The analysis of relationship between loyalty and justice with employee's attitudinal health

Background and aimsEncouragement of employee's loyalty along with considering the justice principles in organizational climate result in the attitudinal health. The attitudinal encouragement is essential for employee's productive and effective performance in organizations. On the basis of this issue, in this research, the role of loyalty and justice was analyzed on employee's attitudinal health (in the form of commitment and satisfaction).MethodsCurrent research is a correlational research. Statistical populations were 700 employees of a organization related to the petroleum ministry. From them, 246 persons were selected for answering to the research questionnaires using simple random sampling. Research questionnaires were: reward and encouragement of loyalty with 3 items, distributive justice with 6 items, procedural justice with 6 items, affective commitment with 5 items and job satisfaction with 4 items. Data were analyzed with the use of Pearson's correlation coefficient and structure equation modeling.ResultsResults showed that there are positive significant relations between reward andencouragement of loyalty (0.757 and 0.66 respectively) with distributive and procedural justice. Therefore first research hypothesis was verified. The study of second research hypothesis showed that distributive justice is a complete mediator variable in relation between reward and encouragement of loyalty with job satisfaction. Finally the results of third research hypothesis showed that procedural justice has not a mediator role in relation between reward and encouragement of loyalty with affective commitment.ConclusionThe results of this research revealed that for encouragement of attitudinal health in satisfaction and commitment domains, employee's loyalty must be rewarded in a just and equity manner.