The Simple and Multiple Relations of Organizational Justice and Job Performance in Esfahan Esteel Company

This research was conducted to study the simple and multiple relations of organizational justice and job Performance. The variable of organizational justice deals with the ways and methods of conduct with the personnel of organizations to feel that they are treated fairly. This variable is comprised of two components: distributional justice and procedural justice. The research sample including 132 workers was randomly selected. Instruments were Organizational Justice Questionnaire, Task Performance Checklist and Contextual Performance Checklist. Descriptive statistical methods, i.e., correlation coefficient, and stepwise regression analysis were used for analyzing the data. Findings indicated that the relation of task and contextual performance with distributive justice was not significant but the relation between Task Performance and procedural justice(r=0/170), (p<0/01); contextual performance and procedural justice(r=0/112), (p<0/01); and job performance and organizational justice (r=0/350) (p<0/01) was significant. Also, results showed the relation of justice and performance was significant for women but not for men. According to the findings, some recommendations were offered for managers for increasing job performance by establishing justice, especially procedural justice, in organizations and in interactions with women.