A Structural Model of Job Satisfaction Based on the Components of Organizational Justice: A Case of University of Tehran Employees

Justice is one of the most extensive concepts in human society which includes organizations too. "Organizational justice" is defined as an individual’s perception of fair-ness in an organization and reactions to fair-ness in an organization. There are many studies indicating that there are some evidence about the effects of justice on diverse aspects of or-ganizational behavior. Furthermore, perceived organizational justice can be considered as a stand for personnel's job satisfaction and their effectiveness in organizations. Organizational justice consists of three components: distribu-tive justice, procedural justice, and interac-tional justice. The purpose of this study was to introduce a structural model for job satisfaction based on the components of organizational jus-tice. To do so, a random sample consisting of 175 participants were selected from the po-pulation of the University of Tehran employees (N=3232). "Causal modeling" approach was considered as the suitable research method, using MIMC for data analysis. Results showed that procedural justice has no significant effect on job satisfaction. However, distributive and interactional justice accounted for approxi-mately 64% of the variation of job satisfaction.