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The relationship between organizational justice and organizational trust in the employees of the General Department of Sports and Youth in Kerman province

Number of pages: 84 File Format: word File Code: 31708
Year: 2013 University Degree: Master's degree Category: Physical Education - Sports
Tags/Keywords: Distributive justice - General Directorate of Sports and Youth - Interactive justice - justice - Organizational justice - Organizational trust - Procedural justice - Sports organizations
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  • Summary of The relationship between organizational justice and organizational trust in the employees of the General Department of Sports and Youth in Kerman province

    Master's Thesis in Humanities, Physical Education and Sports Sciences

    Trend: Sports Management

    Abstract

    The present study was carried out with the aim of investigating the relationship between organizational justice and organizational trust in the employees of the General Department of Sports and Youth of Kerman province in 2013. In terms of the applied purpose, this research is of the correlational type and based on the structural equation model, and it was carried out by the field method, the statistical population of which included all the employees of the General Directorate of Sports and Youth of Kerman province. The statistical sample was 120 people. The tool for collecting information in this research was a questionnaire that included organizational justice questionnaires (distributive justice, procedural justice, and interactive justice), organizational trust, and demographics. After collecting data from research questionnaires, these data were analyzed using Spearman and Pearson correlation coefficients in order to test the hypotheses. To ensure the existence of correlation, research hypotheses were tested by structural equation modeling using Lisrel and spss software. The findings obtained from the statistical analysis are as follows:

    There was a positive and significant relationship between general organizational justice, distributive justice, procedural justice, interactive justice and organizational trust. There was a multiple relationship between the three components of organizational justice and organizational trust. Key words: organizational justice, distributive justice, procedural justice, interactive justice, organizational trust. Both unconsciously in the mind and visibly in behavior. One of the most stable results in the history of justice-oriented research is the fact that people have a more positive and favorable reaction to the methods and procedures in which they believe that justice has been observed (Kropanzanovo-Baron, 1991). Due to the effect that the perception of justice has on satisfaction and performance within the organization, researchers have tried to make speculations about how and the formation of perceived justice3. Naturally, in this field, speculations have been made about the tendency of humans to justice, such as the self-interest model4, in which it is said that fair and just results and procedures are considered valuable because they ultimately bring positive consequences to the individual (Shapiro et al., 1993). According to another explanation, that is, the value and respect model of the group, the level of motivation related to individual and group identity, which lies under the umbrella of fair and just methods, is the basis of human tendency towards justice (Tyler, 1989). Other models, such as Adams' theory of fairness7, by emphasizing the principle of neutrality and fairness in the distribution of decision-making facilities and methods, determine the expectation that people have of (perceived) justice within the society or organization.

    Based on the available evidence, next to the concept of justice, there is another variable such as organizational trust8, which, in addition to its effective role in team work, may also be related to each other due to the relationship with the dimensions of perceived justice.

    The concept of trust is widely used in international business literature (Lee, 2005). Trust or lack of trust is an important issue in today's sports organizations that is increasingly important. Trust is a positive expectation in a person that others do not act opportunistically against it either in words, actions or intentions. People in organizations expect others not to act opportunistically and to benefit them. In fact, they should have the ability to trust (Robbins, 1384).

    The importance of trust in supervisors has been known by researchers for at least four decades with preliminary searches in books and empirical articles. During this period, the trust that people have in supervisors has been an important concept in sports organizations and related fields (Dirkzo Farin, 2002). Now more than ever, the effectiveness of leadership and management is based on the ability to gain the trust of followers.In addition, contemporary management methods such as delegation of power and the use of working groups for effectiveness require trust (Robins, 2014; translation by Amhidaran). Many basic and vital activities related to life are carried out in organizations and life is almost impossible without the existence of various organizations. In spite of this, the achievement of comprehensive success and progress and security, prosperity and comfort cannot be achieved by the mere existence of organizations, but for this purpose, efficient and effective organizations are needed (Naami, 2011). In terms of the importance they have found, motivation and related topics have occupied one third of scientific journals (Cooper and Roberston 2, 1996).

    Managers should pay serious attention to the category of organizational justice because they are expected to protect the ethical principles of the organization and that organizational justice is the basis of good relationships between clients and employees and increases the effectiveness of the organization, as well as the legal consequences of injustice in the activities There is management in organizations. Organizational justice in different areas of organizational activities can be experienced and analyzed according to the consequences of society for units and individuals, the decision-making process to determine these consequences to different parts and the way these consequences and processes are related between groups and individuals. (Chaladurai, 2017). Consequences (

    procedural justice) is related to decision-making procedures (

    interactional justice) is related to the way these decisions are exchanged)

    organizational justice and its different areas (distributive, procedural and interactional justice) predict many organizational variables such as Absence, leaving the job, organizational commitment, organizational trust, etc. is However, the relationship between organizational justice and organizational trust is one of the new issues that is investigated in this research.

    Justice and examining its forms and nature is a topic that has a very long history (Sadiqian, 2015). According to Cohen Karash and Spector [1] (2001), the study of fairness and justice in organizations started with Adams' work on the theory of fairness (1965). Due to the weakness of Adams' theory of fairness, many other theories have been presented to explain discussions focused on justice and organizational justice (Zinabadi and Salehi [2], 2011). In total, the research of Cohen Karash and Spector showed that perceptions of justice can be based on one of the principles of need [3], equality [4] or fairness. Subjective belonging to each of these criteria (fairness, equality and need) will have different behavioral consequences. For example, if a person believes in the principle of need in justice, without doubt, he will show different behaviors compared to someone who belongs to the principle of equality, in front of the happenings of the surrounding world and judgments focused on the fairness or unfairness of the situation. Cohen Karash and Spector believe that organizational justice, with its effect on the individual's attitudes, affects him in many areas, such as satisfaction with the current status of his work, or even satisfaction with promotion, and satisfaction with salary and wages. When there is procedural injustice in an organization, naturally the attitudes towards such an organization among employees and even senior managers and power holders within the organization weakens the level of satisfaction, commitment and performance of people. At the same time, the feeling of injustice among the employees of an organization may create the suspicion that the individual himself or his work group is worthless to managers and power holders within the organization. It is through the channel of such communication that group cohesion and respect are likely to be affected.

  • Contents & References of The relationship between organizational justice and organizational trust in the employees of the General Department of Sports and Youth in Kerman province

    List:

    Abstract .. 1

    Chapter One: Research Overview

    Introduction .. 3

    1-1- Statement of the problem.. 4

    1-2- Importance of the research.. 7

    1-3- Research objectives.. 8

    1-4- Research questions.. 8

    1-5- Research hypothesis..9

    1-6 Theoretical and operational definitions of words and terms.9

    1-6-1- Organizational justice.9

    1-6-1-1- Distributive justice.9

    1-6-1-2- Procedural justice. 10.

    1-6-2- Organizational trust. 10

    Chapter Two: Review of conducted research

    Introduction ..14

    2-1- Organizational justice..14

    2-2- Different types of justice. 14

    2-2-1- Distributive justice. 16

    2-2-2- Procedural justice E.18

    2-2-2-1- Definition and indicators of procedural justice. 19

    2-2-2-2- Causes (constituent factors) of procedural justice. 19

    2-2-2-3- Results of procedural justice. 20

    2-2-3- Interactional justice. 21

    2-2-4- Study of organizational justice. 22. 2-2-4-1- The main effect of justice. 22. 2-2-4-2- Interactions between types of justice. 23. 2-2-4-3. The importance of justice. 23. 2-2-4-4- Economic self-interest. 24.

    2-2-4-6- Group value model.25

    2-2-4-7- Social exchange theory.25

    2-2-4-8- Justice as a moral duty.26

    2-3- Organizational trust..26

    2-3-1- Three types of trust.

    2-3-2- Passive view of trust. 29

    2-3-3- The active view of trust. 30

    2-4- The background of the research. 33

    2-4-1- The research conducted in the field of organizational justice in Iran. 33

    2-4-2- The research conducted in the field of organizational trust in Iran. 37

    2-4-3- Research conducted in the field of organizational justice outside of Iran. 39

    2-4-4- Research conducted in the field of organizational trust outside of Iran. 43

    Summary and conclusion of the second chapter. 44

    Chapter three: research method

    Introduction .. 47

    3-1- Research method .. 47

    3-2- Statistical community, sample size and sampling method 47

    3-3- Methods and tools of data collection 47

    3-3-1- Questionnaire of demographic characteristics. 48

    3-3-2- Organizational justice questionnaire. 48

    3-3-2-1- Distributive justice. 48

    3-3-2-2- Procedural justice. 48

    3-3-2-3 Interactional justice. 49

    3-3-3- Organization trust questionnaire. 49

    3-4- Total Data collection. 50. 3-5- Method of data analysis. 50. 3-6- Barriers and limitations of research. 51. 3-7- Conceptual model of research. 51. Chapter 4: Analysis of research data. Introduction. 54.

    4-1-1- Statistics related to the demographic characteristics of the samples. 55

    4-1-2- Description of the opinions of the research samples in response to the questionnaire questions. 58

    4-2-1- The results of the exploratory factor analysis of the questionnaire. 58

    4-2-2- The reliability status of the research questionnaire. 59

    4-2-3- The data distribution status of the variables and main components of the research. 59

    4-2-4- Calculation of the correlation between the variables and testing the research hypotheses. 60

    4-2-5- Design Statistical model to explain the multiple relationship between organizational justice and organizational trust. 62 Chapter Five: Discussion and Conclusion 70 Introduction 5-1- Summary and research findings 70 5-2 Discussion and conclusion about research hypotheses 5-3 Practical suggestions based on research findings 73

    5-4- Research suggestions for researchers.74

    List of sources..77

    Appendices.. 88

    Source:

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    Ashja A, Nouri A, Arizi H, Samavatian H.The relationship between the dimensions of organizational justice and trust in the organization and the supervisor in the employees of Mobarake Steel Complex, Isfahan. Journal of Knowledge and Research in Applied Psychology, Year 11, Number 39

    Akbari M. 2007. The relationship between interpersonal trust, self-efficacy, religious adherence and forgiveness with the beliefs of a just, distributive and procedural world. General Master's Thesis, Islamic Azad University, Khorasgan Branch. 2018. Investigating the effect of organizational justice on organizational citizenship behavior of employees of Islamic Azad University, Tabriz branch. Beyond management. fourth year No. 14, pp. 73-108

    M. Javaheri Kamel. 2018. The effect of organizational justice, leader-member relationship, trust and psychological empowerment on organizational citizenship behaviors. Police Human Development Bimonthly, 6th Year, Number 24.

    Chaladurai P. 1387. Human Resources Management in Sports and Healthy Recreations. Translated by M. Talebpour; M. Lal Baziri. Publications of Ferdowsi University of Mashhad. First Edition. pp. 390-371.

    Khaksar P. 1387. The relationship between dimensions of organizational justice and levels of chronic self-concept with attitudinal-occupational outcomes and the moderating role of levels of chronic and active self-concept in the above relationships. General Master's thesis, Islamic Azad University, Khorasgan Branch.

    Khatibi A. Asadi H. Hamidi M. Saif Panahi c. 1390. Studying the components of organizational justice in the National Olympic and Paralympic Academy. Sports Management Magazine, No. 10, pp. 65-84.

    Khenifar H. Moghimi M. Jandaghi G. Zarundi N. 2018. Investigating the relationship between the components of trust and organizational commitment of employees (in agricultural jihad and education organizations of Qom province). Journal of Public Administration, Volume One, Number Two, Spring and Summer, pp. 3-18

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    Ramin Mehr H, Hadizadeh Moghadam A, Iman A. 2018. Investigating the relationship between the perception of organizational justice and organizational civic behavior. Change management research paper. Number 2. Rahimi D. 2015. The relationship between trustworthiness and its elements with the organizational behavior of employees in the employees of a hospital and an organization. Master's thesis. University of Tehran Public Management Education Center. Rahimi F, Rezaian A. 2017. Investigating the influence of procedural justice on organizational citizenship behavior by considering the role of organizational trust. Management perspective. No. 29. pp. 69-87.

    Rezaiyan A. 2014. Expectation of justice and fairness in the organization. First edition, Tehran: Smet.

    Shakarkan H, Noami A, Nisi A, Mehrabizadeh M. 2013. Examining the relationship between job satisfaction and organizational citizenship behavior and job performance among employees of some factories in Ahvaz. Journal of Educational Sciences and Psychology of Shahid Chamran University of Ahvaz, 3rd period, 8th year, numbers 3-4, pp. 1-22. Sarmi A. 1390. The relationship between leader-pabro relationships, individual and organizational self-esteem on organizational citizenship behavior of managers and employees of Fars province municipalities. Master's Thesis, p. 92. Sadiqian A. 2015. The concept and types of social justice. Available at: Sociology of Iran website Abbaszadeh Dizji 1382. Examining the effects of organizational commitment on mental health, Bachelor's thesis, Tehran, University of Health and Medical Services, p. 9. Qalipour A, Pour Ezzat A, Hazrati M. 1388. Examining the effect of servant leadership on organizational trust and empowerment in government organizations. Public Administration Journal, period 1, 1 of 103-118. Gol Paror, H. 2015. The role of citizenship, meritocracy and organizational structures in social welfare research journal, No. 23. Organizational behavior, 2016. Tehran: Salavan Perceived and comprehensive quality management with emotional and continuous commitment. Golparor M., 2017. The relationship between the beliefs of a just organization, group respect, role conflict, and job satisfaction. Journal of humanities management (6), 70:27-57. Zadeh A. 2009. Investigating the effect of organizational justice perception on organizational citizenship behavior. Improvement and Transformation Management Studies Quarterly No. 61, pp. 91-120

    Mardani Hamuleh M, Heydari H. 2017. Investigating the relationship between organizational justice and organizational civil behavior in hospital employees. Journal of ethics and history of medicine. 1386.

The relationship between organizational justice and organizational trust in the employees of the General Department of Sports and Youth in Kerman province
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