Abstract:

The study examined the impact of regulation justice on the job loyalty and discrimination of the Organization and the impact of regulatory justice on behavioral corruption in the organizations. It was applied on two companies, the Yarmouk Water Company and the Al-Kharba Samra for producing electricity in Jordan. The sample of the study conducted on (171) workers representing employers and employees from both companies mentioned. The aim of the study was to know how much the Jordanian companies do apply the organizational justice to achieve the organizational loyalty on the employees. So that, will affect positively or negatively on the employees. The hypotheses were formulated as following: 1. There is no statistically significant effect at the moral level (05.0 ≥α) of organizational justice on organizational loyalty for the employees of the organization. 2. There is no statistically significant effect at the moral level (05.0 ≥α) of organization justice on behavioral corruption of the employees of the organization. 3. There are no statistically significant differences in the degree of applying the organizational justice of the employee’s due to the variables of gender, experience and the qualification. The study was showing the following results: 1-There is a statistically significant impact at the moral level (05.0 ≥α) of organizational justice on organizational loyalty of the employees. However, the leaders do not consult subordinates when making decisions, and employees' salaries may not be compared with the efforts exerted. For this reason, an employee will not be able to refuse any job offer. In addition, the high management is not a ware about complaints of the employees. 2- There is a statistically significant impact at the moral level (05.0 ≥α) of organizational justice on behavioral corruption for the employees who are working in that organization. 3- There are no statistically significant differences in the degree of applying organizational justice on the employee’s due to gender, experience and qualification variables. Accordingly, the following points should be taken into consideration as the study recommended. The interest in workers queries and needs can be implemented through letting them to participate in making decisions, take responsibility on their work, salaries increment, moral and physical incentives, making equivalence among their duties to work, and their rights and distributing the responsibility. These factors will lead to achieve their lifestyle and stability of the work. So that, they will not be forced to find any new job offers. Key Words: Organizational Justice, Job Loyalty, Behavioral Corruption, Business Organization and Jordan.

Keywords: