A study of the relationship between perceived organizational justice and job conscience among executive staff of Khorasgan Islamic Azad University

The present research assesses the relationship between perceived organizational justice and job conscience among executive staff of Khorasgan Islamic Azad University. The research method was correlational-descriptive conducted in a field design. The research population included 310 tenures and no tenures track staff. 162 were sampled Using Kucran formula, a sample population of 162 were selected through cluster analysis. The instrument to collect data was based on The organizational justice questionnaire of Nihoff and Moorman (1993) with 5 items to assess distributive justice, Moorman (1991) with 7 items to assess Procedural justice, and to assess Moorman (1991) with 6 items to assess Interactional justice. To assess job conscience, a researcher-made questionnaire with 33 items was used. The reliability coefficients was. 87 for perceived organizational justice and. 86 for conscience questionnaire on the basis of Chronbach alpha. The research results showed that there was a significant difference between perceived organizational justice and job conscience at P≤0.05 level (r=.501) and also there was a significant relationship between dimensions of organizational justice including distributive justice, Procedural justice, and Interactional justice with job conscience at P≤0.05 level (r=.318, r=.491, r=.439 respectively). Among ethnography variables (gender, work experience, education level, type of employment and job responsibilities), only education level affected the relation between perceived organizational justice and job conscience. There was no significant difference between justice variables (distributive justice, Procedural justice, and Interactional justice) and gender, work experience, education level, type of employment and job responsibilities.