Abstract

The purpose of this study is to survey the relationship between organizational justice and organizational efficacy in higher education institutes in Iran. The research methodology used is mapping studies research tools comprising the standard questionnaires of organizational justice. Niehoff-Morfen and Pearsons organizational efficacy also confirm its validity and their reliability was measured by Cronbach test as 81 and 89% respectively. The statistical population (862) was divided into two subgroups: academic board members and all recruited office staff in higher education institutes of North Khorasan. The sampling group (286) was randomly chosen based on Morgan Table from the classified recruited employees of higher education institutes in Bojnord. The main hypothesis was confirmed with 99% reliability by using correlation tests, and a significant relationship was observed between organizational justice components namely: justice principles of distributive equity and distributive justice equality with organizational efficacy by 99% reliability. But the relationship between the principle of need to distributive justice and organizational efficacy and the impact of distributive justice other than interactionaljustice on organizational efficacy was not confirmed. Lisrel output shows no indirect impact of organizational justice on organizational efficacy and occupational and personal factors. Therefore, we can say, ‘Efficacy For’ is regarded by many groups including the people who work in higher education organizations as a critical parameter which depends on many factors. The findings show that organizational justice is a way to improve efficacy and it requires, mostly, full identification of effective attitudes on organizational justice and a consideration of its parameters.

Key words: Organizational justice, organizational efficacy, distributive justice,interactional justice, occupational - personal factors.