Study of relationship between organizational justice and employees’ personality with organizational citizenship behavior at Kurdistan University of Medical Science

Introduction:Citizenship behavior is a new implication in management which has various individual and organizational impacts. Identification of this behavior and its development solutions play a significant role in improving organizational activities. It is referred to as voluntary and optional behaviors not included in official tasks but performed by the staff leading to effective improvement of duties. Objective: the main aim of this study is to define relationship between organizational justice and staff's behavior with organizational citizenship behavior at Kurdistan Medical Science University. Method : In this study, methodology was analytical-description. To choose the statistical sample we used random classification with and to collect the data we used Padsakof standard questionnaire based on Organ model to evaluate the citizenship behavior according to five dimensions and Niehoof and Morman standard questionnaire to measure justice by three dimensions, and Casta and McCray standard questionnaire to evaluate the personality by five dimensions. In total, 167 questionnaires were collected. Results:Results of this study indicated that there is not a significant relationship between distributional justice and organizational citizenship behavior (p=0.255). While there is a significant relationship between procedural justice and organizational citizenship behavior (p<0.001). Similarly, there is not a significant relationship between psychopathy and organizational citizenship behavior (p=0.059), but there is a significant relationship between adoption of experience and organizational citizenship behavior (p<0.001).