Relationship of Organizational Justice, Job Satisfaction, Organizational Trust, and Organizational Commitment to Excellent Self-assessment

The aim of this correlational study was to investigate the relationship of organizational justice، job satisfaction، organizational commitment، and organizational trust to self-assessment of organiz ational excellence. Research instruments in this research included: 1. Organizational justice questionnaire ((Niehoff & Moorman، 2003)، (α=0. 89))، 2. Organizational commitment questionnaire developed by the current researchers (α=0. 93)، 3. Spector job satisfaction questionnaire ((1997)، α=0. 84))، 4. Organizational trust inventory ((Shame، (2003) (α=0. 91))، and 5. Self-assessment questionnaire of organizational excellence (α=0. 86). The population of the study was Islamic Azad University professors in region four. A sample of one fourth of the instructors was selected using multi-stage sampling method. They were administered the questionnaires. Finally، 312 faculty members were selected for the study. The overall results indicated that the key variables accounting for self-assessment of excellence performance were distributive justice، organizational commitment and organizational trust. Distributive justice had a direct effect (0. 491) and an indirect effect (0. 137) mediated by organizational commitment on self-assessment of organizational excellence. Organizational commitment also had a direct effect (0. 478) and an indirect effect (0. 134) mediated by self-assessment of organizational excellence. Further، trust had a direct effect (0. 319) and an indirect effect through organizational commitment (0. 089). Other variables in the model negligibly affected the endogenous variable، that is، self-assessment of organization excellence. Based on the fit indexes the model fitted the data fairly well.