An Investigation of the Impact of Organizational Justice on Organizational Citizenship Behavior in a Non-Profit Organization

Organizational citizenship behavior is a voluntarily executed behavior emanated by one individual who undertakes to do more than what is elucidated in his/her job description and what is not directly designed by official reward systems in an organization, while it can bring about an improvement in efficiency and effectiveness levels in the organization’s performance. Besides, organizational justice is one of the most important introductions for driving into organizational citizenship behavior. Since creating motivation and provoking employees into work is a very important organizational issue, enormous attention should be paid to organizational justice as a provocation method. Present research intends to examine the relationship between organizational justice and organizational citizenship behavior in a non-profit organization. To investigate this relationship, an author-made questionnaire was designed and, after pertinent literature was studied and aspects of distributional justice were extracted, procedural justice and interactional justice were specified. A 79-item sample of statistical population was distributed. Replies were analyzed using statistical software. Results are indicative of a relationship among all three aspects of organizational justice and organizational citizenship behavior, whereby organizational citizenship behavior among employees is improved as organizational justice is increased. According to the Partial Least Squares approach patterned by the software Smart PLS, results show that organizational justice impacts on organizational citizenship behavior with 0.802