Investigating the effect of organizational justice on organizational citizenship behavior with the mediating effect of job commitment in Tejarat Bank branches in Tehran

Dissertation for Master's degree (M.A)

Strategy: "Strategic"

Dissertation abstract (including summary, objectives, implementation methods and results obtained):

Throughout history, one of the fundamental aspirations of man has been to implement justice and realize it in society. The implementation of justice in society and especially in organizations makes people perform their duties with more peace of mind and the emergence of organizational citizenship behavior is realized. The present study was conducted with the aim of investigating the effect of organizational justice on organizational citizenship behavior with the mediating effect of job commitment in Tejarat Bank branches in Tehran. For this purpose, a standard questionnaire containing 34 questions was used to collect the required information and was answered by 352 employees of Tejarat Bank branches in Tehran. Also, the structural equation model was used to analyze the data, and the reliability of the questionnaire was measured through Cronbach's alpha of 0.913. The result of the research confirmed that organizational justice has an effect on organizational citizenship behavior with the mediating effect of job commitment. In the end, suggestions were made based on the findings of the research.

Key words: organizational justice - organizational citizenship behavior - job commitment

Introduction

In today's challenging world, in order to compete on the global stage, satisfy the needs and expectations of customers and adapt to the changing nature of the job, organizations are trying to hire employees who go beyond the task and role set in their job description because it is believed that these behaviors beyond the role It is reflected in the performance evaluation, it will affect the participation of employees in the programs and it can be an effective factor on job commitment and self-esteem. These efforts beyond expectations, voluntary, beneficial and useful, are called extra-role behaviors or organizational citizenship behaviors. The concept of organizational citizenship behavior has created a revolution in the field of organizational behavior. This concept has certainly made organizations to be innovative, flexible, productive and responsible for their survival. How is it possible for such behavior to occur? (Abili, 1387)

Organizational justice is a factor that plays a significant role in the occurrence of such behavior. Organizational justice is how to treat employees so that they feel that they have been treated fairly, which includes the perception of the fairness of payments and equality in organizational procedures, the fairness of interpersonal behaviors, and the adequacy of information and resources in the organization. According to Greenberg, understanding justice in the organization is a basic principle and requirement for the effectiveness and efficient functioning of organizations, as well as the job satisfaction of the people of the organization. (Danaei Fard, 2007)

Behavior beyond the duty and beyond the role is formed based on the perception of reality, not the reality itself. In this regard, if people's perception of reality is based on fairness and justice and they feel that there is no discrimination in the organization and that justice is fully implemented, it creates a job commitment in employees. In fact, job commitment affects people's behaviors, and commitment expresses a person's sense of identity and dependence on the job and the organization, when a person feels a job commitment It means that extra-role behaviors or, in fact, organizational citizenship behaviors will appear, which will ultimately lead to the organization's productivity and proper performance. Therefore, in this research, job commitment has been placed as a moderating role to investigate the relationship between organizational justice and organizational citizen behavior. (Hosseinzadeh, 1390)

1-1-Statement of the research problem

Perception of organizational justice is a fundamental necessity for the effectiveness of the organization's performance and the satisfaction of people in the organization, and the organization must use all its efforts to achieve this. Observance of organizational justice by managers increases the commitment of employees to the job and the organization, followed by the emergence of effective citizenship behavior, creativity and innovation, and their persistence in the organization, and ultimately leads to the success and victory of the organization, and the society benefits from the benefit of the organization and the efforts of the employees. (Ali Asghar Fani, Hassan Danaei Fard, 2013)

Given the current problems in the country's banking system and billions of financial corruptions that are heard in the media every so often, it will always create this concern for managers to be worried about the occurrence of a financial corruption at any point of time. One of the issues that cause such financial corruption can be the origin of justice that prevails in organizations.As a very sensitive financial system for a country, the bank must always have the most accurate and appropriate management system. (Naami 1385)

The existence of injustice and its effect on the commitment of the employees of this bank, as well as the lack of organizational citizenship behavior by the employees, is always one of the important and influential problems in the progress and achievement of the organizational vision of this bank. Therefore, the impact of organizational justice on the job commitment of Bank Tejarat employees has always been a concern due to the researcher's close relationship with this bank, and whether this commitment leads to organizational citizenship behavior at a higher level, and as a result, bank violations are reduced? Therefore, in this research, an effort will be made to examine the relationship between the components of organizational justice and organizational citizenship behavior with the mediation of job commitment and to find answers to the following questions: Does the job commitment of employees lead to behavior Effective citizenship encourages?

Does organizational justice improve job commitment and increase organizational citizenship behavior?

Which form of organizational justice improves organizational citizenship behavior?

How can managers create an environment based on justice?

1-2- Expressing the importance of conducting research

Nowadays, the survival condition of any organizational system is to pay deep and sufficient attention to the existing human forces and strive to create value under Our employees are our most valuable assets. Capable and efficient human resources can make the organization efficient, profitable and useful for the society and make the country flourish. Organization is a social system whose life and stability depends on the existence of a strong link between its components and elements. The perception of injustice has destructive effects on the spirit of collective work, because it overshadows the efforts of human resources and the motivation of employees. Also, in order to compete on the global stage, to satisfy the needs and expectations of customers and adapt to the changing nature of the job, organizations tend to choose employees who go beyond the task and role set in their job description. (Ali Rezaeiyan, 2014)

On the other hand, organizational citizenship behavior increases the productivity of employees and work groups, communication, cooperation and assistance between employees; encourages teamwork; It reduces the ratio of mistakes and increases the participation and involvement of employees in the organization's issues, and generally provides a suitable organizational atmosphere and increases the effectiveness of the organization. The effect of distributive justice observed by Tejarat bank employees on their job commitment

Determining the effect of procedural justice observed by Tejajar bank employees on their job commitment

Determining the effect of transactional justice observed by Tejajar bank employees on their job commitment

Determining the effect of job commitment of Tejajar bank employees on their organizational citizenship behavior

1-4- Theoretical framework

Organizational justice:

throughout history one of The basic desires of human beings have been to implement justice and realize it in the society. In this regard, various human and divine schools and thoughts have proposed different solutions for its explanation and establishment, and some experts have called the theory of equality the theory of expanding justice, because it focuses on the fair distribution of income among people to achieve a high level of motivation. The theory of equality emphasizes that people always evaluate themselves in the context of society and in comparison with others, if people feel that they have been treated unfairly, they are motivated to establish justice among themselves (Rezaian, 2014). In the theory of equality, it is said that employees and members of the organization compare themselves with others. Employees compare their data (output) with efficiency compared to others. If they think that their ratio is equal to the ratio of similar people, then they say that equality is observed, and if these ratios are unequal, then there is injustice in the organization. In other words, justice and fairness are not respected. (Ghorbani and Chater, 2016) The expansion of the role of equality theory in explaining the attitudes and behaviors of employees in the decade led to