04 Aug The relationship between organizational citizenship behavior and organizational justice
In today’s competitive world, in order to maintain its survival and efficiency, every organization should take appropriate measures so that it becomes effective. Since the most important asset of any organization is its staff, organization managers can play an important part toward efficiency of manpower and eventually organizational effectiveness and act in such a way that the employees do their best to help achieve the organizational goals. This research has been conducted with the aim of investigating the relationship between organizational citizenship behavior and organizational justice among the employees of Electricity Distribution Company of Alborz province. The population of this
research includes all the company’s employees in 2014 and 300 employees have been selected randomly as the statistical sample and two standard questionnaires of Organ and Konovsky citizenship behavior and Neihoff and Moorman organizational justice have been used in the research and the SPSS software has been used in the statistical analysis. The research findings showed that there is a significant relationship between organizational citizenship behavior and the employees’ organizational justice (p<0.05). Based on Spearman correlation coefficient between organizational citizenship behavior
and the employees’ organizational justice, the interactional justice index has the highest correlation coefficient with organizational citizenship behavior and the indicators of distributive justice and procedural justice have been second and third in this regard respectively. The altruism dimension and the conscience dimension have had the least influence on organizational citizenship behavior.
Keywords: Organizational Citizenship Behavior, Citizenship Behavior Dimensions, Organizational Justice, Organizational Justice Dimensions