Abstract:

Background and Aim: The aim of this study was to investigate the relationship between organizational justice and organizational commitment mediated by organizational culture and job satisfaction and the role of gender moderator. Methods: The method of this research is descriptive survey. The statistical population of the present study is all employees of the central office of the Export Development Bank of Iran (165 people) who are working in 1400. 90 people were randomly selected from the central office of the Export Development Bank of Iran and research questionnaires were administered to them. Structural equation analysis was used to test the research hypotheses. Results: The results showed that regression coefficients between organizational justice and organizational culture were 0.64 between organizational justice and job satisfaction 0.72 between organizational justice with organizational commitment 0.39 between organizational culture and organizational commitment 0.35 and between satisfaction There is 0.40 job and organizational commitment, of which the regression coefficient between organizational justice and organizational commitment is not significant, but other path regression coefficients are 95% significant and show that there is a significant relationship between the variables. Significant regression coefficients of organizational justice to organizational culture and organizational justice to job satisfaction are 0.577 and 0.704, respectively, and the effect of organizational justice on organizational commitment is mediated through organizational culture and job satisfaction. According to the values of the above table, the regression coefficients of the path of organizational justice to organizational culture is -0.577 and the path of organizational culture to organizational commitment is equal to 0.237 and is significant. Conclusion: Therefore, organizational culture mediates the effect of organizational justice on organizational commitment. The regression coefficients of the path of organizational justice to job satisfaction is equal to 0.704 and the path of job satisfaction to organizational commitment is equal to 0.252 and is significant, so job satisfaction mediates the effect of organizational justice on organizational commitment. Gender also has a moderating effect on the relationships between variables in the proposed model.

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