Academic Dissertation for Master's Degree
Abstract
In today's competitive world, organizations are constantly looking for new ways to maximize the performance and effort of their employees. Organizational citizenship behavior is trans-role and spontaneous behavior that puts employees in a situation to voluntarily act beyond the expectations of their duties and job descriptions. Meanwhile, employees' perception of the fairness of payments and equality in organizational procedures, as well as the fairness of interpersonal behaviors in the organization, play a significant role in encouraging and developing organizational citizenship behavior. It is one of the concepts that can be understood in social environments, especially in organizational environments, and has caused many studies in the field of organizational behavior.
Another issue and problem of today's organizations is the lack of trust between employees and managers. In our organizations, especially government organizations, there is a significant gap between employees and management and the demands of the two. The decline of trust in government organizations is one of the issues that causes unmotivated and indifferent employees and slow implementation of programs. Now, considering the indifference of employees and the lack of trust in government organizations and considering that the role of trust can affect the appropriate behavior of citizenship as well as the sense of justice of the organization, it seems necessary to conduct this research.
The present research has studied the role of trust on the relationship between organizational justice and organizational citizenship behavior in official and contractual employees of Rasht Municipality (611 people), who were selected using Morgan's table, 247 people.
Data analysis was done through descriptive statistics as well as inferential statistics through statistical techniques and structural equations and its path analysis using LISREL 8.5 and SPSS software.
The results obtained from the research show that the independent variable of organizational justice and the mediating variable of trust have an effect on the occurrence of organizational citizenship behavior (individual-oriented and organization-oriented) and all the assumptions of this research are accepted.
Key words: citizenship behavior Organization, individual-centered citizenship behavior, organization-centered citizenship behavior, organizational justice, trust
Introduction
Justice is one of the most obvious principles known to mankind. The importance of justice is so great that it is mentioned as one of the principles of religion in Shia jurisprudence. Justice is a subject that has been discussed in various scientific fields. Justice is considered among the most beautiful and sacred words of civilization, and it is among the concepts that the collective intellect of all people considers it good, and its realization is considered the basis of legitimacy and the necessity of creating governments. The concept of justice is also discussed in the organizational environment and among employees, and most of them refer to it as organizational justice. According to Greenberg, the understanding of justice in the organization is a basic principle and requirement for the effectiveness and effective functioning of organizations as well as the job satisfaction of the organization's people (Khorasani and Kanani Neiri, 2013).
In a bureaucratic system where all the efforts of managers are to gain more efficiency by maintaining the organization's hierarchical hierarchy, superficial and unreliable relationships are created between people, but in a democratic value and humane system, true and reliable relationships are formed among people, in such an environment, the organization and its members have the opportunity They are allowed to go as far as they can, and according to this, attention to citizens increases. Now that the importance of citizens is understood as one of the most important resources of the organization, their behavior can also be considered very important, and that is why many researchers have analyzed citizen behavior. Organizational citizen-oriented behavior refers to fair and discretionary actions that promote organizational effectiveness (Rezae Kilidbari and Bagher Salimi, 2017). Organizations are not able to develop the effectiveness of their collective wisdom without the voluntary willingness of individuals to cooperate. Because in mandatory mode, a person performs his duties in line with the regulations and rules and acceptable standards of an organization and only to the extent of meeting the requirements. But in voluntary cooperation, people express their effort, effort, energy and insight to flourish their abilities for the benefit of the organization. Organizational behavior is a thought and idea, and it includes diverse behaviors of employees, such as accepting and assuming additional responsibilities, following rules and procedures.Organizational ethical behavior is a thought and idea, and it includes various behaviors of employees, such as accepting and assuming additional responsibilities, following the rules and procedures of the organization, maintaining and developing a positive attitude, patience and tolerance of dissatisfaction and problems at work (Gholamhossein, Bejani, and Malekinia, 2019).
Also, success in the competitive world of organizations requires the ability to develop relationships based on trust. Organizations and employees need to be reliable themselves and trust each other. Trust has important and positive effects on organizational results. Trust facilitates organizational behaviors and functions. High organizational trust among the members of organizations makes them, when faced with organizational problems, hopefully take group actions to solve those problems. It is also prevented from doing incomplete and wasteful things in such organizations. Organizational trust is the basis of all human interactions and the foundation of organizational culture is built on this basis. Organizational trust of employees in the structure, system and culture of the organization in which they work, causes complete trust and confidence of employees in the organization and leads to a useful and favorable evaluation of the organization's elements. Trust is the basis of success in personal life and work relationships. In fact, all organizational relationships are established on the basis of trust (Mehdad, Dehghan, Golparour, and Shuja, 2011). Therefore, in this chapter, an issue regarding the role of trust in the relationship between organizational justice and organizational citizenship behavior is discussed, and after reviewing the existing literature, a hypothesis model is prepared. Based on the existing model, the objectives of the research have been determined and finally addressed by defining the scope of the research and the terms used in the research.
1-2) Statement of the problem
In the current competitive world, organizations are constantly looking for new ways to maximize the performance and efforts of their employees. Organizational citizenship behavior is defined as an individual behavior that is voluntary and is not organized clearly and directly by the formal reward system and is effective in increasing the effectiveness and performance of the organization, which is significant in many researches in the field of management, because of its potential effects on organizational services. (Shin, Yung Chou, 2013)
Organizational citizenship behavior is trans-role and spontaneous behavior that puts employees in a voluntary state that exceeds expectations. fulfill their duty and job description. Meanwhile, employees' perception of the fairness of payments and equality in organizational procedures, as well as the fairness of interpersonal behaviors in the organization, play a significant role in encouraging and developing organizational citizenship behavior. The concept of organizational citizenship behavior was first presented to the world of science by Batman and Organ in the early 1980s. Organizational citizenship behavior is defined as individual behaviors that are optional and are directly rewarded by the organization. Research shows that an organization is successful that has workers who do more than their daily tasks (Aksel, 2013).
Organizational citizenship behavior is important for organizations because its existence helps organizational efficiency and effectiveness to be recorded without the need for formal organizational resources. Some of the results of organizational citizenship behavior include: higher efficiency evaluation, increased effectiveness of teamwork, reduced absenteeism, increased profitability, increased production, reduced organizational costs, reduced returns, and so on. (Shin, Yung, Chou, 2013).
Organizational citizenship behaviors are defined as optional behaviors that are effective in organizational effectiveness
(Abu Elanian, 2010).
Koperman claimed in 1997 that according to the research conducted, several variables are effective on organizational citizenship behavior, but among them, the variables of organizational justice and trust play the most important role. Justice in the organization expresses equality and ethical behavior in an organization. Organizational justice has become very important due to its relationship with vital organizational processes such as organizational commitment, citizenship orientation, job satisfaction and performance. Another important and influential factor on organizational citizenship behavior is the variable of organizational trust. Organizational trust leads to the sharing of information in the organization and the sharing of organizational information by all people, organizational commitment, commitment to duty, citizenship behavior and management satisfaction in the organization (Qalipour and Pourezat, 2017).
The organization states that employees respond to the injustice of the organization by reducing citizenship behavior. In this way, reducing these behaviors can be considered as a response to injustice.