گلناز مهدی عصری

organizational justice refers to the employees' feeling and perception of the level of fairness and equality in the behaviors and working relationships in an organization. In the last decade of the 20th century, organizational justice as an important concept in human resource management was noticed in the field of organizational studies. This concept is placed next to organizational commitment and employee satisfaction and is an underlying factor of organizational trust. Justice and its implementation is one of the basic and natural human needs. Throughout history, its existence has always provided a suitable platform for the development of human societies. In recent years, the issue of organizational justice has been investigated in various research and organizations, including the banking network, but since the results of various research have not summarized the results of existing studies, therefore, the present research analyzed the results of research regarding organizational justice related factors. It has dealt with organizational justice in the country's banking network and understanding the relationships between them.

The present study is an applied research. The statistical population of the research was made up of all the research conducted until the end of the spring of 2022 in the field of the study subject, through the purposeful sampling method of 37 research related to organizational justice that were indexed in the form of theses on the Irandak website and articles published in scientific-research journals in that period. They were identified and extracted between 2010 and 2022. The method used in the current research is meta-analysis, and in order to analyze the data, the second edition of the Comprehensive Meta-Analysis (CMA) software was used. It should be mentioned that in order to check the homogeneity of the results of the studies, the Q-test and the I-squared index were used, and in order to check the publication bias, methods such as Bagg's and Mezomdar's rank correlation, Egger regression method and funnel plot were used.

In the country's banking network, the relationship between factors at three levels "individual, social and organizational" with organizational justice has been investigated. According to the obtained effect size, the results showed that organizational factors are the strongest correlates of organizational justice, followed by individual and social factors. Among organizational factors, "organizational well-being" among individual factors, "employee productivity" and among social factors "social capital" had the strongest relationship with organizational justice.

Various research showed that strengthening employees' perception of organizational justice is relevant and effective on different aspects of organizational behavior, and efforts to develop organizational justice will both help to maintain and promote sustainable productivity and can grow the human resource development indicators of organizations.

The role of human resources in organizations is undeniable, and examining variables related to it, such as justice, becomes doubly important. The purpose of this research is to explore the organizational justice in Sepehr banking network.

This research is practical in terms of purpose. The statistical population included all managers and experts working in private banks, and 120 people were selected as the statistical sample of the research. A researcher-made questionnaire was used to collect data, and its validity and reliability were confirmed.

The findings showed that the level of feeling of organizational justice is medium to high. The results of comparing the dimensions of organizational justice by two groups of experts and managers showed that in both groups, the highest level of sense of justice was related to informational justice and the lowest level was related to distributive justice. The results of the comparison of organizational justice indicators showed that experts had the highest sense of justice from "the presence of constructive communication" and managers from "improving the atmosphere of work groups".

The implementation of organizational justice in the banking network can increase employee satisfaction, organizational commitment, and customer trust.

The purpose of the current research was to meta-analyze the foreign research conducted regards factors related to organizational justice, in order to estimate the effect size of the correlations related to organizational justice. In fact, this research was trying to investigate this issue according to the existing research records, what are the factors related to organizational justice in foreign research and also which of these factors have the strongest relationship with organizational justice.

The statistical population of the current research included all research conducted regarding organizational justice until the end of the first half of 2023, and based on purposeful sampling method, 32 research documents that had suitable characteristics to enter the meta-analysis were selected, and in order to analyze the data, the second edition of comprehensive meta-analysis (CMA) software was used.

Due to the heterogeneity between the studies, the random effects model was used to combine the results and reach the effect size.The effect size of the random model of the correlations of organizational justice in the studies under review was 0.299, which according to Cohen's interpretation system is within the confidence range at an average level.The results showed that among the correlates related to organizational justice in the banking network, the intention to comply with the information system security policy, satisfaction with services and organizational trust, are the strongest factors, while hiding knowledge, organizational performance and the turnover intention of employees, are the weakest factors.

Considering the many factors related to organizational justice, it should be said that without gaining knowledge about the level of employees’ perception of organizational justice, it will not be possible to achieve organizational goals and realize organizational visions and improve the status of organizational performance and organizational excellence.

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.

The title of research is “explanation the Organizational Justice Pattern by emphasizing on working group in banking industry.” The current project aims to validation the organizational justice considering the working group approaches (examination the existing state) in addition to identification, comparing and grading the dimensions and components of justice using group approach in terms of view, it is practical and regarding nature of data, it is descriptive survey. The statistical population consists of all the managers and experts working in three banks, including governmental, semi-governmental and private banks. The number of participants in three groups of the research is 5076 andthe number of samples are 360 and sampling method is classified random. The innovation of the research is that, there is not any investigations examining the compound effects of diverse components of justice using group approach. In case of reliability, the Cronbach Alpha is used, the amount of which is 0.85, suggesting the proper amount of this factor for the questionnaire. Results suggest that both manager and experts generally believe that, “information & interactional” justice are more focused comparing two other dimensions, namely “Procedural and Distribution” justice

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).