PAPER ANALYSIS: The Relationship between Organizational Justice and Organizational Citizenship Behavior

AUTHOR: Mehrdad Goudarzvand Chegini

SUBJECT: CIENCIAS DE LA CONDUCTA ORGANIZACIONAL

LECTURER: SALAS DÍAZ DANIEL EDUARDO, PhD.

DBA STUDENT: GALARZA HERNANDEZ MAX ALBERTO, MSc.

DBA Latinoamérica III - 2 Año

Problem statement: Organizational justice and itsrelationship with citizenship behavior is one of thebasic and important subjects of successfulorganizations. In this competitive world, making asense of organizational justice in staff, increasesfunctional ability and organizational citizenshipbehavior.

Approach: This research includes 5 hypotheses whichevaluate the relationship between organizational justicedimensions and organizational citizenship behavior.

1. Organizational justice

2. Distributive justice

3. Policy justice

4. Inter individual justice

5. Informational justice.

• Research method: Analytical-descriptive / correlation.

• Research goal: applied.• Statistical society includes all the staff of Rasht governmental

organizations (Iran-Guilan).• Regarding Cronbach Alpha formula, sample contents were determined

on 300 people.

• Collecting data: Natmir questionnaire and the questions were made by the researcher himself.

Type of research: Field.

Results:

The research showed that all the organizational justicedimensions which were qualified by correlation coefficienttest are positively related to organizational citizenshipbehavior. Thus, the hypotheses were verified.

Key words: Organizational justice, organizational citizenship behavior, distributive justice, policy justice, inter individual justice, informational justice.

INTRODUCTION

• Justice is one of the goals which was considered by humanbeings in ethical, political and social dimensions over theyears. Justice is among the most important conceptionswhich is explained in political and social subjects.

•Certainly, justice cause integrity and organizational justicescauses individuals be together in order to work effectively.Instead, organizational injustice destroys organizationalintegrity.

INTRODUCTION

•According to Greenberg, organizational justice is related tostaff perceptions of work fair. In fact, he uses this phrase toexplain and to analyze the role of fair in work place. Injusticeor discrimination is the basis of all organizational harms,deflections and misdeeds.

INTRODUCTION

•Citizenship behavior means efforts of organization members.Though it is not directly related to job tasks, it develops andimproves organization goals. In this study, it is tried toinvestigate the relationship between organizational justiceand organizational citizenship behavior.

RESEARCH HISTORY:

•Given theories of justice are varied and wide-spread. Inthe last decade, organizational justice became as animportant structure and a research scope in the field oforganizational/industrial psychology.

RESEARCH HYPOTHESES - RESULTS AND DISSCUSION

• Hypothesis 1:

• There is a relationship betweenorganizational justice and organizationalcitizenship behavior.

• H0: There is not any relationship betweenorganizational justice and organizationalcitizenship behavior.

• H1: There is a relationship betweenorganizational justice and organizationalcitizenship behavior. Regarding the aboveTable 1, it is shown that the level ofcorrelation coefficient between these twovariables is 85.1%. Since the degree ofmeaningful level in this test is lower than 5%.So, hypothesis H0 is rejected and hypothesisH1 is accepted.

• Hypothesis 2:

• There is a relationship between distributivejustice and organizational citizenship behavior.

• H0: There is not any relationship betweendistributive justice and organizationalcitizenship behavior.

• H1: There is a relationship between distributivejustice and organizational citizenship behavior.Table 2 shows that correlation coefficient levelbetween these two variables equals to 69.6%.Since the degree of meaningful level is lowerthat 5.7% in correlation coefficient test,hypothesis H0 is rejected and hypothesis H1 isaccepted.

• Hypothesis 3:

• There is a relationship between policyjustice and organizational citizenshipbehavior.

• H0: There is not any relationship betweenpolicy justice and organizational citizenshipbehavior.

• H1: There is a relationship between policyjustice and organizational citizenshipbehavior. Table 3 shows that correlationcoefficient level between these twovariables is 84.7%. Since the degree ofmeaningful level was determined lowerthat 5% in correlation coefficient test,hypothesis H0 is rejected and hypothesisH1 is accepted.

• Hypothesis 4:

• There is a relationship between interindividual justice and organizationalcitizenship behavior.

• H0: There is not any relationship betweeninter individual justice and organizationalcitizenship behavior.

• H1: There is a relationship between interindividual justice and organizationalcitizenship behavior. Regarding Table 4, itcan be said that correlation coefficientbetween inter individual justice andorganizational citizenship behavior equalsto 46.5%. The meaningful level incorrelation coefficient test is lower than5%, so hypothesis H0 is rejected andhypothesis H1 is accepted.

• Hypothesis 5:

• There is a relationship betweeninformational justice and organizationalcitizenship behavior.

• H0: There is not any relationship betweeninformational justice and organizationalcitizenship behavior.

• H1: There is a relationship betweeninformational justice and organizationalcitizenship behavior. Table 5 shows thatcorrelation coefficient level between thesetwo variables equals to 67.7%. Since thedegree of meaningful level was determinedlower than 5% in correlation coefficienttest, hypothesis H0 is rejected andhypothesis H1 is accepted.

• Observance of politeness, position and respect cause stafffeel good. Thus, the more the level of inter individual justice,the more the organizational citizenship behavior.

• Finally, informational justice mechanisms should be plannedin a way that policies and relations are fairly made.

Conclusions:

REFERENCES

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