Abstract

The main purpose of this research is to examine the model of the relationship between organizational climates, Job involvement and organizational trust with nurses’ perceived organizational Justice. The method of study is correlational. The statistical population consists of all of nurses of hospital systems of Esfahan city, central region in Iran. The data gathering instruments were four questionnaires (Nihof and Moormans’ organizational Justice, organizational climate of Jaw and Liuw, Ruders’ organizational trust and Kanungos’ Job Involvement). The reliability of the questionnaires are estimated for organizational justice (α=0.95), organizational climate (α= 0.86), organizational trust (α=0.94), Job involvement (α=0.91).The results indicated that organizational Justice can be predicted by the organizational climate (variances=0.593) and this increased with job involvement (variances=0.336).Based on β coefficient, with increased of one unit of participational climate, organizational justice is increased to 0.626 and with increased of one unit of job involvement, organizational justice is decreased to 0.388. Also the results shows that organizational justice is predicted by organizational trust (variance=0/5), and with trust in administrator 5 to13% and with trust in colleague 13 to 18% is increased. The relationship among trust in administrator, colleague and organization is significant (P<0.05). The chartered financial analyst (CFA) shows that the measurement model fit the data very well with adjusted goodness-of-fit Index (AGFI) of 0.8 and goodness of fit index (GFI) of 0/95 and a chi-square ( 203.21) (p<0.001).It concluded that the adjusted model of organizational justice is applicable for hospital systems of Esfahan city.

Key words: Adjusted model, organizational justice, organizational climate, job involvement, organizational trust, correlational study, hospital systems.