Academic journal article Asian Social Science

The Effect of Social Justice in Self-Efficacy Development of Organizations and Institutions Employees

Academic journal article Asian Social Science

The Effect of Social Justice in Self-Efficacy Development of Organizations and Institutions Employees

Article excerpt


Self-Efficacy is one of the factors of progress in today societies, as the efforts of human resources have a deep connection with their Self-Efficacy. The aim of this study is to investigate the effect of justice dimensions in the creation and enhancement of the specified sample Self-Efficacy. Data gathering tool of this study is a structured questionnaire. The statistical population of the research is all employees of Metro Operation Company. The findings of this study indicate that there is a significant relationship between two mentioned concepts, i.e. the higher justice and its dimensions such as distributive, procedural and interactional justice within organizations we have, the higher self-efficacy exist among employees. Therefore, considering strategies to increase high self-efficacy and to lower the distribution difference between official and corporative resources in current societies is essential.

Keywords: social justice, distributive justice, procedural justice, interactional justice, organizations and institutions

1. Introduction

According to the organizations and institutions position in the individual's modern life, it is said that today's society is an organizational community, because most of the relations in the society is resolved and followed by referring to the organizations. The importance of the organizations and institutions functions reveal more when self-efficacy has a great impact on the performance of employees.

Albert Bandura, who first proposed the concept of self-efficacy, believes that self-efficacy is the most important psychological mechanism to influence the environment, and without getting self-efficacy and creating favorable effects and preventing adverse effects, people have little incentive to act, it means that belief into action is more important than the act itself. Belief in the power of creating desired effects is the infrastructure of any change in the human being (Bandura, 2000). In the psychological literatures, self-efficacy has been also translated as a self-efficacy and self-sufficiency that mentions its abilities for successful performance of the tasks and duties (Gholipour, 2007).

Researchers distinguish specific and general self-efficacy that general self-efficacy refers to beliefs of people about successful performance of tasks in different situations. But specific self-efficacy refers to the belief of successful performance in the specialized tasks. Bandura believed that self-efficacy implies on the specific task in a specific position, and is a context based feature (Cervone, 1997; Bandura, 1997). But the general self-efficacy is constant over time and in different situations and is like a personality traits (Edan & Zuk, 1995). In this study, the general self-efficacy is considered by the researcher.

1.1 The Concept of Justice and Its Dimensions

Distributive justice: Distributive justice is the justice that determines how the costs and benefits should be distributive among the population. In other words, the purpose of distributive justice is that how social charity and benefits should be distributive to have a fair social relationship network and thus have justice driven society (Rawls, 1971). Distributive justice will get one of the following four forms in the writings of various philosophers and thinkers: distribution of merit, distribution in fairness, distribution according to need and distribution based on the principle of equity.

Procedural justice: In the past two decades, considerable researches have been done in the name of procedural justice. This new school of thought does not ruffle the primary focus on equity subjects, but also provides a new perspective on the issues of fairness at work. (Greenberg & Fuljer, 1985) are taken procedural justice into account as "the perceived fairness of procedures used in making decisions".

The primary focus of procedural justice in organizational behavior and human resource management is the used practices to resolve disputes in the workplace. …

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