العلاقة بين العدالة التنظيمية و الأداء الوظيفي لأعضاء هيئة التدريس في كلية التربية بجامعة الباحة

Abstract EN

The current study aimed to analyze the relationship between organizational justice and job performance using data from the Faculty of Education at Albaha University.

The study also aimed to determine to what extent the variable of organizational justice contributes to the prediction of job performance.

The study used the descriptive analytical approach.

The study population consisted of 118 faculty members.

In order to collect data, the two questionnaires of organizational justice and job performance were distributed to a random stratified sample of 94 faculty members.

By using descriptive statistics and inferential statistical techniques such as Pearson's correlation coefficient, regression analysis and T-test, the findings indicated that both organizational justice and job performance were moderate.

In addition, the study revealed a moderate positive statistically significant correlation (0.66) between organizational justice and job performance.

The combined dimensions of organizational justice explained 42% of the variance in job performance.

Results also revealed that procedural justice is the only dimension that has a statistically significant effect on job performance.

There were also statistically significant differences among the respondents’ perceptions of organizational justice based on their years of experience and among their perceptions of job performance based on their nationality.

The study recommended enhancing the values of organizational justice through developing work systems and procedures to ensure fair practices.

Furthermore, it was recommended to activate the principle of responsible participation and voting in decisionmaking and give more attention to faculty members’ professional development, as well as to encourage research cooperation at all levels.