عدالت اطلاعاتی

Organizational justice is defined as “how employees should be behaved to feel fair behavior include perception of fairness of equal pays at organizational policies, fairness of interactional behaviors and adequacy of information in organization. Organizational citizenship behavior is a set of voluntary and optional behaviors except the formal functions that makes the employees to do their job beyond their determined duties, completely voluntary. This study investigates the relationship between organizational justice and organizational citizenship behavior in the governmental organizations of Kerman. Research method, based on goal, was Functional and based on date collection, was descriptive survey.In this study,organizational justice included fourdimentions: distributive, procedural, interactional, informational.The role of each dimention assessed in promoting citizenship behaviour.Date collected by questionnaire and hypothesis tested based on acquisition results. Organizational justice which Includes factors such as, distributive justice, procedural justice, interactional justice and informational justice, has a significant and direct relationship with citizenship behavior which Includes factors such as; altruism, duty, civic virtue, magnanimity and respect. With increasing the staffs understanding of organizational justice, the organizational citizenship behavior will promote among employees in the organization.

Nowadays organizations are operating in a highly competitive global environment. Therefore, managers use different mechanisms such as downsizing of organizations, automation of works for promoting productivity of their organizations. Although these mechanisms are useful but one of the most important factors is committed and qualitative human Resources. During recent years Organizational citizenship behavior (OCB) has been considered an effective factor in gaining employees commitment to the organization and relatively considerable researches have been focused on identifying effective factors for nurturing these behaviors. As a result, common factors such as contextual variables (group norms, organizational structure and culture) were identified for development of OCB. In this article, impact of employees’ impression of organizational justice on OCB in the National Iranian Oil Products Refining &Distribution Co was studied. in terms of purpose, the research method is applied and in terms of data collection, is descriptive- survey. In this article, organizational justice, including four dimensions (distributive, procedural, interactional and informational justice) and their impact on nurturing OCB, from employee's point of view, was investigated. Data were collected from employees of foregoing corporation and hypotheses were investigated by binominal test. The results showed that employees’ impression of organizational justice including foregoing four dimensions, have impact on OCB. In ranking these dimensions interactional justice is first, distributive justice is second, informational justice is third and procedural justice is the last. Based on these results, it can be concluded that OCB can be influenced by employees’ impression of organizational justice.

Justice as a prominent sight of ethical values has inevitable effects on attitudes and perceptions in various domains. Therefore in this research, the role of justice on teacher’s atti¬tudes toward organization and satisfaction with complaint handling was investigated. Research method was structural equation modeling and statistical population were male and female teachers who were employed in high schools in Esfahan city. From the above statisti¬cal population, 246 teachers from schools of different regions were selected using conven-ience sampling method to respond the research questionnaires. Research instruments included ques¬tions: interpersonal justice with 4 items, informational justice with 5 items, procedural jus¬tice with 7 items, distributive justice with 4 items, satisfaction with complaint handling with 3 items and attitudes toward organization with 10 items. Data was analyzed using structural equa¬tion modeling and mediated regression analysis. The results of mediation regression analysis showed that satisfaction with complaint han-dling and procedural justice, played a replaceable mediation variable role for each other in relation with attitude toward organization. Structural equation modeling also revealed that there are not di¬rect relations between interpersonal and informational justice with satisfaction with complaint han¬dling and attitude toward organization, but procedural justice has indirect effect on attitude to¬ward organization through satisfaction with complaint handling. Finally distributive justice has di¬rect effect on attitude toward organization. The results of this research offer a specific model for the role of justice dimensions on satisfaction with complaint handling and attitude toward organization. In summery, distribu-tive justice has direct role on attitude toward organizations, but procedural justice has indirect role on attitude toward organization through satisfaction with complaint handling.