The Relationship Between Components of Organizational Justice and Human Resources Productivity

Abstract

The present study aims to investigate the relationship between the three components of organizational justice (distributive, procedural and interactional) and human resources productivity in the employees with Nowshahr University of Marine Sciences. The participants consisted of all the employees with this university. The study adopts a descriptive-correlational method. Niehoff and Moorman's Organizational Justice Questionnaire (1993) was used to examine the distributive, procedural and interactional components. Goldsmith Productivity Questionnaire was used to measure human resources productivity and its subscales. Pearson correlation formula was used to analyze the data. The results revealed a significant correlation between organizational justice and productivity. As a component of organizational justice, interactional justice had a significant correlation with productivity. Generally speaking, organizational efficiency depends on the efficiency and effectiveness of human resources, particularly organization managers. Therefore, organizations are primarily responsible to move toward increased justice among human resources.