Investigating the relationship between organizational justice and human resource development

Dissertation for Master Degree (M.A)

Treatment: "Information Systems

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Abstract

Today, organizational justice is considered one of the most important inputs of the organization that has a great impact on the performance, satisfaction and productivity of employees. Since human resources are considered the most important resources of organizations, their growth and development can lead to the success of organizations. In this research, the relationship between organizational justice is examined In this research, which is considered to be a descriptive survey, a questionnaire consisting of 47 questions was used to measure the dimensions of organizational justice. The statistical population was 401 employees of the social security organization, which was reduced to 197 people using the sample size formula The results of using Spearman's rank test showed the existence of a positive and significant relationship between organizational justice and its dimensions with human resources development. In addition, distributive justice and relationships were selected as the most important aspects of organizational justice. In the end, using the binomial test, the existing levels of the variables were checked, and all the variables except the development of human resources were at the desired level.

Key words: distributive justice, behavioral justice, transactional justice

One of the issues that has been the subject of management science experts' attention in recent years in various political, ethical and social dimensions is the issue of organizational justice, which is considered one of the most important concepts in political and social issues. Justice causes more coordination and cooperation between people, and organizational justice makes people perform their duties in the organization in a more effective way (Qalipour and Pourezat, 2008).

The great interest of researchers about how justice works in organizations has caused justice to be the focus of many researches in the field of humanities in recent years. Understanding and creating justice in the organization is one of the most important duties of managers and employees, regardless of their position and position in the organization. The existence of justice in the organization causes things to be done correctly and injustice causes employees to be forced to obtain their rights and rights through illegal methods. Social justice will also be impossible and incomprehensible without organizational justice. In fact, organizational justice can be considered as the correct performance of the various activities of the organization, the behaviors and tendencies of the employees. Organizational justice is the foundation of strategic thinking and values ??of the organization, and injustice threatens the stages of growth and stability of the organization, which are one of the most important stages of the organization's life cycle (Guderzond Chegini, 2009). In fact, he uses the word justice to describe and analyze its role in the work environment. Undoubtedly, injustice or discrimination will cause irreparable damage to the body of the organization. If there is discrimination in different parts of the organization and relationships between employees, organizations will approach their decline stage faster (Greenberg, 1990).

Implementing justice in organizations strengthens social capital (Amirkhani and Pourezat, 2017), increases commitment (Jamaluddin, 2008), job satisfaction (Fat [2] et al., 2010) and employee citizenship behavior (Lambert [3], 2003).

On the other hand, the development of human resources lies in variables such as social capital (Rahimi Kia, 2010), job satisfaction, organizational commitment and quality of work life (Yariqli, 2010). It can also be said that observing the dimensions of justice in organizations leads to the improvement of human resources development (Tyler and Balder[4], 2003).

In the medical records processing office of the Social Security Organization of Tehran province, employees' perception of organizational justice is not high and people believe that the managers of the organization do not observe fairness in the distribution of payments, the use of organizational procedures and even the treatment of employees, which has led to problems and conflicts in the organization. People's lack of sympathy for their jobs, low commitment of people to the organization and relatively low job satisfaction are examples of these conflicts that severely affect the development of the human resources of this organization.People's lack of sympathy for their jobs, low commitment of people to the organization and relatively low job satisfaction are examples of these conflicts that have greatly affected the development of human resources of this organization. Employees' understanding of justice and fairness in various matters of the organization is very low, and the organization is not considered an environment for the growth and flourishing of people.

Since injustice damages human dignity and destroys the motivation of people to learn and acquire more teachings, and on the other hand, the understanding of justice in the organization will also lead to the improvement of human resources development, the main question of the current research can be posed as follows:

Is the relationship between organizational justice in all dimensions and development Is there a meaningful relationship between human resources?

1-3- The importance of the issue

Justice is the basis of the stability of any social system and provides balance in social systems. Observance of justice by providing predictability of organizational behavior makes it controllable to some extent (Pourezat, 2011). Most of the new articles in relation to organizations emphasize the importance of the vital values ??of the organization, and justice is recognized as a fundamental value of the organization. Terpstra and Don Henry (2003) believe that fairness in the decision-making process is more important than the actual amount of reward that is given to people. If people are clearly aware of the decision-making procedures of managers, they will feel more secure in their organization. Adherence to fairness in matters such as promotion, distribution of benefits and so on. . . It makes employees prepare to use all their efforts and strength to perform their duties in the organization. Therefore, they will remain in the organization in order to achieve the rewards that managers have determined for them (Terpstra and Dan Henry [5], 2003). Also, a fair action on the part of managers leads to emotional and intellectual recognition, and therefore, in return, satisfaction and commitment will arise in the organization, which will create voluntary cooperation of employees in the implementation of strategies (Cropanzano[6] et al., 2007).

Perceptions of employee service quality (management support and appropriate procedures and policies) can affect employee job satisfaction (Blancero and Johnson[7], 2001) and can lead to more training employees lead (Tyler and Balder [8], 2003).

From the researcher's point of view, the perception of justice in the organization is one of the most important situational variables that affect the insight and behavior of employees.

1-4- Research objectives

General objective

Determining the relationship between organizational justice and human resources development

Objectives Sub-section

Determining the relationship between distributive justice and human resource development

Determining the relationship between procedural justice and human resource development

Determining the relationship between transactional justice and human resource development

1-5- Theoretical framework

1-5-1- Organizational justice

Justice and its implementation is one of the basic and natural human needs that has always existed throughout history. It has provided a suitable platform for the development of human societies. The ideas related to justice have evolved in parallel with the development and progress of human society, and its scope has been extended from the ideas of religions and philosophers to experimental research. After the industrial revolution and the mechanization of human societies, organizations have dominated human life so much that every human being is directly dependent on them from the moment of birth to death, and life today cannot be imagined without the existence of organizations. Therefore, the implementation of justice in society depends on the existence of justice in organizations, which have been seriously discussed in the literature and management research in the world. In fact, organizational justice tells the level of a person's understanding of whether he is treated fairly in the workplace or not. This, in turn, will lead to the identification and determination of the three components of organizational justice, which are distributive justice [9], procedures [10] and transactions [11] (Kreitner and Kriki [12], 2001). Fairness of procedures refers to creating equal and equal work opportunities for all employees. In other words, procedural justice is the perceived justice of the process used to distribute and allocate payments (Robbins[13], 2005).

Lind and Taylor[14] (1988) define procedural justice as the observance of justice in the processes by which outcomes are allocated (Cohen and Spector[15], 2001).