Mohammad Dustar; Mohammad Esmailzadeh
Volume 22, Issue 72 , March 2014, , Pages 143-163
Abstract
The purpose of this paper is to examine the effects of organizational justice on employee voice and also their effects on employee performance. Thus, we first described organizational voice and justice and their dimensions. Also, by reviewing the literature we have provided the appropriate assumptions. ...
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The purpose of this paper is to examine the effects of organizational justice on employee voice and also their effects on employee performance. Thus, we first described organizational voice and justice and their dimensions. Also, by reviewing the literature we have provided the appropriate assumptions. Next, we collected data from target community to investigate hypothesis. Data collection tool was a questionnaire and the sample size was 257 employees and faculty members from Guilan university. Then, using exploratory factor analysis we identified the dimensions of organizational justice and voice. Organizational justice was compromised of three dimensions that includes distributive, procedural and interactional justice. Also, it was determined three dimensions for organizational voice that includes acquiescent, defensive and prosocial voice. Then, using confirmatory factor analysis and path analysis technique we examined hypothesis. The results show that the three dimensions of organizational justice has a significant influence on prosocial voice but they have no significant influence on acquiescent and defensive voice. Also, the results show that three types of organizational justice effect on employee performance.
