بررسی رابطه‌ی مولفه های عدالت سازمانی با رفتار شهروندی سازمانی با توجه به نقش میانجی تعهد شغلی مطالعه موردی: کارکنان اداره کل سازمان تامین اجتماعی استان گلستان
شبنم وزیری مرتضی دنکوب فرهاد قیصری

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79 - بررسی رابطه عدالت سازمانی و رفتار شهروندی سازمانی (مورد مطالعه: اداره کل آموزش و پرورش خراسان شمالی)
حسینعلی بهرامزاده محمود قربانی علی محمدی رضایی

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80 - Evaluation of impact of transformation leadership on knowledge sharing with mediating role of organizational justice of telecommunication company of Rasht
M. Rezaei

Abstract Today, the main capital of organizations is the knowledge that it has access. In this context, sharing knowledge as a complex but worthwhile activity is the basis of many organizational strategies. The main purpose of the present research is to investigate the More

Abstract Today, the main capital of organizations is the knowledge that it has access. In this context, sharing knowledge as a complex but worthwhile activity is the basis of many organizational strategies. The main purpose of the present research is to investigate the effect of Transformation Leadership on Knowledge Sharing by Emphasizing on the Mediating Role of Organizational Justice among Rasht Telecommunication Company Employees. So the main question of this research is: Does transformation leadership affect knowledge sharing with the mediating role of organizational justice of the Telecom Company employees in Rasht? The present research is a descriptive- correlation study and it is a field study in terms of data collection. The statistical population of the research is all employees of the telecommunications company of Rasht (n = 230) which is sampled by simple random method. Seven hypotheses were provided in this research. The results of the study showed that knowledge sharing and transformation leadership affect on distributed, procedural and interactive justice of Telecommunications Employees in Rasht. The results also showed that distributive justice, procedural justice and interactive justice affect the knowledge sharing of telecom employees in Rasht. Finally, some suggestions were provided for future researchers. Keywords: Transformation Leadership, Knowledge Sharing, Organizational Justice. Manuscript profile

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81 - Study of organizational justice and psychological empowerment through glass roof in Personnel of Fars Sport and Youth Offices
omid safari fatemeh hosseni

The purpose of this study was to investigate the effect of organizational justice on psychological empowerment of staff of Fars youth and sport departments. The statistical sampling of research consists of 144 female Employees Fars youth and sport departments Of these, More

The purpose of this study was to investigate the effect of organizational justice on psychological empowerment of staff of Fars youth and sport departments. The statistical sampling of research consists of 144 female Employees Fars youth and sport departments Of these, 132 were total selected as the sample. The questionnaires of glass roof (ahmadi.2014) and organizational justice (Nihof and Morman 1993) and staff Psychological empowerment (Spritzer 1995) were used to measure the reliability of the questionnaires, which were0.78 0.82 and 0.76, respectively. Correlation coefficient was used to examine the relationships of variables and regression was used to predict the variables of psychological empowerment. The results showed that organizational justice can be a good predictor of psychological empowerment.psychological empowerment of staff of Fars youth and sport departments. The statistical sampling of research consists of 144 female Employees Fars youth and sport departments Of these, 132 were total selected as the sample. The questionnaires of glass roof (ahmadi.2014) and organizational justice (Nihof and Morman 1993) and staff Psychological empowerment (Spritzer 1995) were used to measure the reliability of the questionnaires, which were0.78 0.82 and 0.76, respectively. Correlation coefficient was used to examine the relationships of variables and regression was used to predict the variables of psychological empowerment. The results showed that organizational justice can be a good predictor of psychological empowerment. Manuscript profile

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82 - The mediating role of emotional commitment in the relationship between organizational justice, servant leadership and job motivation with the intention of leaving teachers
marzieh heydari

this study aims to investigate The mediating role of emotional commitment in the relationship between organizational justice, servant leadership and job motivation with the intention of leaving teachers in shiraz city. statistical population of this study is the teacher More

this study aims to investigate The mediating role of emotional commitment in the relationship between organizational justice, servant leadership and job motivation with the intention of leaving teachers in shiraz city. statistical population of this study is the teachers of schools in shiraz city whose number is more than 714, in order to select sample size using morgan chart, the sample consisted of 249 people in a stratified random manner. reliability of the questionnaire was investigated by cronbach's alpha coefficient and its composite reliability and validity by structural and content validity. using the structural equation modeling technique, the research hypotheses were analyzed. the results showed that between organizational and organizational justice; servant leadership and emotional commitment; job enthusiasm and emotional commitment; emotional commitment and intention to leave work has significant effect. It was also found that affective commitment plays a mediating role between organizational justice, servant leadership and job engagment with intention to leave the job. Manuscript profile

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83 - Empowerment of female employees of the Ministry of Sports and Youth based on glass roof and organizational justice
seyed mohamad hosein hoseini ravesh hamid okati mahsa nakhaei moghadam

The main objective of this study was to Predicting Empowerment of Female employees of the Ministry of Sport and Youth Based on Glass Ceiling and Organizational Justice. The statistical sampling of research consists of 170 female Employees of Ministry of Sport and Youth. More

The main objective of this study was to Predicting Empowerment of Female employees of the Ministry of Sport and Youth Based on Glass Ceiling and Organizational Justice. The statistical sampling of research consists of 170 female Employees of Ministry of Sport and Youth. The data collection instrument involved Glass Ceiling questionnaire (Ahmadi,1394), Employees Empowerment questionnaire (Spreitzer,1992), Organizational Justice questionnaire (Niehoff and Moorman, 1993) and Psychological Capital questionnaire (Luthans, 2007). The reliability of questionnaires was obtained as 0.78, 0.80, 0.70 and 0.71 respectively. Then, one sample T-Test was used to compare the means, Discriminant Correlation Coefficient to examine the relationships between variables in terms of the moderating role of organizational justice and Multiple Regression to predict and explain the empowerment variable. The results indicated that glass ceiling and organizational justice can predict women’s levels of empowerment strongly. This means that a unit of standard deviation increase in glass ceiling reduced the standard deviation of empowerment variable to -0.23. Also, a unit of standard deviation increase in organizational justice led to a 0.79 increase in standard deviation of empowerment variable.It is recommended that the Ministry of Sport and Youth take positive measures to support Employees to improve their self-confidence and self-esteem so that they can break Glass Ceiling to increase their empowerment. Manuscript profile

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84 - A survey on organizational justice according to work groups (study case:state bank)
golnaz Mehdi Asri Hossein Safarzadeh Mohammad Reza rabiee mandejin

The current research was conducted with the aim of investigating the status of organizational justice. Due to the nature of the data, the current research is a survey type in terms of the implementation method. The statistical population includes all managers and expert More

The current research was conducted with the aim of investigating the status of organizational justice. Due to the nature of the data, the current research is a survey type in terms of the implementation method. The statistical population includes all managers and experts working in the state bank and the sample size was 120 according to Morgan's table, which were selected by stratified sampling. The data collection method was a researcher-made questionnaire, which was used to check face validity and Cronbach's alpha coefficient was used to check reliability. SPSS and AMOS software were used for data analysis. The results showed that the level of organizational justice is low at the average level, the highest level of justice perception is related to the procedural dimension and the lowest level is related to the informational justice dimension. Also, the results showed that the strongest relationship is between "interactive and informational justice" and the conceptual model of organizational justice has a model fit.the highest factor loading among all indicators is related to “the fairness of the compensation method” and in all dimensions managers had a better evaluation than experts. Manuscript profile

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85 - The effect of culture, justice and organizational intelligence on the creativity of the staff of university libraries of Islamic Azad universities in Tehran
Mojtaba Moazami Seyedeh Niloufar Shamoradi

Objective: The aim of this study was to determine the effect of culture, justice and organizational intelligence on the creativity of the staff of university libraries of Islamic Azad universities in Tehran.  Methodology: In terms of practical purpose and in terms More

Objective: The aim of this study was to determine the effect of culture, justice and organizational intelligence on the creativity of the staff of university libraries of Islamic Azad universities in Tehran.  Methodology: In terms of practical purpose and in terms of how to collect survey information and in terms of type, it is descriptive. The statistical population includes all staff of university libraries of Islamic Azad universities in Tehran, due to the fact that the size of the statistical population is limited, so the number of population is equal to the sample and the counting method was used and 114 people were selected as the sample size. Data collection is library and field method. The research tool is three prefabricated questionnaires from each of the three variables of organizational culture, organizational justice and organizational intelligence. Cronbach's alpha values of culture, justice and organizational intelligence were calculated to be 0.79, 0.84, 0.81, 0.78, respectively, which indicates the acceptable reliability of the questionnaires. SPSS 25 statistical analysis software was used for data analysis and LISREL was used for structural equation modeling.Results: Based on the research findings, the researchers showed that the effect of culture, justice and organizational intelligence on creativity is 0.69, 0.67 and 0.74, respectively. Conclusion: The results show the direct and positive effect of all three variables of culture, justice and organizational intelligence on creativity; therefore, all the hypotheses of this research, based on the effect of culture, justice and organizational intelligence on creativity, are confirmed. Manuscript profile

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86 - Behavioral factors affecting organizational identity (Cultural Heritage, Tourism and Handicrafts Organization of Tehran Province)
Elham Mohammadesmaeily amirmohsen madani Marzieh Mohammadi Abbas Ali ghaiyoomi

This research was conducted in order to investigate the behavioral factors affecting the promotion of the organizational identity of the Organization of Cultural Heritage, Tourism and Handicrafts of Tehran Province. The research method used in this study is descriptive More

This research was conducted in order to investigate the behavioral factors affecting the promotion of the organizational identity of the Organization of Cultural Heritage, Tourism and Handicrafts of Tehran Province. The research method used in this study is descriptive and correlational in terms of its applied purpose, quantitative in terms of data type, and in terms of data collection method. The statistical population of this research consists of all employees of the Organization of Cultural Heritage, Tourism and Handicrafts of Tehran Province, whose number is about 2500 people. The sampling method in this research is a simple sampling method.From the mentioned statistical population, according to the sampling criteria (based on the sampling method listed in Morgan's table), 308 people were selected as the research sample, and then using a researcher-made questionnaire in four dimensions and 32 items, adjusted according to a five-point Likert scale. , and the extracted items have been questioned in the statistical sample of the research. In the descriptive statistics section, the description of the data is presented in two sections, background variables and main variables, and in the inferential statistics section, in order to check the hypotheses from the K-test Square (Chi-square) has been used. According to the research data, it can be said that there is a positive and significant relationship between the behavioral factors of organizational justice, job satisfaction, job security and organizational health and the organizational identity of the Cultural Heritage, Tourism and Handicrafts Organization of the province. . Manuscript profile

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87 - مطالعه رابطه بین ادارک عدالت سازمانی کارکنان و الگوی رهبری مدیران شعب با نگرش شغلی کارکنان شمال غرب بانک تجارت
افسون قدیری مهران صمدی

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88 - ارتباط بین عدالت سازمانی و فرسودگی شغلی کارکنان وزارت ورزش و جوانان جمهوری اسلامی
یزدان تقی پور عباس خدایاری شهرام علم

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89 - تعیین رابطۀ عدالت سازمانی و هوش معنوی مدیران تربیت بدنی دانشگاه های آزاد اسلامی سراسر کشور
رضا هاشمی ماد محمد علیمردانی قدرت باقری حسن داوری

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90 - Rejection and organization justice
Mahin Tavakoli Warren Thorngate

Content analysis of semi-structured adults about losing an important organizational competition examined how three types of social justice : procedural, distributive, and interactional, affect the experience of rejection. All participants reacted More

Content analysis of semi-structured adults about losing an important organizational competition examined how three types of social justice : procedural, distributive, and interactional, affect the experience of rejection. All participants reacted to losing with feeling of sandness, anger, frustration, and a tendency to criticize the decision – participants also withdrew from subsequent competitions. These negative feelings motivated all respondents engage in social comparison with the winner, and use the comparison to judge whether the decision – making process was fair. Social comparisons that led to a judgment of being unfairly treated, or that showed the winner to be less qualified, intensified the respondents’ negative feelings towards the judges and retarded recovery from negative feeling and thoughts associated with the rejection or loss. To cope with these negative feelings, participants adopted various psychological and behavior strategies such as finding meaning or benefit in the rejection or loss, and trying other competitions. Persistent negative feelings were related to receiving impolite, disrespectful, or insufficient feedback about competition results. Managerial implications are discussed.     Manuscript profile

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91 - The effect of genuine leadership on psychological empowerment with the mediating role of organizational justice (Case study: Sufian Cement Company)
mohammadali naserikuche biyuk ali rezaeian gholamreza goudarzi alireza amirkabiri

The aim of this study was the effect of genuine leadership on psychological empowerment with the mediating role of organizational justice. The present study was a descriptive-survey study. The statistical population of the study was all 420 employees of Sufi Cement. Usi More

The aim of this study was the effect of genuine leadership on psychological empowerment with the mediating role of organizational justice. The present study was a descriptive-survey study. The statistical population of the study was all 420 employees of Sufi Cement. Using Morgan table, 201 people were randomly selected as a sample. For data collection, psychological empowerment questionnaire with 15 items, authentic leadership with 15 items and organizational justice with 10 items were used. The questionnaire was arranged on a Likert scale in five options. The content validity of the research tool was confirmed based on the opinions of experts and the constructed validity was confirmed by confirmatory factor analysis. Cronbach's alpha coefficient for measuring the reliability of all variables was above 0.70, which indicates the reliability of the research tool. Data analysis was performed using SPSS software that Sobel test was used to test the hypotheses. The novelty of the research is that the issue of psychological empowerment was operationally related to organizational justice and the importance of genuine leadership was explained in the relationship between these two variables. Manuscript profile

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92 - Designing an Organizational Justice Model with an Emphasis on Banking Industry Working Groups using a Qualitative Approach
Golnaz Mehdi Asri Hossein Safarzadeh Mohammad Reza Rabiee Mandejin

The title of this Research Is Designing an Organizational Justice Model with an Emphasis on Banking Industry Working Groups. In Terms of Purpose, this research is applied-developmental and is Considered among qualitative researches Carried out using Exploratory Mixed Me More

The title of this Research Is Designing an Organizational Justice Model with an Emphasis on Banking Industry Working Groups. In Terms of Purpose, this research is applied-developmental and is Considered among qualitative researches Carried out using Exploratory Mixed Method. The statistical population includes All Managers and Experts of Banking Industry who have worked for a Minimum of 10 years, 23 of which were selected as the Sample through purposive sampling. Data Collection Tools were systematic studies and semi-structured in-depth interviews with experts. The Focal Group Method was used for the Validity of the Model, and for its Reliability, Cronbach’s alpha Coefficient was used, which is 0.83. Data analysis was performed using Clark’s 6-step thematic analysis. The results indicated 4 Main themes (distributive justice, procedural justice, information justice, interpersonal justice). and 11 sub - themes (assignment of duties and responsibility, resource allocation, possibilities and facilities, Services compensation for groups, distribution of membership in groups, group decision - making, procedure of performing affairs, considering of group Framework, supporting of working groups, Improvement of Working group Climate, constructive communication and Informational Synergy between working groups). Manuscript profile

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93 - تبیین نقش عدالت سازمانی در رفتار شهروندی سازمانی( مطالعات موردی: واحدهای دانشگاه آزاد اسلامی استان اردبیل)
mohammad feizi hosein Alipour Ali feizolahi

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94 - Investigating the Factors Causing the Formation of Organizational Citizenship Behavior (Case Study: staff of Academic Center for Education, Culture and Research of the University of Tehran)
ام لیلا لشکری hamid ansari davar sheikhavandi talieh khademian

Considering the fact that organizational citizenship behavior can be regarded as one of the most fundamental social and managerial issues, and as it has been studied in different circles as well as the significance of underlying factors of its formation, this research t More

Considering the fact that organizational citizenship behavior can be regarded as one of the most fundamental social and managerial issues, and as it has been studied in different circles as well as the significance of underlying factors of its formation, this research tries to study those underlying factors in the of the Academic Center for Education, Culture and Research (ACECR) of the University of Tehran. This research is quantitative and conducted in a survey method. The required data was collected using a researcher-oriented questionnaire and library method. The study population consisted of all employees and experts and senior experts, middle managers and executives who worked at ACECR. All ACECR’s staff are 260 employees including middle and high-ranking managers and senior experts were selected as the statistical community. As the final results reveal, based on the factors leading to the organizational citizenship behavior, it can be said that in the first priority, there was a lack of organizational justice. The second priority is the lack of suitable welfare and mental calmness, want of overtime allowance, low-interest loans as well as poor conditions of the workplace. The third priority focuses on lack of suitable management indicators. Manuscript profile

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95 - Investigation the role of Win-Win Strategy of Conflict Management and Mental intelligence in the Perception of Employees from Organizational Justice, Studied Sample:Employees of Bushehr Port and Maritime Organization
mani arman esmail ahmadi zohreh khosravilaghab

Among the issues that are largely in response to the turbulent and complex environments which considered in organizations, are: spirituality, conflict resolution and justice. Process of increasing trust in employees is depending on the positive prospect of the justice w More

Among the issues that are largely in response to the turbulent and complex environments which considered in organizations, are: spirituality, conflict resolution and justice. Process of increasing trust in employees is depending on the positive prospect of the justice which should consider judgment and conflict resolution, and mental intelligence is an issue which forms with an attention to cultural condition of our country, following organizational justice and judgment of conflicts. According to the importance of the subject, purpose of this paper is to study the role of Win-Win strategy of conflict management and mental intelligence in the perception of employees from organizational justice in Bushehr port and maritime organization. After a survey of prior studies and making conceptual model, the questionnaire distributed among employees then data from 226 questionnaire collected and analyzed. Data were analyzed by SPSS software and Structural equation modeling method. Research results confirm the prepared conceptual model and indicate that studied hypothesis and sub-criteria of them means mental intelligence and Win-Win strategy of conflict management have a significant effect on organizational justice. Manuscript profile

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96 - Predicting Empowerment of Female employees of the Ministry of Sport and Youth Based on Glass Ceiling and Organizational Justice
leila samaei farideh ganjouei shiva azadfada hosein poorsoltan

The main objective of this study was to Predicting Empowerment of Female employees of the Ministry of Sport and Youth Based on Glass Ceiling and Organizational Justice. The statistical population of the study was 297 female employees of Ministry of Sport and Youth in ye More

The main objective of this study was to Predicting Empowerment of Female employees of the Ministry of Sport and Youth Based on Glass Ceiling and Organizational Justice. The statistical population of the study was 297 female employees of Ministry of Sport and Youth in year 97-98, 170 of them were selected via through Morgan table by simple random sampling method as sample of this study. The data collection instrument involved Glass Ceiling questionnaire(Ahmadi,1394), Employees Empowerment questionnaire (Spreitzer,1992), Organizational Justice questionnaire (Niehoff and Moorman, 1993) and Psychological Capital questionnaire (Luthans, 2007). The reliability of questionnaires was obtained as 0.78, 0.80, 0.70 and 0.71 respectively. Then, one sample T-Test was used to compare the means and Multiple Regression was used to predict and explain the empowerment variable. SPSS software was used for data analysis at the significant level of 0.5. The results indicated that glass ceiling and organizational justice can predict women’s levels of empowerment strongly. This means that a unit of standard deviation increase in glass ceiling reduced the standard deviation of empowerment variable to -0.23. Also, a unit of standard deviation increase in organizational justice led to a 0.79 increase in standard deviation of empowerment variable. It is recommended that the Ministry of Sport and Youth take positive measures to support Employees to improve their self-confidence and self-esteem so that they can break Glass Ceiling to increase their empowerment. Manuscript profile

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97 - Studying the relationship between organizational justice, work engagement and organizational commitment faculty members in university of Esfahan
Marzieh Heydari فاطمه فرخی مسعود قربانی دولت آبادی

This study was performed to determine the relationship between organizational justice, work engagement and organizational commitment. The Statistical population was formed from all faculty members in university of Esfahan, that among of these, 230 samples were selected More

This study was performed to determine the relationship between organizational justice, work engagement and organizational commitment. The Statistical population was formed from all faculty members in university of Esfahan, that among of these, 230 samples were selected at random.The research method was correlation.In order to collect information, three questionnaires of organizational justice(1993), work engagement(2006) and organizational commitment(1990) were used. For data analysis at descriptive statistics, from the mean and standard deviation were used. And at inferential statistical, from the mean test of a independent society and mean comparison test of Several Society or analysis of multivariate variance were used. The results of this analysis showed that there is a significant and positive relationship between organizational justice and organizational commitment. Also organizational justice can be affecting factors at the work engagement of the staff. Test results in another hypothesis showed that work engagement can predict staff organizational commitment. So we can conclude that Whatever the Director better pay attention to justice and fairness in organizations, teachers work whit more enthusiasm and commitment and objectives of the organization are effectively realized. Keywords: organizational justice, work engagement, organizational commitment Manuscript profile

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98 - The Impact of Justice and Organizational Commitment on the Effectiveness of the Employees in Islamic Azad University, Khorramabad Branch
Mahvash Hatami mojtaba moazzami

Today, one of the most important issues facing organizations is how to behave their employees justly. In other words, this issue has caused people to be committed to the organization and to help the achievement of the organizational goals. The general purpose of this st More

Today, one of the most important issues facing organizations is how to behave their employees justly. In other words, this issue has caused people to be committed to the organization and to help the achievement of the organizational goals. The general purpose of this study is to investigate the relationship between organizational justice and organizational commitment and the effectiveness of the organization. The research method is applied in terms of purpose and descriptive-survey in terms of data collection method. The statistical population of the study was all employees of Islamic Azad University, Khorramabad department (N = 221). The sample size was calculated based on Cochran's formula (n = 141) and was selected by simple random sampling. Data were collected using two questionnaires; organizational effectiveness Tseng (2010) and organizational justice - organizational commitment Baker et al. (2006). Data analysis was performed using SPSS22 software. The results of Pearson correlation coefficient showed that respectively there is a positive and significant relationship between distributive justice and organizational commitment. There is a positive and significant relationship between procedural justice and organizational commitment and also, there is a positive and significant relationship between organizational commitment and organizational effectiveness in the personnel of Khorramabad Islamic Azad University at the level of 99% confidence. Therefore, based on the obtained results, the following suggestions are proposed: providing financial resources, fair level of salaries, increasing the received rewards of the employees, active participation of employees in decisions and managerial process of the organization, and clear expression of employees' views in their work field and within the framework the rules of the organization. Manuscript profile

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99 - The Relationship between the Organizational Justice and organizational Silence in Education
mahmood abolghasemi mehdi khairandish morteza mahdavinik dariush mehri

The present study seeks to examine the correlation between organizational silence and teachers’ silence in Tabriz high schools. The method used in this study has a descriptive-correlative nature. The statistical population for this study involves all of the Zone f More

The present study seeks to examine the correlation between organizational silence and teachers’ silence in Tabriz high schools. The method used in this study has a descriptive-correlative nature. The statistical population for this study involves all of the Zone five high school teachers in city of Tabriz, Iran, through the year 2012-2013 including 242 people, from whom 150 teachers were selected using random sampling via Morgan table. Data was collected through two standard questionnaires: (a) organizational justice (Niehoff & Moorman, 1993) and (b) organizational silence (Van Dyne et al). The validity of the question was confirmed by the experienced professors in the field of educational management, and their reliability was calculated through Cronbach alpha an .92 and .84 respectively. The results of data analysis that was done through Pearson correlation and multiple regression showed that there is a significant negative relationship between organizational justice and organizational silence. However, there were two meaningful relationships between these two variables as follows: (a) between procedural justice and acquiescent silence, and (b) between distributive justice and met asocial silence.       Manuscript profile

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100 - Studying the relationship between organizational justice, work engagement and organizational commitment, faculty members in university of Esfahan
Marzieh Heydari Fatemeh Farokhi Masoud ghorbani dolatabadi

This study was performed to determine the relationship between organizational justice, work engagement and organizational commitment. The Statistical population was formed from all faculty members in university of Esfahan, that among of these, 230 samples were selected More

This study was performed to determine the relationship between organizational justice, work engagement and organizational commitment. The Statistical population was formed from all faculty members in university of Esfahan, that among of these, 230 samples were selected at random.The research method was correlation.In order to collect information, three questionnaires of organizational justice(1993), work engagement(2006) and organizational commitment(1990) were used. For data analysis at descriptive statistics, from the mean and standard deviation were used. And at inferential statistical, from the mean test of a independent society and mean comparison test of Several Society or analysis of multivariate variance were used. The results of this analysis showed that there is a significant and positive relationship between organizational justice and organizational commitment. Also organizational justice can be affecting factors at the work engagement of the staff. Test results in another hypothesis showed that work engagement can predict staff organizational commitment. So we can conclude that Whatever the Director better pay attention to justice and fairness in organizations, teachers work whit more enthusiasm and commitment and objectives of the organization are effectively realized.                                                                                                         Manuscript profile

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101 - The Relationship between Organizational Justice and Organizational Commitment and Job Satisfaction among Teachers of Schools for the Disabled
Javad Imani SHaporamin Shayan Jahromi

Abstract The goal of this study is to study the relationship between organizational justice and organizational commitment and job satisfaction among teachers of schools for the disabled. The population in this study includes all 479 teachers employed in schools for the More

Abstract The goal of this study is to study the relationship between organizational justice and organizational commitment and job satisfaction among teachers of schools for the disabled. The population in this study includes all 479 teachers employed in schools for the disabled in Hormozgan province in 2010-2011. To determine the sample fot this study, 214 out of 479 were selected through random sampling. The method of this research is descriptive and correlational, and the following questionnaires were used for data collection: Organizational Justice (Moorman & Niehoff, 1993), Organizational Commitment (Allen & Meyer, 1990), and Job Satisfaction (Spector, 1985). Data analysis was done through Pearson's coefficient correlation and polygamist coefficient regressions and the results were as follows:  organizational justice variable is not able to predict organizational commitment. There is a significant relation between organizational justice and job satisfaction. On the other hand, there are significant relationships between job satisfaction and organizational justice dimensions out of which only procedural justice can predict job satisfaction. Manuscript profile

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102 - On the Relationship between Organizational Justice and Organizational Trust and Organizational Citizenship Behaviour as viewed by Heads of Different Educational Departments of Islamic Azad University, Region One
Siros Hadadnia Hojatollah Fani Ahmad Hashemi

  Abstract The purpose of this study is to examine the relationship between Organizational justice and Organizational Trust and Organizational Behaviour Citizenship. The research method is descriptive (surveying). The population consists of 315 heads of different More

  Abstract The purpose of this study is to examine the relationship between Organizational justice and Organizational Trust and Organizational Behaviour Citizenship. The research method is descriptive (surveying). The population consists of 315 heads of different departments of Islamic Azad University (region one) in 2010-11.  118 of whom were selected through simple random sampling. Three questionnaires of Organizational justice, Organizational Trust, and Organizational Citizenship Behaviour were used as the study instruments. Their reliability was estimated as 0.831, 0.828, and 0.884 respectively. For data analysis, SPSS, and the statistical methods of correlation coefficient matrix, simple and multiple regressions and path analysis were used. The findings showed (a) there is a positive significant relationship between the components of Organizational justice, Organizational Trust and Organizational Behaviour Citizenship; (b) There is a positive relationship between Organizational justice, Organizational Trust, and Organizational Citizenship Behaviour; (c) There is a positive relationship between the Trust of friendship and respect, duty, virtue and generocity of the civic dimensions of organizational behavior, and (d) there is a positive relationship between the Competence, Reliability, and benevolence of the dimensions of organizational trust and organizational justice. Manuscript profile

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103 - Relationship between Dimensions of Conceptual Organizational Justice and Teachers Organizational Citizenship Behavior
Ali Khalkhali Maryam Rahimi

Abstract: Purpose of this study is analyzed of relation between Dimensionsof ConceptualOrganizational Justice and Organizational Citizenship Behavior among teachers. The data was collected from 357 teachers of Gilan province through two questionnaires, which named as or More

Abstract: Purpose of this study is analyzed of relation between Dimensionsof ConceptualOrganizational Justice and Organizational Citizenship Behavior among teachers. The data was collected from 357 teachers of Gilan province through two questionnaires, which named as organizational justice questionnaire and citizenship behavior questionnaire. Statistical methods as correlation coefficient and Regression are used to analyze data. Results showed that variable of conceptual organizational justice and its three ranges have sensitive positive relation with organizational citizenship behavior. Also, Results of Regression analysis show that the Procedural justice has moreeffective relation with teachers` organizational citizenship behavior. Manuscript profile

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104 - The Relationship between Organizational Justice and Organizational Citizenship Behavior among the Employees in regions 1 and 2 of the Education Ministry in Khorramabad
Hassan Mahjub Eshrat Ab Mohammad Mirkamaly Vali morad Kiani

  Abstract   The aim of this research was to explore the relationship between organizational justice and organizational citizenship behavior among the employees of regions 1 and 2 of the Education Ministry in Khorramabad. The used research method was descripti More

  Abstract   The aim of this research was to explore the relationship between organizational justice and organizational citizenship behavior among the employees of regions 1 and 2 of the Education Ministry in Khorramabad. The used research method was descriptive and correlation. All employees in these two districts constituted the population of this study; from among them168 employees were selected, using random sampling. Instruments for this study included two researcher-made questionnaires: Organizational Justice and Citizenship Behavior Questionnaires. The collected data was analyzed through descriptive statistics indices and statistical tests, including Pearson correlation, regression, one-way ANOVA, and independent t-test. The results of data analysis indicated that there was a positive relationship between organizational justice and organizational citizenship behavior (P< .0.1). In addition, results from stepwise regression revealed only the loyalty component could predict organizational justice. The results of t-test also showed a significant difference between the employee’s genders. And finally, results of one-way ANOVA indicated that the difference between organizational justice and the education level, that was actually a demographic variable, was significant. Manuscript profile

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105 - Relationship between organizational justice and the desire to leave employees' jobs (Case study: National Organization of the Islamic Republic of Iran)
Masomeh Vafajou ghonamhosin heydari

Abstract The main purpose of the present study is to investigate the relationship between organizational justice and job vacancies (Case study: the country's national organization). The statistical population of this study consists of representatives from the tax disput More

Abstract The main purpose of the present study is to investigate the relationship between organizational justice and job vacancies (Case study: the country's national organization). The statistical population of this study consists of representatives from the tax dispute settlement authorities of the city and province of Tehran with 130 representatives. Because the entire statistical population of research is 130, so they are all selected as the sample society. In this research, two standards of organizational justice questionnaires were used by Nyeev and Murman using 20 items (three dimensions of distributive justice, procedural justice, interpersonal justice) and a 15-item questionnaire. This research is a descriptive and correlational study in terms of the purpose of a research The assumption of the normality of the data at the 5% significance level was tested using the Kolmogorov-Smirnov technique and for data analysis, parametric tests (Pearson correlation coefficient and regression analysis) and spss version 16 software were used. The findings of the research are based on the fact that there is a reverse correlation between all aspects of organizational justice and job vacancies of employees, that is, by increasing the organizational justice of consumers, the amount of job vacancies decreases. Keywords: Organizational Justice, Quit Employees Manuscript profile

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106 - Investigating the role of mediator of organizational justice and quality of work life in modeling the effect of spiritual intelligence on self-efficacy;Examining the views of teachers
jafar‬ beikzad ali hedayat fasandoz

The purpose of this study is to explain the effect of spiritual intelligence on teacher self-efficacy through the mediator of organizational justice and quality of work life. The population consisted of high school teachers in Naghadeh city, which were selected by rando More

The purpose of this study is to explain the effect of spiritual intelligence on teacher self-efficacy through the mediator of organizational justice and quality of work life. The population consisted of high school teachers in Naghadeh city, which were selected by random sampling method, 230 subjects. The descriptive - correlation research method is applied using structural equation model as an applied research. Data were collected by David King's standard intelligence questionnaire, Sherer's general self-efficacy, Walton's quality of work life, and organizational justice, Nijouff and Morell. In order to test the fitting goodness, structural equation modeling with partial least squares approach was performed. The results of the analysis showed that spiritual intelligence has a positive and significant effect on the teachers' self-efficacy, quality of work life, and organizational justice. Spiritual intelligence explains directly the quality of work life and organizational justice (0.26, 0.63, and 0.59) of teacher self-efficacy changes, respectively. And indirectly by mediating organizational justice and quality of work life, respectively, are 0.26 and 0.18, respectively, affecting self-efficacy. Organizational justice also explains 0.35 changes in quality of work life, and the variable of spiritual intelligence with organizational justice mediator explains 0.20 of changes in the quality of working life. The direct effect of organizational justice and quality of work life on self-efficacy is respectively 0.44 and 0.28, respectively. The significant coefficients of all paths are greater than 1.96. Manuscript profile

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107 - The role of mediation of meritocracy in the relationship between organizational justice and organizational learning in Mazandaran Tejarat Bank employees
fatemehsoghra sina syad jalal sadati tile bani

The purpose of this study was to investigate the role of mediation of meritocracy in the relationship between organizational justice and organizational learning in Mazandaran Tejarat Bank employees. This research is applied in terms of purpose and in terms of data colle More

The purpose of this study was to investigate the role of mediation of meritocracy in the relationship between organizational justice and organizational learning in Mazandaran Tejarat Bank employees. This research is applied in terms of purpose and in terms of data collection, it is descriptive and correlational. The statistical population of this research includes all employees of Mazandaran Tejarat Bank, there were 489 people. Sample size using krejcie – Morgan tables, 215 people were selected by stratified random sampling method based on gender. The data gathering tool was Greenberg's Organizational Justice Questionnaire (1990), Organizational Learning Questionnaire (2001), and Moslehie meritocracy (2012). Descriptive statistics and inferential statistics (Kolmogorov-Smirnov test, Pearson correlation test, bootstrapping test and inclusion variance test) were used to analyze the data. The results showed that there is a relationship between organizational justice and organizational learning in Mazandaran Tejarat Bank employees with the mediating role of meritocracy. According to the results of the research, there is a relationship between organizational justices and meritocracy, meritocracy and organizational learning in Mazandaran Tejarat Bank employees. Manuscript profile

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