Designing a work culture model with emphasis on organizational justice

he purpose of this study is to design a work culture model with emphasis on organizational justice. The present research is descriptive-survey in terms of applied purpose and its method. The statistical population of this study consists of managers and employees of an organization. Their number was 1262 people and since in this study the structural equation modeling approach was used, the sample size was considered at least 5 to 10 times the number of questionnaire questions. This number can be changed between 220 and 440 depending on the amount. Finally, 457 people were used as the basis for statistical analysis. The sampling method is a stratified proportional stratified method. The data collection method in this study was a combination of library and field studies and the data collection tool was interviews with 30 experts. Industry and the university and made a researcher using a questionnaire. The validity of the Work Culture Questionnaire using confirmatory factor analysis is equal to 0.881 and the validity of the Dimensions of Work Culture Questionnaire is equal to 0.889 which was confirmed. Also, the reliability of the questionnaire of factors related to the design and development of work culture is equal to 0.899 and the reliability of the questionnaire of dimensions of work culture is equal to 0.908 that the research tool has a desirable reliability. In this study, SPSS and AMOS software were used to analyze the data. The output of the software indicates the appropriateness of the proposed research model, so that the root value of the mean squares of the estimation error is equal to (0.079), the value of the normalized chi-square is equal to 3.159 and the value of the nQ index The results also show a significant effect of organizational justice, social capital, participatory management and job satisfaction on work culture. Considering the positive coefficients of the mentioned path, it can be said that this effect is of an additive type. The results of the model show that, based on the path coefficients, the strongest effect was between organizational justice and work culture. Also, the effect of religious orientation and work culture was not statistically significant.