Effect of organizational justice on organizational citizenship behavior and job satisfaction: A study in Libya

In the study, the aim is to determine the effect of organizational justice and organizational citizenship behavior on job satisfaction by determining the relationship of job satisfaction with organizational justice and organizational citizenship behavior. In this context, a research was conducted on the employees of the central organization of the Libya-Tripoli Ministry of National Education. The focus of the study was directed on three basic concepts. The first is organizational justice, the second is organizational citizenship behavior, and the third is the concept of job satisfaction. Organizational justice is an employee's perception of justice in the organization. It can be defined as the employee's perception of the share s/he receives from the organization in return for his contribution to the organization. The dimensions of organizational justice, distributive justice, procedural justice and interactional justice are evaluated. In the study, organizational justice is discussed with these three basic dimensions. Organizational citizenship behavior (OCB) is accepted as a type of voluntary behavior that is considered as a behavior beyond the official job descriptions of employees and managers in organizations; or that is not a part of any official job description. In its frame all positive and constructive behaviors for the benefit of the organization are added. These are the behaviors of the employees and managers that support their colleagues and make the organization benefit without expecting any return of their own free will. In the study, organizational citizenship behavior is handled with two basic dimensions which are organizational citizenship towards the organization and the individual. The third of the concepts emphasized in the study is the concept of job satisfaction. Job satisfaction is the state of employees' perception of job-related characteristics. It is the perception of the employee's job conditions such as communication, job structure, benefits, rewards, manager satisfaction and promotion. The study was conducted with the participation of 266 employees working in the central organization of the Libya-Tripoli Ministry of National Education. Convenience sampling method was preferred in order to include the employees in the scope of the research. Questionnaire technique was used to collect data on the subject from the employees included in the sample. The questionnaire included scales related to the socio-demographic characteristics of the employees, organizational justice, organizational citizenship behavior and job satisfaction. The scales used were designed as a five-point Likert scale. After classification of the data collected in the study, reliability and validity analyzes of the scales were made. As a result of the performed statistical analyzes, it was determined that there is a positive relationship of job satisfaction with organizational justice and organizational citizenship behavior; and there is a positive relationship between internal customer relationship management, and organizational justice and organizational citizenship behavior positively affect job satisfaction. Key Words: Organizational justice, organizational citizenship behaviors, job satisfaction, Libya.