نقش عدالت ادراك شده و هنجار سازماني بر نگرش نسبت به رفتار شهروندي سازماني، با توجه به ويژگي‌هاي شخصيتي وظيفه‌‌شناسي و توافق‌جويي

The Role of Perceived Organizational Justice and Organizational Norms on Attitude toward Organizational Citizenship Behavior with Regards to Conscientiousness and Agreeableness Personality Characteris

Introduction: Organizational citizenship behavior is one of the important factors in organizational performance and productivity. The aim of current research was to investigate The Role of Perceived Organizational Justice, organizational norms and personality characteristics on attitude to organizational citizenship behavior. Method: Design of this research was semi-experimental. Participants randomly selected from employees of Oghab Afshan Company (only men) and arranged in 8 groups. With regards to subgroups analysis, sample size, estimated 120 participants. Participants responded individually to IPIP personality questionnaire, and then organizational norms and justice manipulated by vignettes, and at last participants answered to organizational citizenship behavior checklist. Findings: Data was analyzed with multivariate analysis of covariance. Results indicated that organizational justice (corporative \ interpersonal), organizational norms (encouragement\disencouragement), and personality characteristics (conscientiousness\agreeableness) have effect on attitude to organizational citizenship behavior. Although type and rate of effects differs depend on organizational or interpersonal situation, and person or organization direct citizenship behavior. Discussion: organizational justice is a key and effective variable in organizational citizenship behavior. This finding is consistant with researches and presented models such as Adams equality theory.