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Tavangarmarvasti Z, Mohmadifar M A, Aminbaidokhti A A. (2020). Designing a structural model of organizational justice, determining antecedents (organizational climate, emotional intelligence, organizational ethical values) and outcomes (organizational entrepreneurship). Journal of Psychological Science. 19(86), 171-181.
URL: http://psychologicalscience.ir/article-1-593-en.html

Background: Justice is a human rights law. One type of justice is organizational justice, which is affected by various factors. But the key question is, does emotional intelligence have a direct impact on organizational justice and organizational entrepreneurship? And does mediating organizational justice have an indirect effect on organizational entrepreneurship? Aims: To design a structural model of organizational justice, identifying antecedents (organizational climate, emotional intelligence, organizational ethical values) and outcomes (organizational entrepreneurship). Method: The research was descriptive-correlational. The statistical population included all administrative and educational staff who were all selected as sample. Research tools include: Halpin & Craft (2000), Organizational Entrepreneurship Questionnaire, Marguerite Hill (2003), Nihof-Moorman Organizational Justice Questionnaire (1993), Shout et al. (1998), and Ethical Values Questionnaire. Organization Amix et al. (2008). Data were analyzed using structural equation method.
Results: The results showed that emotional intelligence as an individual variable of organizational justice and entrepreneurship had no effect (P<0/001). Ethical values have a direct effect on organizational justice, but it does not affect entrepreneurship, but has an indirect effect on organizational justice. From the dimensions of organizational climate, the emphasis on production has a direct positive effect on organizational justice and organizational entrepreneurship. Harassment has a direct negative effect on organizational justice and entrepreneurship. The impact of these two is enhanced by the mediation of organizational justice on entrepreneurship. Spacing on organizational entrepreneurship has a significant negative direct effect. Group spirit has a significant negative direct effect on organizational justice. Also, mediating organizational justice has an indirect negative effect on entrepreneurship. Consideration has a positive and meaningful direct effect on organizational justice; it has a significant positive effect on organizational entrepreneurship only through the mediation of organizational justice. Organizational justice has a direct and positive effect on organizational entrepreneurship. Ethical values and organizational climate influence perceptions of organizational justice that mediate the role of justice in organizational entrepreneurship (P<0/05). Conclusions: Ethical values and organizational climate are influenced by perceptions of organizational justice that mediate the role of organizational justice in organizational entrepreneurship.