توجه: محتویات این صفحه به صورت خودکار پردازش شده و مقاله‌های نویسندگانی با تشابه اسمی، همگی در بخش یکسان نمایش داده می‌شوند.
۱Analyzing the relationship between the perception of organizational justice and organizational commitment (Case study: Neyshabur Medical Science College)
اطلاعات انتشار: کنفرانس بین المللی پژوهشهای نوین در مدیریت، اقتصاد وحسابداری، سال
تعداد صفحات: ۱۲
This study, in addition to identifying the different dimensions of organizational justice and discovering the relationship between these dimensions and organizational commitment and staff’s job satisfaction, is closely related to the strength and weakness of justice components. In this descriptive–analytical study, all personnel of Medical Science School of Neyshabur and all its subordinate hospital have been participated consisting 263 subjects. The statistical sample has been gathered in span of two months from June 2014. Questionnaires based on demographic information, Rego and Cunha’s organizational justice, Allen and Meyer’s organizational commitment have been used to gather and deduce data. Finally, data have been analyzed by the advance SPSS software. The outcomes of this analysis reveal that there is a close and significant relationship between organizational justice and organizational commitment; hence, it is suggested that managers to establish organizational justice should encourage employees based on certain criteria of performance management through meritocracy, respecting individuals rights, avoiding discrimination, providing equal opportunities for staff development to create more intimacy and friendship atmosphere and reciprocal respect and relationship between staffs and managers.<\div>

۲The Relationship between Perceived Organizational Justice, Organizational Commitment and Job Satisfaction
اطلاعات انتشار: Health، سوم،شماره۱، ۲۰۱۶، سال
تعداد صفحات: ۸
Background and Objectives: One of the latent and consequential factors of facilitation of organizational justice is staff members’ level of organizational commitment. The present study aimed at surveying the relationships between various dimensions of organizational justice with organizational commitment and job satisfaction of staff of a Medical University.Methods: 263 staff members were eligible and agreed to participate in the survey. Data related to demographic characteristics, perceived organizational justice (Rego and Kanha scale), and organizational commitment (Meyer and Allen questionnaire) and job satisfaction (Saneie scale) were collected. Validity and reliability of research methodology were measured through utilization of Content Validity Index and internal consistency procedure, respectively.Results: Organizational justice, organization commitment, and job satisfaction were all positively correlated. There were positive and significant correlations between job satisfaction with organizational justice and organizational commitment with organizational justice. Furthermore, Multiple linear regression analysis showed that all three parts of organizational justice can explain only 26% of the changes in organizational satisfaction and only organizational procedural justice can explain only 3.3% of the changes in organizational Commitment.Conclusion: Considering the research findings, it is proposed that in order to facilitate the level of organizational commitment, occupational circumstances such as educational facilities should be utilized. With such utilizations, functional and mental efficiency of staff will be improved and the sense of high level job efficiency is generated against any possible regret for choosing the particular organization.
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