Studying the Relationship between Organizational Justice and Employees’ Quality of Work Life in Public Organizations: A Case Study of Qom Province Journal Article

هدف اصلی تحقیق حاضر بررسی ارتباط عدالت سازمانی و کیفیت زندگی کاری کارکنان می باشد. این تحقیق همچنین رابطه بین ابعاد عدالت سازمانی یعنی عدالت توزیعی، عدالت رویه ای و عدالت تعاملی را با کیفیت زندگی کاری بررسی می نماید. جامعه آماری این پژوهش کلیه کارکنان سازمان های دولتی استان قم می باشند که تعداد نمونه آماری بدست آمده 264 نفر می باشند. ابزار جمع آوری داده ها پرسشنامه می باشد. داده ها توسط آزمون های کولموگروف اسمیرنف، میانگین یک جامعه آماری و آزمون فریدمن و آزمون همبستگی پیرسون، به وسیله نرم افزار SPSS مورد تجزیه و تحلیل قرار گرفتند. یافته های پژوهش رابطه مثبت بین عدالت سازمانی و کیفیت زندگی کاری را نشان داد. به علاوه تجزیه و تحلیل ابعاد سه گانه عدالت سازمانی نشان داد که این ابعاد با کیفیت زندگی کاری رابطه مثبت دارند

Studying the Relationship between Organizational Justice and Employees’ Quality of Work Life in Public Organizations: A Case Study of Qom Province Seyed Mohammad Moghimi1*, Masoumeh Kazemi2, Saied Samiie3 1. Graduate Student, Faculty of Management, University of Tehran, Tehran, Iran (Received: 21 March 2012; Revised: 28 November 2012; Accepted: 29 December 2012) Abstract The main purpose of this study is the analysis of the correlation between organizational justice and quality of work life. This study also analyzes the correlation between organizational justice components as encompassed by three specific forms of justice perceptions; distributive justice, procedural justice, and interactional justice with quality of work life. ir Introduction In recent years, ethics, quality of work life (QWL) and job satisfaction are increasingly being identified as progressive indicators related to the function and sustainability of organizations and have been important topics in human resource (HR) and organizational development (OD) since the beginning of 1960s (Koonmee et al. The main aim of the present study is to examine the relationship between organizational justice and quality of work life as long as suggesting guidelines to improve QWL of employees. The structural/social justice categories used in this exercise include both distributive and procedural justice, but also add the important element of interpersonal interaction – how people are treated on an interpersonal level when an organization institutes its policies and procedures (Tatum & Eberlin, 2006). Therefore, the main and minor hypotheses of the study and conceptual model are proposed as follows: Main hypothesis There is a relationship between organizational justice and quality of work life.