An Investigation of the Effect of Organizational Justice on Human Resources Commitment: A Survey in Eghtesad Novin Bank, Iran

There are various policies to investigate motivation. The theory of organizational justice is one these policies which is nowadays being paid special attentions. Organizational justice and its various components (distributive, procedural, and interactional justice) anticipate most of the organizational variables such as absenteeism, turnover, and organizational commitment and so on. The current study investigates the effect of organizational justice on human resources commitment. The study revealed that organizational justice has three aspects (distributive justice, procedural justice, and interactional justice). Afterwards, a questionnaire about three aspects of organizational justice was designed and data were collected by evaluating employees’ commitment in order to investigate the effect of these three aspects on commitment of the employees of Eghtesad Novin Bank in Tehran state. Results showed those employees’ perceptions of the administration level of distributive and procedural justice in this organization has influenced their commitment, while no significant relation was observed between employees’ perceptions of interactional justice administration level and their commitment in this organization. According to the results, the values of beta coefficient in the case of distributive and procedural justice effects on employees’ commitment are respectively 0.33 and 0.31 which show that 30 percent of the variation in our dependent variable (commitment) belongs to procedural justice and 33 percent of the variation in dependent variable is related to distributive justice. Finally, the value of beta coefficient in the case of interactional justice effect on performance is 0.08 which shows that 8 percent of the variation in dependent variable relates to interactional justice, that is, it is not a considerable and an acceptable amount. Thus, it can be said that there is no significant relation between interactional justice and performance.