Relationship between leadership style and perceived organizational justice

The first and most important source which staff face to it in justice implementation in organization is head or direct director who is responsible to all personnel with complete authority.
Aim: The aim of this study was assessing relationship between head nurses’ leadership style and perceived organizational justice by nurses.
This descriptive study was conducted in public teaching hospitals related to Shahid Beheshti Medical Sciences University in (2014). Blake and Mouton (1960) Management Network Questionnaire was used for head nurses and Niehoff and Moorman (1993) Organizational Justice Questionnaire was used for nurses. And (50) head nurses were participated by census method and (336) questionnaires were distributed to available nurses in units. Reliability Black and Mouton management network questionnaire was evaluated using Cronbach’s alpha (α=0.85) and test -retest (r=0.90). Reliability Organizational Justice Questionnaire was evaluated using Cronbach’s alpha (α=0.93). Analysis of data was done by SPSS20 and by Independent One-Way Variance, Toky, ANOWA, and Kroskalvalis analysis.
The results showed that the highest numbers of nurses were under the team leadership style and by using of One-Way Variance analysis, the mean of justice organization in 4 groups of leadership style was significant (P = 0.031). The mean of organizational justice in club style (2.75) is more than other leadership styles.
It is recommanded to head nurses that they would be developed range of theirselves leadership style by this nursesʼ percived organizational Justice Would be improved.