Relationship between perceived organizational justice and organizational citizenship behaviors: mediating role of organizational loyalty

The purpose of present research was to study the relationship between perceived organizational justice’s components (distributive, procedural and interactional justice) and organizational citizenship behaviors with consisering mediating role of  organizational loyalty. The research method was correlational and statistical population consisted of all employees of a big governmental organization in Tehran that among them 197 employees were selected via convenience sampling method. In this research a set of questionnaire consisting of employee organizational loyalty (Kumar and Shekhar, 2012), organizational citizenship behaviors (Lee and Allen, 2002), and perceived organizational justice (Niehoff and Moorman, 1993; Moorman, 1991) were used. Data were analyzed by use of Pearson’s correlation coefficient and multiple regression analysis. The results of structural equation modeling showed that perceived organizational justice were significantly related to organizational loyalty and explained 38 percent of organizational loyalty’s variance (p<0.01). Moreover, organizational loyalty was significantly related to organizational citizenship behaviors and explained 31 percent of organizational citizenship behavior’s variance (p<0.01). Based on current research’s results, organizational justice perception could enhance employee's loyalty to the organization and organizational loyalty increases organizational citizenship behaviors among employees. It can be notice able in human resource planning in organizations.