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:: Volume 8, Issue 1 (2016) ::
RME 2016, 8(1): 12-21 Back to browse issues page
The Relationship of Organizational Justice with Positive Organizational Behavior and Work Engagement from viewpoint of faculty members of Zahedan University of medical sciences
N Nastiezaie *, H Jenaabadi
Educational Administration and Planning dept, Faculty of Education and Psychology , University of Sistan and Baluchestan, Zahedan.Iran , n_nastie1354@ped.usb.ac.ir
Abstract:   (6572 Views)

Introduction: Faculty perception of organizational justice has major impact on their attitudes and organizational behaviors. In this regard, the objective of the present study was to examine the relationship of organizational justice with positive organizational behavior and work engagement among faculty members of Zahedan University of Medical Sciences.

Methods: This descriptive study followed a correlational design. Using stratified convenience sampling method, 205 faculty members of Zahedan University of Medical Sciences were selected and studied through applying three questionnaires of Niehoff and Moorman’s Organizational Justice Questionnaire (1993), Luthans et al.’s Psychological Capital Scale (2007), and  Salanova and Schaufeli’s Work Engagement Scale (2004). To analyze the data, Pearson correlation coefficient and simultaneous multiple regression analysis were used via SPSS.

Results: Faculty members’ mean score on organizational justice (3.61±0.698), positive organizational behavior (3.99±0.593), and work engagement (4.19±0.474) were all variables higher than the theoretical mean (3). Correlation coefficients of procedural, distributive, and interactional justice and organizational justice with positive organizational behavior were respectively 0.444, 0.519, 0.486, and 0.563 (p<0.01). According to the results obtained from regression analysis, procedural, distributive, and interactional justice explained 32.1 of the variance in positive organizational behavior (p<0.05). Correlation coefficients of procedural, distributive, and interactional justice and organizational justice with work engagement were respectively 0.645, 0.591, 0.612, and 0.705 (p<0.01). According to the results obtained from regression analysis, procedural, distributive, and interactional justice explained 51.5 of the variance in work engagement (p<0.05).

Conclusion: Since organizational justice and its dimensions have a significant relationship with positive organizational behavior and work engagement and organizational justice can predict positive organizational behavior and work engagement, university administrators should pay attention to organizational justice which leads to enhanced positive organizational behavior and work engagement.

Keywords: Organizational Justice, Positive Organizational Behavior, Work Engagement.
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Type of Study: Research | Subject: Educational Adminstration
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nastiezaie N, jenaabadi H. The Relationship of Organizational Justice with Positive Organizational Behavior and Work Engagement from viewpoint of faculty members of Zahedan University of medical sciences. RME 2016; 8 (1) :12-21
URL: http://rme.gums.ac.ir/article-1-316-en.html

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Volume 8, Issue 1 (2016) Back to browse issues page
پژوهش در آموزش علوم پزشکی Research in Medical Education