جستجوی مقالات مرتبط با کلیدواژه « عدالت مراوده ای » در نشریات گروه « علوم انسانی »

Today, social justice is one of the most important needs of human societies. It has also beenintroduced as one of the parameters for social development, because citizens to achieve desirable life conditionsin their society need social justice. The present research objective is to study social justice role in providingsocial happiness of Arak citizens in 2010. Regarding objective, data gathering method, and data nature, thepresent research is an applied one, descriptive of correlation and survey type, and quantitave respectively. Thestatistical population is consisted of Arak 15-64-year old citizens in 2009. The statistical sample was determinedto include 400 individuals based on Morgan table of sampling. The results showed that social justice explainssignificantly 63% of individual happiness and collective happiness; distributive justice explains significantly69% of social happiness. Moreover, interactional justice, gender justice, judicial justice, and biological justiceexplain significantly 45%, 37%, 49%, and 41% of social happiness of Arak citizens, respectively. Happy citizensis of requirements for a society to achieve development and humanly causes. To improve their happiness, thereshould be a promising atmosphere in a society 's structure, and social justice is one of important instruments tothis end.

This study aimed to develop a model emphasizing justice in the recruitment of human resources at a macro level in Iran. The objective was identified after examining the current needs in human resource recruitment, considering the broader context.

Employing a qualitative method based on Grounded Theory approach, this research engaged experts with significant knowledge and practical experience in human resource recruitment. Semi-structured interviews were conducted for data collection and ATLAS.ti software was applied to facilitate a more structured analysis of the data gathered.

Through the examination of interview transcripts, we identified such key elements as justice-oriented recruitment assessment factors, causal variables, contextual conditions, mediating variables, and outcomes. Results underscore the impact of institutional oversight, employment discrimination, quality of tests, and quality of employment policies on justice-oriented human resource recruitment within government organizations.

Originality: 

No other study has so far focused on the macro level aspect of justice-oriented recruitment in Iran. Regarding justice-oriented perspective on human resource recruitment, this research contributes a macro-level framework from a policy making viewpoint. Through this vision, it identifies influential factors, contextual conditions, mediating variables, and outcomes.

The quality of work life as one of the effective components of human resource management can make any organization, especially creative organizations, successful in reaching their goals. One of the important and effective indicators of the culture of organizational excellence is the quality of work life, which is considered one of the components of performance improvement. The improvement of this index leads to the alignment of employees and the organization. While this variable is of special importance for employees, it is considered one of the tools of the organization to achieve its goals. The quality of work life in any organization is affected by various factors that can affect its level in different ways. Among these factors, we can mention the existence of organizational justice and employees' perception of it. Employees' perception of justice in the organization affects the employees' feelings, attitudes, beliefs and behavior and ultimately, it will be effective on the organization's performance, durability and output. Managers, especially in creative organizations such as media organizations, need to create a proper understanding of justice in their employees to promote progress, improvement and dynamism. Organizational justice in media organizations such as the Islamic Republic of Iran Television Network will have an undeniable effect on the quality of work life of its employees and, further, on the performance and results of this television network. In any creative organization that seeks to improve the quality of life of knowledge seekers and expand educational justice, it seems necessary to pay attention to organizational justice and the quality of the work life of employees and, as a result, the relationship between these two factors. Therefore, in the course of this research, an attempt has been made to examine the dimensions of organizational justice among the employees of this network and to investigate its relationship with the quality of work life.

This research is descriptive in terms of approach (correlation), applied in terms of purpose and quantitative in terms of measurement and analysis method. Its statistical population is the employees of the Television Education Network of the Islamic Republic of Iran, using Powersample software, 64 of them were selected and analyzed as a sample by a simple random method. Survey method and questionnaire tool were used to collect data. In this questionnaire, the standard test of Niehoff and Moorman (1993) was used to measure organizational justice, and the standard test of Walton (1973) was used for the quality of work life. To measure the validity of the collection tool, the face validity method was used and to determine its reliability, Cronbach's alpha coefficient was used. Data analysis was done using SPSS statistical software. For this purpose, due to the normality of the data, Pearson's correlation coefficient was used to test the research hypotheses and the determination coefficient was used to check the effect.

The findings of the research indicate that in terms of understanding organizational justice, 3.1% of employees have expressed a very low level, 21.9% low, 40.6% moderate, 28.1% high and 6.3% very high. It should be noted that in the continuum 1-5, distributive justice has the highest rank among the components of organizational justice, with an average of 3.5, followed by procedural justice and transactional justice, both with an average of 3. Also, these findings show that in terms of quality of work life, 4.7% of employees are at a low level, 25% are at an average level, 62.5% are at a high level, and 7.8% are at a very high level. It should be noted that among the components of the quality of working life, fair and adequate payment has the highest rank with an average of 4.26, followed by legality in the organization and social integration and cohesion with an average of 4, and then the development of human capabilities with an average of 3.65. , providing the opportunity for continuous growth and security with an average of 3.64, safe and healthy work environment with an average of 3.34, general life atmosphere with an average of 3.21 and finally social dependence of work life with an average of 3. Based on the results of the research hypothesis test, with a 1% error, it can be said that there is a direct and significant correlation between organizational justice and its components with the quality of work life. This correlation has been reported in the case of the distributive justice component at a weak level and in other cases at an average level. In other words, the more the level of organizational justice and its components increases, the quality of the work life of employees will also improve. The coefficient of determination indicates that about 10% of changes in the quality of work life are influenced by the distributive justice component, about 20% by the procedural justice component, and about 20% by the relational justice component

The quality of working life and its components are affected by various factors, including organizational justice. The results of the research confirm the direct and positive relationship between organizational justice and its components and the quality of work life of employees in the Islamic Republic of Iran's television network. The relationship between the variables of organizational justice and the quality of work life, in addition to the nature of communication under the effective components of human resource management, is also the focus of attention from the perspective of social exchange theory. "Comparing" as an important component in the theory of social exchange and measuring its profit and loss is one of the foundations of people's judgment about relationships. Organizational justice and quality of work life are formed in the structure of relationships in the organization. It can be argued that improving employees' perception of organizational justice will increase the quality of work life and, as a result, increase job satisfaction, increase productivity, strengthen the foundation of the organization, and ensure the achievement of organizational goals.

Today, the study of staff turnover is one of the main concerns of any organization. Since NAJA is at the forefront of public security and is considered as a kind of security showcase of the country, their performance has a direct effect on the perception of organizational justice and therefore their job satisfaction is of two important importance. The subject of this study is to investigate the effect of perception of organizational justice on the tendency of employees to move by explaining the mediating role of job satisfaction. The purpose of this article is to study the concept of organizational justice, job satisfaction, employee turnover and finally provide a model based on research and develop an optimal plan for employee turnover using the results of organizational justice and satisfaction research.

This is a descriptive correlational study and its statistical population is the staff of the Tehran Provincial Police Headquarters. 146 people have been selected as a sample size in a systematic random method based on Morgan table. In order to collect data related to variables, the three questionnaires of Niehoff and Morman (1993), Bisvaz (2012), and Minita Sota were quoted by Mohammadi (2011). Hypothesis analysis was used using structural equation modeling and Smart PLS software.

It was concluded from the results that organizational justice has an effect on the desire to move through job satisfaction mediation. Communication justice, procedural justice and distributive justice, respectively, had a significant effect by explaining the role of job satisfaction in staff turnover.

Due to the necessity of the issue of willingness to relocate employees, job motivation should be increased through justice (interaction, procedure and distribution).

Considering the constructive role of the university in society and importance of issue of justice and ethics; A study was conducted to design a moral justice structure in the Islamic Azad University. The present study was applied and the statistical population was based on judgmental sampling of 20 experts in the field of ethics and organizational justice. Using fuzzy Delphi method and theoretical foundations, indicators and dimensions were identified and provided to experts. After reviewing the opinions of experts on 11 indicators of distributive justice; indicators included: 8 interactive justice, 8 procedural justice, 4 information justice, 5 communication justice, 6 interpersonal justice and 3 linguistic justice were approved as the final indicators. Based on reviews and weighted averages; The most important group of indicators is the dimension of information justice, followed by the dimension of interactive justice; Procedural justice; Distributive justice; Communicative justice; There was linguistic justice and, ultimately, interpersonal justice. According to the results, the most important type of justice-based required in the Azad University is moral justice based on the religious and cultural principles of society. Therefore, the necessary mechanisms and contexts must be put in place to implement the seven dimensions of ethical justice in the organization.

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.

The purpose of this study was to analyze the gap (comparison of the current and desirable situation) of sports justice from the perspective of professional footballers.The present study was descriptive-survey and applied research. The population included all football players of the Iranian Premier League. According to Morgan's table, 177 people were included in the study by available sampling method. The research instrument was Ahmadi et al.'s Sports Justice Questionnaire (2012). In this study, descriptive statistical methods and inferential statistical methods were used. The results show that there is a significant difference between the current and desired situation of distributive justice (Sig = 0.001, z = -11.628), procedural justice (Sig = 0.001, z = -11.669), and transactional justice (= 0.001). Sig, z = -11.669), rights justice (Sig = 0.001, z = -11.759) and sports justice (Sig = 0.001, z = -11.564). In general, the results show that the current situation of sports justice in Premier League teams is inappropriate and there is a difference with the expected situation. Relevant managers are advised to conduct comprehensive research to determine the cause of this condition and work to improve it

The present study aimed to investigate the effect of perceived organizational justice on the occurrence of deviant job behaviors in the workplace among the employees of Baghistan Municipality located in Shahriar, in which the role of job attachment has been explained. In any organization, justice is defined on the basis of factors such as: fair wages, cash and non-cash rewards, career promotion and meritocracy, fair practices and the provision of accurate information, but in practice what is achieved as justice, Employees' perception of justice. So if the employee has a different understanding of each of these factors, the question arises as to how he or she will behave. The statistical population of the study includes all 290 staff members of Baghistan Municipality located in Shahriar city. Using Cochran's formula for a limited community, 165 questionnaires were distributed among individuals through simple random sampling.
To test the content validity of this study, confirmatory factor analysis was used to confirm the questionnaire. Cronbach's alpha slope test was used to calculate the reliability of the questionnaire. After collecting data, according to the objectives and nature of the research, the structural equation method in Lisrel software was used to analyze the research hypotheses. The results of path analysis test showed that the perceived organizational justice variable of 71% has a positive and significant effect on job attachment. Also, the job attachment variable has a 67% inverse and significant effect on deviant job behaviors.

This study aims at Monitoring the Role of organizational justice on the productivity of employees of Tabriz Tejarat Bank branches. The statistical population of the study is all employees of Tabriz Tejarat Bank, which is 280 people. The statistical sample size was determined using Morgan table 162 people and was selected by simple random sampling method. The data collection tools in this present study consisted of the standard organizational justice questionnaire developed by Nihoff and Morman in 1993 with the aim of evaluating organizational justice and the human resource productivity questionnaire based on Achio model developed by Hershey and Goldsmith in 1980. In order to analyze the collected data, descriptive and inferential statistical methods were used. At the inferential level to test the research hypotheses., after determining the distribution of data related to research variables based on Kolomogorov test and Pearson r test, the linear regression test were determined using SPSS software. The results indicate that the main and sub-hypotheses of the research, according to statistical tests, are confirmed at 95% confidence level. In other words, it was found that there is a positive and significant relationship between all components of organizational justice and employee’s productivity of Tejarat Bank Tabriz branches.

The purpose of this research is to identify the role of organizational justice as a concept in management science in preventing administrative corruption. The role of organizational justice in preventing corruption and strategies for prevention are as research issues. If distributive justice does not exist, according to Merton's theory of pressure, an employee uses illegal means such as bribery and embezzles in order to reach its goal. If procedural justice is not established, a kind of inferiority is felt by people and, according to Hirsch's theory of social control, two factors of commitment and belief in one is shaken toward the organization. And finally, if justice is not maintained, there will be grounds for social deviations such as lack of work and non-commitment. Several approaches are recommended, such as improving good governance indicators in the administrative system, focusing on cooperative criminal policy, and so on to prevent corruption.

The purpose of this study is to investigate the impact of stereotypes and perceived discrimination of employees on the three dimensions of organizational justice (distributive justice, procedural justice and interactional justice). This study is an applicable research in terms of objective, descriptive-correlational regarding the methodology and cross-sectional considering the implementation time period. The statistical population includes 287 nurses in Shariati hospital in the city of Isfahan from whom 164 were selected using Cochran’s formula as the sample. The data was collected through questionnaire and was analyzed with structural equation modeling approach employing SmartPLS software. The findings from path analysis technique indicate the verification of hypotheses about the impact of stereotyping and discrimination on distributive and interactional justice but disapprove the impact of stereotyping and discrimination on procedural justice. Finally there would be discussion and conclusion and some suggestions for managing the stereotyping in organizations and for future researches.

AbstractAccording to strategic human resource management, employees are considered as the assets of the organization, and appropriate training and improvement in this regard are considered as an effective investment in these assets. Training and improving the employees is a strategic action that improves the quality of the job at the individual level, is the factor of excellence at the organizational level and development of the organization at the national level that leads to an increase in productivity. The human resources training and improvement system acts as a complement to the employment system, which empowers employees and guarantees future success. The main purpose of this research is to identify and prioritize the indicators of justice-oriented training and improvement system. The research method was mixed exploratory, in which qualitative and quantitative data was collected through interviews and questionnaires. A sample of 15 experts (human resources management professors) was selected through purposeful judgment sampling. The validity of the coding process was evaluated via re-coding method, and also the validity was assessed using re-examination of the interviewees. The indicators of the justice-oriented training and improvement system were identified by means of interview and Scott reliable coefficient and they were analyzed for a prioritization in an analytical hierarchy process questionnaire based on the AHP method. Finally, according to the results of the research, the indicators of proportionality, accessibility and effectiveness in regard with distributive justice dimension, indicators of bias, correct ability, representativeness and standardization and in respect with the procedural justice dimension, indicators of respect, trustfulness and feedback with regard to the interactional justice dimension and finally the indicators of justification, clarification and information sharing in regard with informational justice dimension were identified and prioritized in the training and improvement system.

The present study compares the dimensions of justice between male and female college students in group and individual sports teams.

The research population consisted of students from the sports teams of the state university, seven universities with a population of 2,200 and were purposefully selected as samples, and among their teams, two social sport teams (109 football players and 109 volleyball players) and two individual sports teams (62 wrestlers and 57 martial arts wrestlers) were selected as the sample. The research method is based on the purpose of applied research and in terms of the descriptive comparative method that runs in the field. The data was collected by a researcher-made two-dimensional questionnaire, which was conducted as a test on the students of Sistan and Baluchistan University and has reliability (0.78), and its validity was confirmed by 12 sports management and management experts.

The results show there is difference, with regards to distribution justice between individual and social team’s sports. In addition it showed that interaction justice is more tangible in individual sports, and there is a meaningful difference in all dimensions between singular and social sport teams.

There is a difference between the present situation of justice and the ideal situation in all. In addition, correcting legal procedures, in the opinion of students, leads to justice in society.

Educational justice is a term used to describe the role of justice, which is directly related to classroom interactions. The present study aimed to investigate the relationship between perceived educational justice and academic performance of students. After reviewing the background and theoretical foundations, the issue revealed that organizational justice has three dimensions (distributive justice, procedural justice and intercourse justice). The three types of justice were used to investigate educational justice. The research type was applied in terms of purpose and descriptive-survey method. A questionnaire was designed for collecting information. The Cronbach's alpha (0.82) was obtained. The statistical population of the study consisted of students of educational sciences of Mazandaran University with 110 students. According to Morgan table, 85 subjects were selected as sample. For data analysis, regression analysis was used. The results of the study showed that distribution justice with a mean of 4.14, procedural justice with a mean of 3.66 and interactional justice mean of 3.85 predict the students' educational performance.Also, the results showed that there was a significant and positive relationship between educational justice and its dimensions with academic performance of students

Organizational citizenship behavior is a collection of voluntary and optional behaviors that are not part of the formal duties of an individual and put staff in a position that works voluntarily beyond their job expectations and job descriptions and organizational justice is how to treat employees in a way that they feel they are fairly treated, including perceptions of fairness of payments and equality in organizational procedures and fairness of interpersonal behavior in an organization. Organizational justice can play an important role in the development and improvement of organizational citizenship behavior. This paper examines the effect of organizational behavior on organizational citizenship behavior of Naja employees. This article also examines the effect of organizational justice on organizational citizenship behavior of police officers. The sample size of this research includes 103 people of the police employees and managers who were selected through stratified random sampling method. Pearson correlation coefficient and multi-variable Regression test were used. The results of the research show that organizational justice has a significant relationship with any aspects of organizational citizenship behavior.