RELATIONSHIP BETWEEN ORGANIZATIONAL JUSTICE AND EMPLOYEES’ SILENCE IN KERMAN UNIVERSITY OF MEDICAL SCIENCES

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NEKOEI MOGHADAM MAHMOOD; BEHESHTIFAR MALIKEH

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Journal: Payavard Salamat Year:2016 | Volume:10 | Issue:2 Page(s): 194-204

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Information Journal Paper

Title

RELATIONSHIP BETWEEN ORGANIZATIONAL JUSTICE AND EMPLOYEES’ SILENCE IN KERMAN UNIVERSITY OF MEDICAL SCIENCES

Author(s)

NEKOEI MOGHADAM MAHMOOD | BEHESHTIFAR MALIKEH | Issue Writer Certificate

Keywords

ORGANIZATIONAL JUSTICEQ2

EMPLOYEES’ SILENCEQ2

HEADQUARTERS DEPARTMENTSQ2

KMUQ2

IRANQ2

Abstract

Background and Aim: EMPLOYEES’ SILENCE is common in organizations, and is mostly neglected. Employees are indifferent towards their supervisors, work quality and organization. ORGANIZATIONAL JUSTICE is a factor that can diminish employees' silence. The aim of this study was to determine the relationship between ORGANIZATIONAL JUSTICE and headquarters employees' silence in Kerman University of Medical Sciences (KMU).Materials and Methods: This study was a descriptive-correlational and crosssectional research. The population included all 400 employees at KMU headquarters, among whom 147 members were selected as the sample using Cochran’s formula. In this study, two questionnaires were used: ORGANIZATIONAL JUSTICE questionnaire with a reliability of 0.91 and EMPLOYEES’ SILENCE questionnaire with a reliability of 0.92. For data analysis, Pearson and Spearman correlation, regression testing, by SPSS software were used.Results: The findings showed that there was an inverse relationship between organizational, distributive, procedural, and interactional justice with employees' silence in Kerman University of Medical Sciences. The regression findings showed that the variable “distributive justice” had the strongest negative effect on employees' silence.Conclusion: Encouraging employees to provide positive ideas, identify the existing problems, and reduce undesirable behavior like employees' silence can make employees operate more efficiently. ORGANIZATIONAL JUSTICE is based on fair treatment, and it determines the employees’ reaction to organizational decisions. Therefore, it can partly remove problems and lead to the decline of employees' silence.

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APA: Copy

NEKOEI MOGHADAM, MAHMOOD, & BEHESHTIFAR, MALIKEH. (2016). RELATIONSHIP BETWEEN ORGANIZATIONAL JUSTICE AND EMPLOYEES’ SILENCE IN KERMAN UNIVERSITY OF MEDICAL SCIENCES. PAYAVARD-SALAMAT, 10(2 ), 194-204. SID. https://sid.ir/paper/149633/en

Vancouver: Copy

NEKOEI MOGHADAM MAHMOOD, BEHESHTIFAR MALIKEH. RELATIONSHIP BETWEEN ORGANIZATIONAL JUSTICE AND EMPLOYEES’ SILENCE IN KERMAN UNIVERSITY OF MEDICAL SCIENCES. PAYAVARD-SALAMAT[Internet]. 2016;10(2 ):194-204. Available from: https://sid.ir/paper/149633/en

IEEE: Copy

MAHMOOD NEKOEI MOGHADAM, and MALIKEH BEHESHTIFAR, “RELATIONSHIP BETWEEN ORGANIZATIONAL JUSTICE AND EMPLOYEES’ SILENCE IN KERMAN UNIVERSITY OF MEDICAL SCIENCES,” PAYAVARD-SALAMAT, vol. 10, no. 2 , pp. 194–204, 2016, [Online]. Available: https://sid.ir/paper/149633/en

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