RELATIONSHIP OF ORGANIZATIONAL JUSTICE, JOB SATISFACTION, ORGANIZATIONAL TRUST, AND ORGANIZATIONAL COMMITMENT TO EXCELLENT SELF-ASSESSMENT

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YARMOHAMMADIAN M.H.; FOOLADVAND M.; SHAFIEPOOR MOTLAGH F.

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Journal: JOURNAL OF NEW APPROACH IN EDUCATIONAL ADMINISTRATION Year:2013 | Volume:4 | Issue:1 (13) Page(s): 1-17

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Title

RELATIONSHIP OF ORGANIZATIONAL JUSTICE, JOB SATISFACTION, ORGANIZATIONAL TRUST, AND ORGANIZATIONAL COMMITMENT TO EXCELLENT SELF-ASSESSMENT

Author(s)

YARMOHAMMADIAN M.H. | FOOLADVAND M. | SHAFIEPOOR MOTLAGH F. | Issue Writer Certificate

Keywords

ORGANIZATIONAL JUSTICEQ2

JOB SATISFACTIONQ2

ORGANIZATIONAL TRUSTQ2

ORGANIZATIONAL COMMITMENT: SELF-ASSESSMENT OF EXCELLENCEQ2

Abstract

The aim of this correlational study was to investigate the relationship of ORGANIZATIONAL JUSTICE, JOB SATISFACTION, organizational commitment, and ORGANIZATIONAL TRUST to self-assessment of organizational excellence. Research instruments in this research included: 1. ORGANIZATIONAL JUSTICE questionnaire ((Niehoff & Moorman, 2003), (a=0.89)), 2. Organizational commitment questionnaire developed by the current researchers (a=0.93), 3. Spector JOB SATISFACTION questionnaire ((1997), a=0.84)), 4. ORGANIZATIONAL TRUST inventory ((Shame, (2003) (a=0.91)), and 5. Self-assessment questionnaire of organizational excellence (a=0.86). The population of the study was Islamic Azad University professors in region four. A sample of one fourth of the instructors was selected using multi-stage sampling method. They were administered the questionnaires. Finally, 312 faculty members were selected for the study. The overall results indicated that the key variables accounting for self-assessment of excellence performance were distributive justice, organizational commitment and ORGANIZATIONAL TRUST. Distributive justice had a direct effect (0.491) and an indirect effect (0.137) mediated by organizational commitment on self-assessment of organizational excellence. Organizational commitment also had a direct effect (0.478) and an indirect effect (0.134) mediated by self-assessment of organizational excellence. Further, trust had a direct effect (0.319) and an indirect effect through organizational commitment (0.089). Other variables in the model negligibly affected the endogenous variable, that is, self-assessment of organization excellence. Based on the fit indexes the model fitted the data fairly well.

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APA: Copy

YARMOHAMMADIAN, M.H., FOOLADVAND, M., & SHAFIEPOOR MOTLAGH, F.. (2013). RELATIONSHIP OF ORGANIZATIONAL JUSTICE, JOB SATISFACTION, ORGANIZATIONAL TRUST, AND ORGANIZATIONAL COMMITMENT TO EXCELLENT SELF-ASSESSMENT. JOURNAL OF NEW APPROACH IN EDUCATIONAL ADMINISTRATION, 4(1 (13)), 1-17. SID. https://sid.ir/paper/168578/en

Vancouver: Copy

YARMOHAMMADIAN M.H., FOOLADVAND M., SHAFIEPOOR MOTLAGH F.. RELATIONSHIP OF ORGANIZATIONAL JUSTICE, JOB SATISFACTION, ORGANIZATIONAL TRUST, AND ORGANIZATIONAL COMMITMENT TO EXCELLENT SELF-ASSESSMENT. JOURNAL OF NEW APPROACH IN EDUCATIONAL ADMINISTRATION[Internet]. 2013;4(1 (13)):1-17. Available from: https://sid.ir/paper/168578/en

IEEE: Copy

M.H. YARMOHAMMADIAN, M. FOOLADVAND, and F. SHAFIEPOOR MOTLAGH, “RELATIONSHIP OF ORGANIZATIONAL JUSTICE, JOB SATISFACTION, ORGANIZATIONAL TRUST, AND ORGANIZATIONAL COMMITMENT TO EXCELLENT SELF-ASSESSMENT,” JOURNAL OF NEW APPROACH IN EDUCATIONAL ADMINISTRATION, vol. 4, no. 1 (13), pp. 1–17, 2013, [Online]. Available: https://sid.ir/paper/168578/en

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