The Relationship between Organizational Justice, Organizational Citizenship Behavior, and Organizational Trust: A Case Study of the Employees of the Department of Youth and Sports

. Abstract Background: The aim of this research was to study the relationship between organizational justice, organizational citizenship behavior, and organizational trust in the Department of Youth and Sports (DYS) in Fars Province, Iran. Materials and Methods: The population of this correlation research consisted of the employees of DYS of which 120 employees were randomly selected as the sample. Organizational Justice Questionnaire (Niehoff and Moorman, 1993), Organizational Citizenship Behavior Questionnaire (Messer and White, 2006), and Organizational Trust Questionnaire (Ruder, 2003) were used for data collection. The data were analyzed using Pearson correlation coefficient and regression analysis. Results and Discussions: A significant positive relationship was observed between organizational citizenship behavior and organizational justice (r = 0.299), distributive justice (r = 0.237), procedural justice (r = 0.308), and interactional justice (r = 0.237). There was also a significant positive relationship between organizational trust and organizational justice (r = 0.759), distributive justice (r = 0.312), procedural justice (r = 0.775), and interactional justice (r = 0.718). There were multiple relationships between the components of organizational justice and organizational citizenship behavior (r2= 0.095). There were multiple relationships between the components of organizational justice and organizational trust (r2= 0.628). Conclusion: Therefore, it is necessary to enhance trust and justice in the organization and hold training courses for employee’s to fosterin them the tendency to display voluntary behaviors.