survey relationship between organizational justice and organizational citizenship behavior

nowadays, organizations are required to continually find new ways to grow in response to constantly changing challenges. in today’s dynamic work place, successful organizations need employees who do more than their role requirements. employees who perceive unfairness might lessen their extra-role behavior, while on the other hand employees who perceive fairness would want to contribute more to their organization. additionally, when employees feel that their company is managed fairly, they are more likely to view citizenship behavior as an appropriate part of the social exchange. this study evaluates the relationship between organizational justice and organizational citizenship behavior. this study is a descriptive-correlational research. the method of collecting data is questionnaire. nihoof & moorman 's organizational justice questionnaire and allen & lee 's organizational citizenship behavior questionnaire were used in collecting data. validity of the questionnaire is surveyed by the content validity and its reliability by calculating cronbach’s alpha. the statistical population of this research is management and employees agricultural jihad in isfahan province in iran including 361 individuals and we chose 100 as a sample study based on cochran formula. the analysis of data gathered was done by spss software and pearson correlation. the results revealed that there is a positive and significant relationship between organizational justice and organizational citizenship behavior. the findings also revealed that there is a significant relationship between procedural justic and ocb-i, procedural justic and ocb-o, interactional justice and ocb-i, interactional justice and ocb-o .