Master's Thesis in the field: Public Administration
Trend: Human Resources
Abstract
The purpose of this research is to investigate the effect of organizational justice on the organizational commitment of Refah Bank employees in Khuzestan province. The independent variable of this research is organizational justice. In this research, the three-dimensional model of Alavi and Abbasi 2012 (distributive justice, procedural justice and transactional justice) has been used. The dependent variable of this research is organizational commitment. The statistical population of the research is all employees of 65 branches of welfare banks in Khuzestan province, numbering 616 people. The statistical sample of the research is a number of employees of Refah Banks at the provincial level by simple random sampling method with a minimum sample size of 221 people based on Cochran's formula. Data collection methods include library studies and field research. The tool for collecting information is a questionnaire. In this research, in order to analyze the data collected from descriptive statistics to estimate central characteristics and set statistical frequency distribution tables, and in order to investigate the effect of organizational justice on organizational commitment, a regression test was used to analyze the data and a multivariate regression test was used to determine the impact of organizational justice dimensions on the organizational commitment of employees. The findings confirmed all the hypotheses of the research and showed the effect of organizational justice dimensions on the organizational commitment of the employees, the results of this research are consistent with the findings of Alavi and Abbasi 2012 research. In addition, after comparing the influence of organizational justice dimensions on organizational commitment through multivariate regression test, it was observed that transactional justice has the greatest impact among the three dimensions of organizational justice on employees' organizational commitment. Key concepts: organizational justice, distributive justice, procedural justice, transactional justice, organizational commitment. The discussion of justice[1] and examining its nature is a debate that has a very long history. The discussion of justice in its nature is an abstract, analytical and theoretical discussion and has always been accompanied by a variety of views and disagreements. This diversity can be seen especially since justice in all aspects of individual, family, macro social aspects and other institutions and organizations, in law and justice, in philosophy and politics and so on. It has a serious presence. This causes more and more confusion in the discussion of justice, definitions, boundaries, etc. it becomes Justice is a very complex concept and its connection and relationship with other social concepts such as freedom, ethics, etc. has also been proven and makes the definition of this more complicated and makes it a controversial word. This is such that many consider justice based on equality and some justify it in inequality. The breadth and controversies over this concept cause the lack of consensus in nature and create relativism based on justice towards who, what field, how, in what proportion, which make it difficult to present and accept encyclopedic definitions. Disagreement about the nature of justice causes differences of views based on fair distribution (Sadiqian, 2015, pp. 1-2).
Justice is one of the ideals that humans have paid attention to in moral, political and social dimensions throughout history. Justice is one of the inner desires of humans. All human beings demand justice at any time and place, and they always seek justice in their lives and abhor inequality and discrimination (Kanarizadeh, 1385, p. 1).
Justice is one of the most important concepts that are raised in social and political discussions, and according to Plato's opinion, social organization, which is the symbol of civilization, cannot exist without justice (Moghadam, 1386, p. 1).
Realization of justice Social is not possible without realizing organizational justice and organizational justice is realized in all activities, behaviors and tendencies of organizational people. This level of emphasis and importance comes from the fact that basically justice is the standard and foundation of human relations and the society is deprived due to injustices and non-observance of moral rights, but in the shelter of the implementation of justice, in addition to material effects and comprehensive growth and development, life finds meaning and people achieve salvation and salvation. This means that if the good and bad aspects of social life are distributed in a fair and just way, people will become more committed and will show a greater desire to sacrifice for the community, on the other hand, when unfair events occur and become more prominent in social relations, people show less desire to be loyal and strive towards organizational and social goals (Zaker Esfahani, 2017, p. 8).
1-2- Statement of the problem
Many researches have been done in behavioral sciences about organizational commitment as one of the types of commitment (commitment to the profession, commitment to the union, commitment to work, etc.). Organizational commitment, like other concepts of organizational behavior, has been defined in different ways. The common point of these definitions is that they all considered it as a kind of attachment and connection with the organization (Awadpour, 2016, p. 2).
Organizational commitment is considered as an emotional and psychological dependence on the organization, based on which a person who is strongly committed determines his identity with the organization, participates in the organization and gets involved in it, and enjoys being a member of the organization (Alvi & Abbasi, 2012, p 644).
Regarding whether organizational commitment is an attitude or a behavior or both, it should be said that in the past, organizational commitment referred to conscientiousness and honesty in the organization, which was related to the acceptance of the goals and values ??of the organization, the job satisfaction of the employees from the organization, or the desire to cooperate with the organization. Organizational commitment, like job satisfaction, requires the expression of emotions in job success. Despite this, since organizational commitment basically deals with the attitude of employees regarding the organization: it may be related to variables of attention to employees such as absenteeism, leaving work, as well as job satisfaction (p. 526, Wasti, 2011).
The meaning of organizational justice is the expression of feelings that employees express in front of the behaviors that are done to them. In other words, it is the perceived feeling of employees towards the way they are treated (Iranzadeh, Chakherlouy, 2011, p808).
Organizational justice is based on three dimensions of distributive justice, procedural justice, and transactional justice (Wayne, Hoy & Tarter, 2013, p 551). The dominant theme in organizational life is defined. It is also defined as justice referring to employees' perceptions about the fair performance received from the organization and their behavioral response to such perceptions (Cremer, 2010, p. 6). Observance of organizational justice is one of the key and influential factors of organizational commitment, which has a significant impact on employee performance and increases the level of commitment to the organization (Rylander, 2011). Human resources can help in different stages of the human resources management process. Organizational commitment plays a major role in reducing absenteeism, increasing longevity, belonging and loyalty, productivity, accepting strategy and organizational norms and values. Studies and investigations related to the commitment of employees in the organization lead to the reduction of huge costs caused by leaving the service and recruiting new employees, as well as improving the key performance indicators (Golparvar, Pereghi Samani, 2010, p. 241).
The theory of organizational justice and its various fields predict many organizational variables such as job commitment, job satisfaction, absenteeism, job leaving, etc. is Based on the theory of organizational justice, it can be predicted that employees react to the presence or absence of organizational justice in the workplace. One of these reactions is an increase or decrease in output. This means that if the employees see that justice is not being implemented in the organization, they will experience some kind of negative tension, and as a result, to reduce this tension, they try to reduce the amount of their inputs and contributions in the organization. On the contrary, if employees feel that there is organizational justice in the workplace, they will be motivated to increase their input and participation in the organization by performing helpful behaviors. Based on the two-way contractual relationship theory of Van Dyne and Graham[2], a contractual relationship is established between employees and the organization. The existence of organizational justice in the workplace shows the importance of the organization to the employees. In such a situation, the employees also commit to the organization and a two-way pact is created between the employees and the organization, which leads to the behavior of the employees (Naami, Shekarkan, 2015, pp. 88-89).
The studies conducted show that people's judgments of the degree of justice in the organization, attitudes such as organizational commitment and the degree of legitimacy of the authority holders in the organization are effective.