The Relationship Between Organizational Justice and Organizational Commitment (Case Study: Mellat Bank Branch Staffs in a Tehran)

Abstract

This study aimed to investigate the relationship between organizational justice and organizational commitment in Tehran is a regional bank. Methodology: This study is formed of an original hypothesis and nine sub-hypothesis. The hypothesis that organizational justice, is independent variable and organizational commitment is dependent variable. Each of the two concepts of justice and commitment is three-dimensional. To assess the relationship between organizational justice (procedural continuous distribution) and the dimensions of organizational commitment (normal, ongoing emotional) questionnaire was use as a tool.  The questionnaire were distributed among 384 employees who are randomly selected, according to a formula Cochran. To achieve the objectives, after the library studies, then through field study and prepared a questionnaire to collect the required data and hypotheses were tested and using spss software. Results: Research findings show that the assumptions are confirmed. Resulting in a positive and significant relationship between organizational justice and organizational commitment, and the dimensions of organizational justice in a more organized, consequently, the commitment of all sizes will also increase. Conclusion: Based on the theory of organizational justice can be predicted that the presence or absence of organizational justice in the workplace for employees to react. Therefore, it will increase the normative organizational commitment that this is clearly specified.