چکیده:
Aim: The aim of this study was to determine the relationship between perceived organizational justice
and organizational commitment of female teachers in Iran. Methodology: One hundred fourteen female
teachers were randomly selected using descriptive–correlational method. For data gathering, the Colquitt’s
Organizational Justice Questionnaire and May‑Allen’s Organizational Commitment Questionnaire were
used. The validity of the questionnaires was verified according to the viewpoints of experts in educational
sciences and management. The reliability of the questionnaires estimated using Cronbach’s α coefficient in a
primary study on a 30‑people sample, organizational justice questionnaire α =0.913 as well as Organizational
Commitment Questionnaire α =0.924. After data gathering, they were analyzed based on research
hypotheses using multivariate analysis of variance as well as multiple regression analysis. Results: The results
indicated that there is a positive and significant relationship between all components of organizational
justice and the aspects of organizational commitment. In addition, there is a significant predictive relationship
among procedural justice, interactional justice, and distributive justice with continuous commitment and
normative commitment. Conclusion: According to the theory of equity, it can be predicted that the
personnel reacts toward the presence or absence of organizational justice at workplace. The increase of
attachment and dependence is one of such reactions. That is, if the personnel witness that justice is not
observed in the organization, they will feel some sort of tension, and therefore, they try to reduce their
own dependency and commitment to the organization. In such cases, their organizational commitment
may be diminished. Conversely, if they feel that organizational justice exists in the organization, they will
be motivated to embrace more duties, tasks, and responsibilities so that, thereby, they would fulfill their
debts to their career and consequently their organizational commitment would be increased.
خلاصه ماشینی:
,[1] there is a significant predictive relationship between the components of organizational justice (distributive justice, procedural justice, and interactional justice) and the emotional aspects of organizational commitment (affective, continuous, and normative).
According to a research conducted by Reza and Mohsen,[2] the analysis of the data collected by multivariate regression analysis test showed that distributive, procedural, and interactional justice have a significant predictive relationship with continuous, affective and normative commitment.
In a research conducted among the personnel of Gas Company at the headquarters of Khorasan Province, Hussein and Roghieh,[37] reported that the organizational justice is considered the most important and determinant factor which directly and positively affect the level of organizational commitment.
According to a research conducted by Ali and Mehdi,[38] the results indicated that there is a significant positive relationship between organizational commitment and moral behavior in the organization, and that organizational commitment has a positive impact on the moral behavior.
According to the results of Table 2, the value of test statistics for examination of the relationship between the components of perceived organizational justice and affect commitment is 11.
According to the results of Table 3, the value of test statistics for examination of the relationship between the components of perceived organizational justice and continuous commitment is 5.
According to the results of Table 4, the value of test statistics for examination of the relationship between the components of perceived organizational justice and normative commitment is 375.