The Relationship between Distributive and Organizational Procedural Justice, with Organizational Citizenship Behavior with the Mediation of Job Commitment
The fundamental aim of this study was to investigate the relationship between 2 dimensions of organizational justice on Organizational Citizenship Behavior (OCB) with the mediation role of job commitment among Customs employees in Golestan province. The population consisted of 112 employees, for the purpose of achieving the research objectives; a random sampling was used in this study and 92 employees were selected according Morgan table. To collect data, the reliability and validity of the
... validity of the questionnaire have been reported and estimated by the researchers. Then, the questionnaire of organizational justice, job commitment and organizational behavior were used and administered among participants. Organizational justice was investigated in two dimensions including distributive justice, procedural justice. In order to analyze the data, the LISREL software was used. The results of the structural equation showed Path coefficient of the impact of distributive justice on citizenship behavior with the mediation of job commitment is 0.11. In other words, relationship was significant and positive. On the other hand, Path coefficient in the relationship between job commitment and organizational citizenship behavior is reported to be 0/47; furthermore, T, procedural justice on job commitment was estimated 4.38 and 0.10 respectively. Because T was reported to be 0.99, it can be concluded that a significant relationship has not been established. The results also suggested that managers should plan to improve the perception affairness in payments and the laws and regulations by employees. In this way, not only the job commitment will be increased, but also job and voluntary self-conscious behavior will be received by employees.