the relationship between perceived organizational justice, organizational commitment and job satisfaction

background and objectives: one of the latent and consequential factors of facilitation of organizational justice is staff members’ level of organizational commitment. the present study aimed at surveying the relationships between various dimensions of organizational justice with organizational commitment and job satisfaction of staff of a medical university. methods: 263 staff members were eligible and agreed to participate in the survey.  data related to demographic characteristics, perceived organizational justice (rego and kanha scale), and organizational commitment (meyer and allen questionnaire) and job satisfaction (saneie scale) were collected. validity and reliability of research methodology were measured through utilization of content validity index and internal consistency procedure, respectively. results: organizational justice, organization commitment, and job satisfaction were all positively correlated. there were positive and significant correlations between job satisfaction with organizational justice and organizational commitment with organizational justice. furthermore, multiple linear regression analysis showed that all three parts of organizational justice can explain only 26% of the changes in organizational satisfaction and only organizational procedural justice can explain only 3.3% of the changes in organizational commitment. conclusion: considering the research findings, it is proposed that in order to facilitate the level of organizational commitment, occupational circumstances such as educational facilities should be utilized. with such utilizations, functional and mental efficiency of staff will be improved and the sense of high level job efficiency is generated against any possible regret for choosing the particular organization.