The Relationship of Organization justice, Organizational Health, Job Engagement and Climate With Psychological Empowerment a Organizational Citizenship Behavior

aim of the study was to investigate the relationship of organizational justice، organizational health، job engagement and innovative organizational climate with psychological empowerment and organizational citizenship behavior in industrial complex employees. The sample included 400 subjects who were selected randomly by stratified sampling procedure based on Krejie & Morgan sampling table. The Organizational Justice (Niehoff and Moorman، 1993)، Organizational Health (Tamiminejad، 1386)، Job Engagement (Salanova and Schaufeli، 2001)، Innovative Organizational Climate (Cigel and Kaumer، 1978)، Psychological Empowerment (Spreitzer، 1995) and Organizational Citizenship Behavior (Lee and Allen، 2002) Questionnaires were implemented as data source. Canonical correlation analysis was applied as statistical procedure. The results showed that the two sets of variables were significantly correlated in two dimensions (0. 84 and 0. 19، respectively). Job engagement had the strongest relationship with the first dimension (0. 99). Then were organization health (0. 77)، organization justice (0. 71) and innovative organizational climate (0. 51). In the second dimension، organization health (-0. 46)، innovative organizational climate (0. 30)، organization justice (-0. 24) and job engagement (0. 08) had the strongest relationships. The analysis outputs also showed that canonical variable had the strongest relationship with psychological empowerment (0. 98) then with organizational citizenship behavior (0. 78)، while the second canonical variable had the strongest correlation with organizational citizenship behavior (0. 63) and followed by psychological empowerment (-0. 20).