جستجوی مقالات مرتبط با کلیدواژه « عدالت توزیعی » در نشریات گروه « پزشکی »

The main purpose of this study is to investigate the effect of organizational justice on job satisfaction of education staff in Lamerd city. Applied research method from survey and research measurement tools including Niehoff and Morman (2000) (2000) Organizational Justice Questionnaire and Martin J. Gannon (1999) Job Satisfaction Questionnaire. The statistical population consists of 850 education staff who through random sampling in proportion to the sample size through Cochran's formula 160 of them were selected as a statistical sample. Data analysis at two levels of descriptive statistics and An inference is made. The validity of the questionnaires was reported using item analysis and its reliability was reported using Cronbach's alpha method. The results were 0.84 for job satisfaction, 0.94 for organizational justice and 0.94 for the whole questionnaire. The main results showed that there is a significant relationship between organizational justice and job satisfaction. Organizational justice, which includes procedural, communicative, distributive justice, has a significant and direct relationship with job satisfaction; The relationship between organizational justice and job satisfaction in education in Lamerd city shows that organizational justice leads to more employee behavior. Through justice, the inner motivation of the followers increases and leads to their greater creativity.

‌‌ The concept of halal is reminiscent of any product that has a high health index. This product includes consumer products, services, or interactive systems. One of the interactive systems between human beings is the legal system based on which human interactions will have order and coherence and the rights of individuals will not be violated. There are many legal systems in the world, most of which are based on liberal thinking. On the other hand, justice is the main pillar of law in all legal systems. The definition of justice from the perspective of liberal schools is changing daily due to shortcomings and inefficiencies. Currently, two theories of distributive justice are highly regarded by jurists around the world. The most important theorist of distributive justice is John Rawls, whose theoretical dimensions of thinking are examined in this article.

The present article tries to explain the concept of halal law by comparative study and descriptive research method and by using library resources by examining the principles of justice, especially distributive justice, and pay attention to the comprehensiveness of halal law.

The results of the research indicate the possibility of establishing halal rights with comprehensive and comprehensive indicators.

Halal rights can be achieved by aiming the promotion of lifestyle and providing human integrity through justice, freedom, leisure, spirituality, etc.

Hospitals are one of the important components in a health care system and have significant role in health of humans. Organizational justice shows the perception of fairness and equality in the workplace by staff and affects their behavior. This study examines the relationship between organizational justice perception and self-efficacy in employees of a selected hospital of Tabriz/ Iran.
This was a cross-sectional descriptive- analytic study performed on 156 employees of one of the selected hospitals of Tabriz University of Medical Sciences. Chen, Gully & Eden Self-efficacy questionnaire and Rego and Cunha organizational justice questionnaire were used as data collection tools. Data analysis was done through SPSS23 and using analytic statistical tests such as Spearman correlation, Chi-Square and regression.
There was a significant positive relationship between dimensions of organizational justice and self- efficacy (P Since dimensions of organizational justice affect employee's self- efficacy, hospital managers should find appropriate strategies for improving organizational justice in order to increase self- efficacy and ultimately the performance of their employees.

Fair distribution of healthcare personnel improves the society healthcare indicators. The aim of this study was to investigate the geographical distribution of medical specialists, based on their field of specialty, in Iran.
The present research was a descriptive and cross- sectional study. Data related to the country population and the number of medical specialists working in hospitals affiliated to the Ministry of Health and Medical Education in each province were gathered from the reports of 2011 national census population and housing performed by Iran national statistics center. Data was analyzed through Excel software. Lorenz curve was drawn and Gini index was calculated.
There were 21.45 medical specialists per 100,000 population in Iran in 2011. Semnan had the highest (40.23) and North Khorasan had the lowest (11.7) medical specialists in the country. Gini index for medical specialists was calculated as 0.043. The greatest Gini index was observed for Neuropsychologists (0.080) and the smallest was seen for dermatologists (0.001).
Although the ratio of medical specialists to the population differed in provinces of Iran, medical specialists were distributed fairly among provinces. It is recommended that in addition to distribution equity, policy makers pay more attention to the population medical needs in each region.

Organizational justice can lead to employee's satisfaction and creativity of in their work place. The aim of this study is to determine organizational justice and its correlation with job satisfaction in Employees of Zahedan University of Medical Science.
This research is a descriptive-correlational study. From 4849 of Zahadan University of Medical Sciences staff, 357 male and female based on the Morgan's Table are randomly selected through random stratified sampling. Data is collected by “Niehoff and Moorman Organizational Justice Questionnaire” and “Susan Job Satisfaction Questionnaire” and is analyzed with SPSS ver. 19.
Results indicate a significant and positive correlation between organizational justice and job satisfaction (P The job satisfaction status in Zahedan University of Medical Sciences is optimal. Furthermore, interactional justice is the greatest predictor of job satisfaction. It is recommended that managers in health sector apply justice in their organizations.

Nawoday, the business environment is a strong stimulus for emergence of emotions and there are situations that can cause stress and dissatisfaction, reduced efficiency, leave or change jobs. The purpose of this study is to explain the effects of perceptions of organizational justice and its components on occupational stress among employees of a financial institution credit samen Mazandaran province. in this descriptive study, by a correlation method, 147 employees of financial institution branches credit samen province were selected by simple random sampling method. Data were collected using standard questionnaires about occupational stress and organizational justice, and were analyzed by SPSS and LISREL software and descriptive statistic, correlation and structural equation model. in this study, there were significant inverse relationships between organizational justice and job stress respectively (R= -0.635, and p=0.001). The results of structural equation modeling and path analysis showed that perceived organizational justice and job stress are good predictor variables. The latest study are showed that a perception of injustice in the work place may increases problems that related of healthy mine. Therefore were understanding that the intention to the justice and its indicators in organizations can bringing a good results for organizations.

If managers want workers who go beyond expectations, willingly do acts which is not part of the official duties of their job, and generally have high organizational citizenship behavior, They should have fair treatment of employees in the workplace. Thus, this study aimed to examine the relationship between organizational justice and organizational citizenship behavior in staffs of Baharan psychiatry hospital in Zahedan. In this descriptive – correlational study, 65 questionnaires was distributed among staffs of Baharan psychiatry hospital via random sampling. The study instruments consisted of organizational justice questionnaire (Nieohoff and Moorman,1993) as well as organizational citizenship behavior questionnaire (Podaskoof et al.,1990). In order to analyze the study data, the Spearman correlation coefficient and multiple regression was applied via SPSS Software (ver.17). Staffs’ perception of organizational justice situation was reported relatively favorable, who demonstrated favorable organizational citizenship behavior. A significant positive correlation was detected between organizational justice (and its three dimensions) and organizational citizenship behavior. Furthermore, multiple regression results demonstrated that out of three dimensions of organizational justice, distributive and interactional justice can explain and predict the organizational citizenship behavior. The findings of present study revealed that since the positive role of organizational justice was demonstrated organizational citizenship behavior, training courses necessitate to be held in the managers familiarize in regard with the principles of organizational justice human interaction and the way to implement them in the organizations.

Justice always has been one of the most important of human concerns. Specially, the justice to be comprehend by the employees is very important, therefore in this article, the aim is investigation of relationship between Organizational Justice and Organizational Commitment among employees of the Health centers. Because they are always on the forefront of disease prevention and Commitment is necessary for them, and negligence on the job is unacceptable. Method of this study is Cross-Correlation (Pearson), which is used for investigation of Correlation of Organizational Justice and Organizational Commitment among employees of the Health centers. In this study, the employees of the Health centers of Yazd have been used as the population, and 105 of them have been selectedas sample using the Morgan table. Then using standard questionnaires of Organizational Justice (Niehoff and Moorman 1993) and Organizational Commitment (Meyer, Allen & Smith, 1993), relationship between them Organizational Justice and Organizational Commitment among them has been investigated. In this study, SPSS 18 has been usedfor analysis of data. In this study, the following results were obtained: Average of Organizational Justice is 52/4 ± 13/4, Distributive justice is 12/6 3/9, Procedural justice is 15/61 ± 4/7, Interactional justice is 24/1 ± 7/06, the organizational commitment is 95/35 ± 15/2, Affective commitment is 30/9 ± 6/2, Continuous commitment is 32/9 ± 6/3, Normative commitment is 32 ± 6/4 And ascertained that Organizational Justice has certain relationship with Continuous commitment and Normative commitment (P<0.05), but no relationship between Organizational Justice and Affective commitment has been found. Organizational Justice has certain relationship with continuous commitment, but there is no relationship between Organizational Justice and other aspects of commitment such as Affective commitment and uniformity of the activities and the employees get to the organization can be the cause of it. To improve this situation it is better that sporting and cultural activities be organized in the organization, so employees and managers be closer to each other.

According to the importance of self efficiency and necessity of attention to all kinds of justice in organizations and regarding to the significance of staffs having supportive and coordinative role، this study is conducted to investigate the relationships between justice and self efficiency in Tehran University of Medical Sciences staffs.

This was a cross-sectional correlation study. The statistical populations were all the staffs in Tehran University of Medical Sciences assisstancies. Data was collected applying a pre valid questionnaire. SPSS was used assessing correlation between the variables and Lisrel was applied in order to test the pre supposed model.

The present findings indicate that، there was a significant relationship between two main construct of the study such as justice and self efficency. It means that increasing in distributive، procedural، interactional and informational justice may lead to improve self efficiency. In addition other findings indicate on positive and significant correlation between four dimensions of justice and self efficiency.

This study shows that improving each of these four dimensions of organizational justice in all the organizations and Tehran University of Medical Sciences as well leads to increse self efficiency that can influence on efficiency، effectiveness and productivity of the organization. Therefore paying attention tocriteria of evaluating organizational justice and designing pland for improving these criteria can help decision makers and managers greatly.

Motivated employees are the most valuable resource of the organization. Thus، considering their needs and satisfaction is important. Organizational justice، due to its significant impacts on the organizational and individual work outcomes، employees’ attitudes and behaviors like job satisfaction، is of a great importance. The aim of this study was to investigate the relationship between organizational justice perception and job satisfaction among employees of Kerman University of Medical Sciences. The target population of this study was headquartering employees of Kerman University of Medical Sciences، among whom 285 ones were selected. For the assessment of distributive justice Niehoff and Moorman questionnaire، for procedural and interactional justice Moorman questionnaire and for job satisfaction JSS (Job Satisfaction Survey) questionnaire were used. All three dimensions of organizational justice including distributive، procedural and interactional justice had a significant relationship with job satisfaction. But among the three dimensions of organizational justice، only distributive and interactional justice could predict job satisfaction. Also، organizational justice and job satisfaction of employees were not significantly different based on sex، age group، job tenure، employment status، and education. Since organizational justice and its dimensions have a significant relationship with job satisfaction and organizational justice can predict job satisfaction، managers should pay attention to organizational justice which leads to enhanced job satisfaction.

Background and aimsEncouragement of employee's loyalty along with considering the justice principles in organizational climate result in the attitudinal health. The attitudinal encouragement is essential for employee's productive and effective performance in organizations. On the basis of this issue, in this research, the role of loyalty and justice was analyzed on employee's attitudinal health (in the form of commitment and satisfaction).MethodsCurrent research is a correlational research. Statistical populations were 700 employees of a organization related to the petroleum ministry. From them, 246 persons were selected for answering to the research questionnaires using simple random sampling. Research questionnaires were: reward and encouragement of loyalty with 3 items, distributive justice with 6 items, procedural justice with 6 items, affective commitment with 5 items and job satisfaction with 4 items. Data were analyzed with the use of Pearson's correlation coefficient and structure equation modeling.ResultsResults showed that there are positive significant relations between reward andencouragement of loyalty (0.757 and 0.66 respectively) with distributive and procedural justice. Therefore first research hypothesis was verified. The study of second research hypothesis showed that distributive justice is a complete mediator variable in relation between reward and encouragement of loyalty with job satisfaction. Finally the results of third research hypothesis showed that procedural justice has not a mediator role in relation between reward and encouragement of loyalty with affective commitment.ConclusionThe results of this research revealed that for encouragement of attitudinal health in satisfaction and commitment domains, employee's loyalty must be rewarded in a just and equity manner.

Fair distribution of wage, benefits and reward; also considering justice in decision making is an influential factor on nurse’s behavior toward patients and customers. The main purpose of this research was to determine relationship between perceived distributive and procedural justice, and customer-oriented behavior in nurses. This is a correlation (path analysis) cross - sectional study. Statistical population is people occupied in remedial centers and hospitals affiliated of Medical sciences University of Isfahan (spring and summer, 2007); From 478 male and female nurses selected using simple random sampling. Two questionnaires for assessment of perceived distributive and procedural justice, and one for assessing the nurses’ customer - oriented behavior are used as data collecting tools. Data analyzed using of SPSS software for descriptive and inferential statistics. Nurses’ perception of distributive and procedural justice in hospitals was weak, below the average. There was a positive significant relation between perceived distributive and procedural justice with customer - oriented and perceived distributive justice and perceived procedural justice among nurses. Only perceived distributive justice has effect on customer - oriented and perceived procedural justice has effect on customer - oriented through perceived distributive justice. The nurses’ behavior toward patient and customer was influenced by consideration of justice in wage, benefits and reward along with work schedule. In other side when nurses’ perceived that procedures in hospital are fair and justified try to behave positively toward customers.