An investigation of relation between organizational justice and professional commitment of staff: A case study of public organization in Kermanshah


Mahmoud Malmir, Mohammad Javad Esfahani and Mostafa Emami


This paper presents an empirical study to investigate the relationship between organizational justice and professional commitment in Kermanshah official organizations. The study uses 20 questions to measure professional commitment from a questionnaire originally developed by Spell et al. (2007) [Spell, C. S., & Arnold, T. J. (2007). A multi-level nalysis of organizational justice limate, structure, and mployee mental health. Journal of Management, 33(5), 724-751.]. In addition, the study adopts 12 questions from another questionnaire developed by Vallas (1999) [Vallas, S. P. (1999). Rethinking post‐Fordism: The meaning of workplace lexibility. Sociological theory, 17(1), 68-101.] to measure organizational justice. Cronbach alpha for organizational justice questionnaire and professional commitment are 0.81 and 0.89, respectively, which are well above the minimum acceptable level. Based on the results of this survey, there is a positive and meaningful relationship between organizational justice and professional commitment. The implementation of the linear regression analysis also reveals that there is a positive and meaningful relationship between inter-organizational justice and professional commitment. The study performs Freedman test to rank three components of organizational justice and the results indicate that interactional justice maintains the highest level of importance while distributive justice comes last in terms of priority.


DOI: j.msl.2013.04.020

Keywords: Organizational justice ,Procedural justice ,Interactional justice ,Distributive justice ,Professional commitment

How to cite this paper:

University, A., (Esfahan), K., (Esfahan), K & Iran, I. (2013). Mahmoud Malmir*, Mohammad Javad Esfahani and Mostafa Emami.Management Science Letters, 3(5), 1333-1338.


References

Ambrose, M. L. (2002). Contemporary justice research: A new look at familiar questions. Organizational Behavior and Human Decision Processes, 89(1), 803-812.

Armstrong, D. J., Riemenschneider, C. K., Allen, M. W., & Reid, M. F. (2007). Advancement, voluntary turnover and women in IT: A cognitive study of work–family conflict. Information & Management, 44(2), 142-153.

Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209-223.

Chan, K. W., & Wyatt, T. A. (2007). Quality of work life: A study of employees in Shanghai, China. Asia Pacific Business Review, 13(4), 501-517.

Cohen-Charash, Y., & Spector, P. E. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior and Human Decision Processes, 86(2), 278-321.

Elias, R. Z. (2006). The impact of professional commitment and anticipatory socialization on accounting students’ ethical orientation. Journal of Business Ethics, 68(1), 83-90.

Fields, M. W., & Thacker, J. W. (1992). Influence of quality of work life on company and union commitment. Academy of Management Journal, 35(2), 439-450.

Giffords, E. D. (2003). An examination of organizational and professional commitment among public, not-for-profit, and proprietary social service employees. Administration in Social Work, 27(3), 5-23.

Greenberg, J. (2006). Losing sleep over organizational injustice: attenuating insomniac reactions to underpayment inequity with supervisory training in interactional justice. Journal of Applied Psychology, 91(1), 58.Hall, M., Smith, D., & Langfield-Smith, K. (2005). Accountants' commitment to their profession: multiple dimensions of professional commitment and opportunities for future research. Behavioral Research in Accounting, 17(1), 89-109.

Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of applied psychology, 87(2), 268-279.Hian, C. C., & Einstein, W. O. (1990). Quality of Work Life (QWL): What can unions do. SAM Advanced Management Journal, 55(2), 17-22.

Kannan, R., & Pillai, M. P. (2008). An xamination on the professional ommitment of ngineering ollege teachers. International Business Management, 2(6), 218-224.

Nabatchi, T., Bingham, L. B., & Good, D. H. (2007). Organizational justice and workplace mediation: a six-factor model. International Journal of Conflict Management, 18(2), 148-174.

Parker, R. J., & Kohlmeyer III, J. M. (2005). Organizational justice and turnover in public accounting firms: A research note. Accounting, Organizations and Society, 30(4), 357-369.

Poon, J. M. (2004). Career commitment and career success: moderating role of emotion perception. Career Development International, 9(4), 374-390.

Raju, P. M., & Srivastava, R. C. (1994). Factors contributing to commitment to the teaching profession. International Journal of Educational Management, 8(5), 7-13.

Spell, C. S., & Arnold, T. J. (2007). A multi-level nalysis of organizational justice limate, structure, and employee mental health. Journal of Management, 33(5), 724-751.

Vallas, S. P. (1999). Rethinking post‐Fordism: The meaning of workplace lexibility. Sociological Theory, 17(1), 68-101.



Corresponding author.

E-mail: dr.malmir1@gmail.com (M. Malmir)

© 2013 Growing Science Ltd. All rights reserved.

doi: 10.5267/j.msl.2013.04.020