List of Articles Justice

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  1 - Explaining the relationships between organizational silence, organizational justice and affective commitment
  Mohammad  Mohammad اسماعیل زاده هانیه  حسینی
  researchers theoretically have raised affective commitment as a result of organizational silence. In this paper, we first described organizational justice and organizational silence and their dimensions and then examined the relationship between organizational silence a More

  researchers theoretically have raised affective commitment as a result of organizational silence. In this paper, we first described organizational justice and organizational silence and their dimensions and then examined the relationship between organizational silence and affective commitment. Then, the hypothesis derived from the literature were presented. Then, to verify the hypothesis of this study, 257 samples were extracted from the employees and faculties of Guilan university. For analyzing data, exploratory and confirmatory factor analysis using SPSS and AMOS software were used. According to analysis, three dimensions including distributive, procedural and interactional justice for organizational justice and four dimensions including Acquiescent, defensive prosocial and Opportunistic silence for organizational silence were identified. Then, secondary hypothesis based on original hypothesis were presented. The results shows the influences of organizational justice dimensions on some of the organizational silence dimensions. Also, the results shows that three dimensions of organizational silence affects affective commitment and defensive silence has the greatest influence on affective commitment. Manuscript profile
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  2 - The relationship between the components of organizational justice and organizational commitment (Case study of Tehran Telecommunications Company)
  غلامرضا  طالقانی نرگس  باطبی علی  غفاری
  organizational justice is the tendency of individuals to survive and to avoid wasting funds . The study of the relationship between the components of organizational justice and organizational commitment reviewed. Community aimed Telecom Tehran Province and the 650 emplo More

  organizational justice is the tendency of individuals to survive and to avoid wasting funds . The study of the relationship between the components of organizational justice and organizational commitment reviewed. Community aimed Telecom Tehran Province and the 650 employees of the company. 245 as a sample randomly selected. Organizational justice independent variables and organizational commitment counted as dependent variable.. Both a sense of justice and organizational commitment has three requirements. This research consisted of 1 main hypothesis- and 12 other hypotheses in particular have been formed. Findings indicate that the hypothesized importance of confirming the assumptions specifically eight hypotheses were confirmed. The results show that there is a positive and significant relationship between organizational justice and organizational commitment to fairness and organizational commitment among managers consequently will increase employees' organizational commitment. Manuscript profile
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  3 - Ranking and leveling the progress and development of the provinces of the country by territorial justice approach in the fields of the "social, cultural and political", "economic and productive" and "infrastructure and technical"
     
  The different rate of having in factors, including natural, economic, social and political factors, causes or increases regional inequality. Attention to balanced and all-embracing development approach in the provinces, reducing inhomogeneity and inequality, and creatin More

  The different rate of having in factors, including natural, economic, social and political factors, causes or increases regional inequality. Attention to balanced and all-embracing development approach in the provinces, reducing inhomogeneity and inequality, and creating territorial justice, policy and planning for the realization of goals that vary with regard to the structural features, facilities and constraints of each province, requires studying and recognizing the characteristics of each province according to its position in the whole country. In this research, the status of different provinces of the country in the fileds of "social, cultural and economic", "economic and productive" and "infrastructure and technology" were reviewed and compared, in terms of development and progress, by K-means as one of the Clustering Analysis methods. The results of the ranking of the province indicate different positions of the provinces. By determining the level of progress of the province at the five levels, the priorities of the provinces are determined. For example, while the province of Isfahan is classified as a developd province for its infrastructure, it is a developing province in the economic and social indicators. Or Tehran province, while it is a developed province in the infrastructural and economic indicators, it is an undeveloped province, in the social indicators, at the same time. Manuscript profile
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  4 - The Study of the Impact of Culture Through Justice on Organizational Paranoia
  Mojtaba Rafeei Latifeh  Ebrahimi
  One of the issues that is clearly seen in today's organizations is about interpersonal organizational relationships. Communications that play an important role in organizational success and failure. Therefore, in this research, the impact of culture through justice on o More

  One of the issues that is clearly seen in today's organizations is about interpersonal organizational relationships. Communications that play an important role in organizational success and failure. Therefore, in this research, the impact of culture through justice on organizational paranoia in the Central Telecommunication Company has been investigated. Staff of the Central Telecommunication Company were considered as the statistical population of this research. The present research is purposeful and applied in terms of its methodology. In this regard, while reviewing the subject literature and using library resources, the researcher has used a questionnaire to collect information. Validity of the questionnaires was confirmed by experts and Cronbach's alpha also showed its reliability. According to the sample, questionnaires were distributed among 320 employees and answered to 300 questionnaires. The hypotheses of this study were tested using Lisrel software. Confirmatory factor analysis was used to analyze the data and test the research hypotheses. The results of the research indicated that culture had a positive and significant effect on organizational paranoia, but culture did not have a significant effect on organizational paranoia through justice. Manuscript profile
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  5 - Designing a model for reducing the behavioral entropy of justice administration employees, focusing on the three-pronged model
  Maryam Gholizadeh Mohammad Ali Sarlak Ebrahim Mehranfar
  Changing employee behavior is a common challenge for many organizations. When employees deviate from expected behavior, it can be seen as a form of human behavioral entropy, making it difficult to predict their actions. Entropy is a degree of disorder in any system th More

  Changing employee behavior is a common challenge for many organizations. When employees deviate from expected behavior, it can be seen as a form of human behavioral entropy, making it difficult to predict their actions. Entropy is a degree of disorder in any system that increases over time according to the second law of thermodynamics. Disturbances may also occur in human behavior when human behavior goes out of stability and moves towards instability, which can be called entropy in behavior. With the appearance of entropy in the behavior of employees, it becomes difficult for managers to control their behavior and the possibility of any behavioral problems in the organization is obvious. Understanding the underlying causes of these behaviors can help prevent problems within organizations. This study is focused on developing a model to reduce employee behavioral entropy within the justice administration system. The research is qualitative in nature, with a statistical population consisting of experts with relevant experience in the field. The research sample was selected using purposive sampling. Qualitative data was collected through interviews and analyzed using thematic analysis. The results of the analysis identified background factors (economic, legal, social, political, and technological), behavioral factors (personality, professional ethics, job passion, impression management, and job satisfaction), and structural factors (structural and process, leadership, work rules and regulations, cultural and educational) as organizing categories and basic categories in the design of the model, focusing on a three-pronged approach to reducing justice administration employee behavioral entropy. Manuscript profile