جستجوی مقالات مرتبط با کلیدواژه "organizational justice" در نشریات گروه "علوم انسانی"

Introduction and goal: 

The purpose of this study was to investigate the relationships between organizational citizenship behavior, organizational indifference, organizational identity and organizational justice from the perspective of secondary school principals in Noorabad Mamsani city.

The current research is applied in terms of purpose, and in terms of data collection method, it is a descriptive-correlation type. the statistical population of this research is all secondary school principals in the city. Due to the low size of the population, the entire population was selected as the sample size.. In order to collect data, 4 standard questionnaires, Organizational Citizenship Behavior Questionnaire of Organ and Kanoski (2007), Organizational Indifference Questionnaire of Danai Fard et al was used. The content validity of the questionnaire was confirmed by experts and the reliability of the questionnaires was confirmed using Cronbach's alpha coefficient. Pearson's correlation coefficient test and structural equations were used to test the research hypotheses.

The results of Pearson's correlation test in this study showed that organizational citizenship behavior has a significant relationship with organizational justice with a correlation coefficient of 0.705 and a significance level of 0.02. Organizational indifference has no significant relationship with organizational justice with a correlation coefficient of 0.115 and a significance level of 0.07. Organizational identity has a significant relationship with organizational justice with a correlation coefficient of 0.517 and a significance level of 0.01. And finally, by using the structural equation approach, it was determined that the presented model has an acceptable fit both in the structural part and in the measurement part.

Discution: 

organizational citizenship behavior and organizational identity have significant relationships with organizational justice, while organizational indifference does not.

The occurrence of unethical behavior, especially in government and public organizations, has become a challenge. The purpose of this study is to investigate the effect of perceived organizational justice in the management control system on unethical behaviors in budgeting with emphasis on considering the role of psychological dimensions. This research is applied in terms of purpose and descriptive-survey in terms of implementation with structural equation modeling approach. The statistical population is the managers of the University of Medical Sciences and hospitals in Sistan and Baluchistan province. The sample was determined using Morgan's table, 169 persons were selected using simple random sampling method. The data collection tool is a questionnaire. The results show that the evidence obtained in reducing unethical behaviors is largely contradictory; So that participation in setting goals, using different performance indicators and the quality of feedback have a positive and significant effect on the desire to create a budget slack; While using the principle of controllability does not have a significant effect on creating a budget slack. The results of the path analysis show that organizational commitment has a negative and significant effect on creation of budget slack and data manipulation. Another result is that the effect of trust in superiors on the creation of budget slack is positive and significant. In addition, participation of managers in determining the goals and the principle of controllability do not have a significant effect on data manipulation, and the use of different measures of the organization's performance and the quality of feedback have a negative and significant effect on data manipulation.

The present research was conducted with the aim of investigating and studying the mediating role of organizational justice in the effect of the glass ceiling on organizational commitment, job engagement and career prospects among the employees of Mashhad Municipality.

it is applied research, and in terms of its method, it is survey-descriptive research. The female employees in Mashhad Municipality are 287 people who constitute the statistical population of this research and the sample size was determined based on Morgan's table, 165 people who participated in the study using the available method. A questionnaire in theoretical foundations was used to collect data. In order to analyze the data, SPSS and Smart PLS software were used.

The results of the research showed that organizational justice plays a mediating role in the effect of the glass ceiling on organizational commitment, job engagement and career prospects in Mashhad Municipality. Also, organizational justice has a direct effect on organizational commitment, job engagement and career prospects of women in Mashhad Municipality.

Focusing on reducing the glass ceiling can improve the perception of organizational justice among employees and, as a result, promote the career prospects, job engagement and organizational commitment.

The behavior of managers in financial reporting is considered as one of the vital and critical components in the performance of an organization. The importance of this issue is undeniable due to the wide consequences it can have on the organization and the general economy. Basically, managers have access to financial information and financial performance of the organization. and are responsible for preparing accurate and honest reports about the financial status of the organization. The findings of the research were identified separately in 5 categories. The model was identified in 6 categories with 23 core codes based on 148 coders. Causal conditions (personal characteristics, communication skills, mental characteristics and moral values), strategies (training, infrastructure, targeting of financial reporting, policy and information technology), consequences (improving the image of the organization, business prosperity and economic productivity), background conditions (knowledge) Specialization, financial discipline, laws and regulations, transparency of information, accountability and accounting status) and intervening conditions (weakness of regulatory institutions, financial pressure, environmental conditions, negligence and neglect and cultural and social conditions) have been designed. The model of fair behavior of managers in order to increase the quality of financial reporting in an organization leads to a combination of actions and policies that not only improves the quality of financial reports, but also strengthens the trust of organization members and other stakeholders in the organization, and with an ethical organizational culture, increases the capabilities of Management is accompanied by paying attention to continuous monitoring and evaluation and promoting organizational transparency and accountability.

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 purpose of this research was to investigate the effect of organizational justice on the intention to leave the service of nurses with the role of mediating employee welfare among nurses in Tehran hospitals; which is used from the researcher-made model. Based on the conceptual model of research, organizational justice both directly and indirectly through the welfare of employees can affect the intention to leave the service of nurses. For the investigation, a sample of 300 people was randomly selected from four hospitals (two public hospitals and two private hospitals) in Tehran, including Imam Khomeini and Firouzgar hospitals as public hospitals and Day and Laleh hospitals as private hospitals. The data collection tool was a standard questionnaire with 28 questions whose validity and reliability were confirmed and distributed among the statistical population. Data analysis was done using descriptive statistics and inferential statistics. At the level of descriptive statistics, indicators such as abundance and percentage of abundance; At the level of inferential statistics, correlation methods, structural equation models, and path analysis have been performed; For this purpose, spss and P.L.S softwares were used. Based on the results of the research, it was comcladed that the more favorable the organizational justice situation is in a hospital, the less nurses of that hospital think about leaving their jobs or the hospital where they work; they will be. Organizational justice with a path coefficient of 0.791 had the greatest impact on the well-being of nurses, and the perception of well-being on the part of nurses leads to fewer of them leaving the hospital. (p<0.05).

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 purpose of this research is to investigate employees' perception of organizational justice and its relationship with organizational commitment in Shiraz University. Research methods can be divided according to the two criteria of the research objective and the method of data collection. Based on the purpose of the research, this research is of the type of applied research and based on the method of data collection, it is of the type of survey research. The method of carrying out this research is descriptive and because the relationship between variables is studied in it, it is of the correlation type, which is implemented among the employees of Shiraz State University. In this research, structural equation modeling has been used to analyze the collected information. The results of the analysis showed that the relationship between organizational justice variables and commitment was confirmed. According to the results obtained in the main hypothesis of the research and the confirmation of this hypothesis that there is a significant relationship between employees' perception of organizational justice and organizational commitment, it is suggested that the greater the organizational commitment, the better the business performance, the increase in profitability, the improvement of productivity, It leads to employee retention, customer satisfaction metrics, increased customer enthusiasm, and most importantly, improved workplace culture.

Leaders’ expression of moral anger is considered very important in curbing unethical behaviors and maintaining an ethical environment in organizations. However, how and the mechanism of its effect is unknown. The purpose of this research is to evaluate the effect of leader moral anger on trust in leader, perceived integrity and organizational justice considering the moderating role of Islamic work ethics. The statistical population of this research was employees working in selected hospitals of Isfahan province. 320 questionnaires were distributed, of which 272 correct questionnaires were used for data analysis. Questionnaires from Shao (2019), Schoorman et al. (2016) and Mayer and Davis (1999), Mayer and Gavin (2005), Colquitt et al. (2022), and Ali (1988) were used to measure the leader moral anger, perceived integrity, trust in the leader, perceived organizational justice, and Islamic work ethic, respectively. The reliability of the questionnaire was confirmed by the Cronbach’s alpha method and its validity by the factor analysis method. Structural equation modeling and SmartPLS software were used to test the research hypotheses. The results showed that the leader moral anger has a positive and significant effect on trust in leader, perceived integrity and organizational justice. Also, the leader’s perceived integrity has a positive and significant effect on trust in leader and perceived organizational justice. In addition the results showed that Islamic work ethics has a moderator effect in the relationship between leader moral anger and perceived integrity. Overall, the research findings suggest that the leader moral anger can have positive consequences for both the leader and the organization.

The purpose of this research was to investigate the mediating role of social undermining in the relationship between organizational justice and leadership of abnormal behavior among education employees and urban schools principals of Ardabil province.

The research method was applied in terms of objective and correlational in terms of descriptive method. The statistical population was of urban schools principals (3400 people) and education employees (250 people) of Ardabil province, which is 3650 people in total, and for selecting the sample size which was done by cluster sampling method, 348 people (301 schools principals and  47 employees) were selected as a sample. To analyze the questionnaire data, spss26 software and structural equation modeling method with partial least squares method  (Pls-SEM) and Smart Pls3 software were used.

The results of the research showed that the coefficient of influence of the variable of organizational justice on the leadership of abnormal behaviors (0.56) is positiveand significant, and of social undermining, is negative and inverse (-0.41), as well as the coefficient of the variable of social undermining on the leadership of abnormal behaviors (-0.79) was negative and inverse and also had a mediating role in the relationship between organizational justice and leadership of abnormal behaviors with a coefficient (-0.16).

Therefore, by observing organizational justice and leading abnormal behaviors, it is possible to prevent the occurrence of abnormal and undermining behaviors in the organization.

This study aimed to develop a comprehensive model of quality of work life based on organizational justice, organizational optimism, and organizational resilience among employees of the Education Departments in Tehran.

The research employed a mixed-method (qualitative-quantitative) approach. In the qualitative phase, semi-structured interviews were conducted with 15 experts in management and sociology, and the initial data were collected and analyzed. Following this, a questionnaire was designed based on the qualitative findings and distributed among 450 employees of the Education Departments in Tehran. Data analysis was conducted using Structural Equation Modeling (SEM) and the AMOS and SPSS software.

The findings revealed that all three variables—organizational justice, organizational optimism, and organizational resilience—are significantly related to the quality of work life. Organizational justice was identified as the strongest predictor of quality of work life, while organizational optimism and organizational resilience also had direct and indirect impacts on improving quality of work life. Additionally, organizational justice played a mediating role in the relationship between organizational optimism and resilience with the quality of work life.

The results of this study indicate that attention to organizational justice, organizational optimism, and organizational resilience can lead to an improvement in the quality of work life for employees in educational organizations. It is recommended that managers strengthen these variables to create a supportive and positive work environment, thereby enhancing employee satisfaction and commitment.

The purpose of the current research was to investigate the relationship between social undermining and organizational justice, as well as their impact on role clarity among librarians in public university libraries in Isfahan.

This research is applicable in terms of purpose and descriptive and correlational in terms of method. The statistical population of this study included all official and full-time librarians working in public university libraries in Isfahan during the 2022-2023 academic year. Data were collected by three questionnaires of social undermining (Duffy, 2002), organizational justice (Niehoff and Moorman,1993) and role clarity (Hasanzadeh,1388). The collected data were analyzed at two levels (descriptive statistics and inferential statistics). Structural equation modeling test, Pearson correlation and multi-way analysis of variance test were used to test the research hypotheses. In addition, SPSS software version 23 was used for statistical analysis.

The research findings indicate that there is a relationship between social undermining and organizational justice with role clarity among the librarians of Isfahan public universities. Social undermining is negatively correlated with organizational justice and its dimensions (distributive, procedural, and interactive). In contrast, role clarity is positively correlated with organizational justice and its dimensions. Additionally, there is a significant negative correlation between social undermining and role clarity.

Based on the research findings, it is recommended that library managers clearly define the roles of librarians. This could potentially reduce the prevalence of social undermining among employees.

The present research was conducted with the aim of exploring and explaining organizational factors affecting third-party liability insurance violations in the Iranian insurance industry.

The current study is based on a descriptive-exploratory mixed methodology. The statistical population of the qualitative part of the study includes experts from the fields of insurance management and economic sociology and development. The survey was conducted using a purposive and snowball sampling method of 26 experts until saturation. The statistical population of the quantitative part of the study included employees of Tehran insurance companies. A total of 354 people were selected as a statistical sample using a cluster sampling method. The instrument for data collection was semi-structured interviews with experts in the qualitative part and questionnaires in the quantitative part. The validity of the questionnaire was confirmed by form and content methods and its reliability by the Cronbach's alpha method. The data from the qualitative part of the study was analyzed using the thematic analysis method and the data from the quantitative part using confirmatory factor analysis with the Amos21 software.

Based on the results of the qualitative part, a total of 52 basic themes, 18 organizing themes and 5 inclusive themes (organizational justice, organizational commitment, informal organization, organizational culture and legality) were identified. According to the results of the quantitative part, organizational justice and organizational commitment have a negative and inverse effect with -0.84 and -0.56, respectively, and the variable of informal organization has a positive and direct effect with 0.54 on the violations of employees of insurance companies operating in the field of third-party liability insurance. The variable of organizational justice had an effect on the violations of insurance company employees through the influence on organizational commitment and informal organization.

Based on the research findings, it is suggested that the organizational factors presented in this study should be considered in the strategic plans of the insurance industry in addressing insurance violations and should be emphasized by insurance companies. In the area of organizational justice, it is suggested that in order to restore organizational justice, the mentioned values should be considered among the employees of the insurance companies and the implementation of justice in the organizational processes. In terms of organizational commitment, it is suggested that the dimensions of organizational commitment considered in this research should be considered as a basis for improving the organizational commitment of employees. In relation to informal organization, it is also suggested that if there is a positive attitude towards informal organizations, their existence should be used in line with the objectives and strategies of insurance companies.

The purpose of this research is to investigate the mediating role of organizational justice in the relationship between authentic leadership and organizational voice among elementary teachers in Khoramabad city.

The statistical population of this research includes all primary teachers of Khorram Abad city in 1402, who were selected as a sample based on Morgan table and using simple random sampling method. Data collection tool Walumbwa, F. & Avolio, B. & Gardner, W. & Wernsing, T. & Peterson, S, 2008), Niehoff and Moorman Organizational Justice Questionnaire (1993) and Hames Organizational Voice Questionnaire. 2012). The content validity of the questionnaires was approved by experts and their Cronbach's alpha calculation showed acceptable values. Structural equation modeling method and LISREL software were used for data analysis.

The research results indicated that the direct effect of authentic leadership on organizational voice and organizational justice is positive and significant. Also, the indirect effect of authentic leadership on organizational voice with the mediating role of organizational justice is positive and significant.

Therefore, school administrators emphasize on cultivating the sense of trust and self-awareness of teachers in the environment, and by giving importance to trust-oriented leadership, they should be the basis for the emergence of the organizational voice of teachers in the direction of the progress and development of the school and students, and by using it, they should spread real justice in the organization.

The present study investigated the impact of talent management on organizational commitment with the mediating role of organizational justice among the employees of Farhangian University of West Azarbaijan Province. The present study is applied in terms of aim and descriptive of survey-causal type in terms of nature. The statistical population of the study included all 96 employees of Farhangian University of West Azarbaijan Province. They were selected using the census method. The field method was used for collecting data. Cunningham's standard talent management questionnaire (2007), Niehoff and Moorman's (1993) organizational justice questionnaire, and Dick and Metcalfe's (2001) organizational commitment questionnaire were used as research tools. The data were analyzed using partial least square structural equation modeling (SEM) in Smart PLS Software. The analysis of the collected data revealed that talent management affects organizational justice by 83% and employees' organizational commitment by 42% Organizational justice has a 48% effect on organizational commitment. Also, the Sobel test revealed that talent management with the mediating role of organizational justice affects employees' organizational commitment by 4.21. Thus, based on the statistical results, all research hypotheses were confirmed and it was concluded that organizational justice plays a mediating role in the relationship between talent management and the organizational commitment of employees.

With a review of the existing background in the field of organizational psychology, a significant gap can be observed in identifying instances of citizenship behaviors among managers in educational organizations and the available theories. Despite extensive studies in the realm of organizational psychology, fewer studies categorize and determine instances of citizenship behavior among education and training managers.Top of Form

The objective of the present research was to identify the theories and instances of organizational citizenship behavior of managers within the education and training organization.

The present study was a systematic review. A search was conducted from 2000 to 2023 using keywords related to organizational behavior, citizenship behavior, organizational citizenship behavior, organizational psychology, theories of citizenship behavior, and education in specialized databases such as SID, Magiran, PubMed, Scopus, and Science Direct. Twenty-four articles were retrieved, and following the inclusion and exclusion criteria, ultimately, five studies directly relevant to the subject were examined. Their findings were synthesized together based on the PRISMA statement.

The results indicated that the development and expansion of organizational justice, organizational culture, and commitment within educational organizations, in all their dimensions, can create an environment conducive to the emergence of organizational citizenship behaviors and increase the likelihood of such behaviors occurring.

Managers and leaders within educational organizations should create opportunities for increasing organizational citizenship behavior through organizational justice, culture, and commitment by employing leadership styles that allow greater participation in decision-making for all middle and lower-level managers.

Organizational Citizenship Behavior (OCB) is a new concept in the field of citizenship in organizations and refers to the voluntary behaviors of individuals that affect the organization. This attention to OCB has made in recent years much research done on the factors influencing behavior in the workplace. Due to an increase in OCB research and identifying the factors affecting it, this study aimed to investigate the factors affecting OCB in research conducted in Iran. The research method of this paper is meta-analysis. Population of the study, almost scientific papers that are the subject factors for OCB in 2011 and 2021 were published. Finally, 35 papers were selected and analyzed with the Comprehensive Meta-analysis software. The results showed that relationships of 33 variables were evaluated by OCB in previous research. Among these variables, job satisfaction, organizational commitment and organizational justice had the most impact on OCB. The results of the meta-analysis showed that the effect size between job satisfaction and OCB approximately 0.54, was at a high level. Also, the relationship between organizational commitment and OCB was about 0.44 and at moderate level. Results show that the combined effects of the relationship between Organizational Justice and OCB the equivalent of 0.40, was at a moderate level.