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Volume 6, Issue 2 (2018)
Health Educ Health Promot 2018, 6(2): 71-77 |
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Received: 2017/08/2 | Accepted: 2017/04/30 | Published: 2017/11/29
Received: 2017/08/2 | Accepted: 2017/04/30 | Published: 2017/11/29
How to cite this article
Samadi-Miarkolaei H, Samadi-Miarkolaei H. Correlation between Organizational Citizenship Behavior and Organizational Justice among Textile Industries’ Employees of Red Crescent Society, Iran. Health Educ Health Promot 2018; 6 (2) :71-77
URL: http://hehp.modares.ac.ir/article-4-15788-en.html
URL: http://hehp.modares.ac.ir/article-4-15788-en.html
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1- Public Administration Department, Management and Economics Faculty, Science and Research Branch, Islamic Azad University, Tehran, Iran
2- Young Researchers and Elite Club, Qaemshahr Branch, Islamic Azad University, Qaemshahr, Iran
2- Young Researchers and Elite Club, Qaemshahr Branch, Islamic Azad University, Qaemshahr, Iran
Abstract (8443 Views)
Aims: Organizational Citizenship Behavior (OCB) and Organizational Justice (OJ) improve the effectiveness of work groups, in which they are exhibited. The aim of this study was to investigate the correlation between organizational citizenship behavior and organizational justice among Textile Industries’ Employees of Red Crescent Society of the Islamic Republic of Iran.
Instrument and Methods: The population of the present descriptive-survey study, which was conducted in 2015, comprised 180 employees of Textile’ Industries in Red Crescent Society of the Islamic Republic of Iran, Tehran, using simple random sampling method. The employees who participated in this study were asked to complete 3 questionnaires, containing demographic questions, OCB (Mark´oczy and Xin,), and OJ (Fernandes and Awamleh,). The data were analyzed by SPSS 19 and LISREL 8.54 software, using Pearson Correlation Test (PCT) and Goodness-of-Fit indices.
Findings: There was a positive and significant correlation between OJ and its dimensions and employee’s OCB (r=0.560; p<0.01) and its dimensions, indicating that the employees, who perceived their organization, managers, and supervisor’s gestures fairly, represented high levels of organizational citizenship behaviors. Given the root mean square error of approximation (RMSEA) normal χ2 and indices of GFI, CFI (comparative fit index), NFI (normed fit index), and IFI (incremental fit indices) showed high fitness of model and that the associations between variables were logical according to theoretical of the study.
Conclusion: Organizational justice has a direct and positive effect on employees’ organizational citizenship behavior.
Instrument and Methods: The population of the present descriptive-survey study, which was conducted in 2015, comprised 180 employees of Textile’ Industries in Red Crescent Society of the Islamic Republic of Iran, Tehran, using simple random sampling method. The employees who participated in this study were asked to complete 3 questionnaires, containing demographic questions, OCB (Mark´oczy and Xin,), and OJ (Fernandes and Awamleh,). The data were analyzed by SPSS 19 and LISREL 8.54 software, using Pearson Correlation Test (PCT) and Goodness-of-Fit indices.
Findings: There was a positive and significant correlation between OJ and its dimensions and employee’s OCB (r=0.560; p<0.01) and its dimensions, indicating that the employees, who perceived their organization, managers, and supervisor’s gestures fairly, represented high levels of organizational citizenship behaviors. Given the root mean square error of approximation (RMSEA) normal χ2 and indices of GFI, CFI (comparative fit index), NFI (normed fit index), and IFI (incremental fit indices) showed high fitness of model and that the associations between variables were logical according to theoretical of the study.
Conclusion: Organizational justice has a direct and positive effect on employees’ organizational citizenship behavior.
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