This paper presents an empirical study to investigate the relationship between organizational justice and professional commitment in Kermanshah official organizations. The study uses 20 questions to measure professional commitment from a questionnaire originally developed by Spell et al. (2007) [Spell, C. S., & Arnold, T. J. (2007). A multi-level analysis of organizational justice climate, structure, and employee mental health. Journal of Management, 33(5), 724-751.]. In addition, the study adopts 12 questions from another questionnaire developed by Vallas (1999) [Vallas, S. P. (1999). Rethinking post?Fordism: The meaning of workplace flexibility. Sociological theory, 17(1), 68-101.] to measure organizational justice. Cronbach alpha for organizational justice questionnaire and professional commitment are 0.81 and 0.89, respectively, which are well above the minimum acceptable level. Based on the results of this survey, there is a positive and meaningful relationship between organizational justice and professional commitment. The implementation of the linear regression analysis also reveals that there is a positive and meaningful relationship between inter-organizational justice and professional commitment. The study performs Freedman test to rank three components of organizational justice and the results indicate that interactional justice maintains the highest level of importance while distributive justice comes last in terms of priority.

During the past few years, there have been tremendous efforts on leadership style and various aspects of different leadership style. Some firms can achieve effective business performance by developing strong organizational culture and effective leadership while many studies indicate that firms can achieve effective business performance by developing strong organizational culture and effective leadership. This paper reviews recent advances on leadership style and various aspects of organizational cultures completed during the past few years. The paper concentrates on recently published articles appeared in the world.

This paper investigates the relationship between job involvement and organizational commitment among lower-level employees in Iranian automaker industry. In this study, job involvement is an independent variable, organizational commitment is dependent variable, and the analysis is performed using 100 randomly selected data through a questionnaire, which consists of four-parts. The study gathers biographical and occupational data using a self-designed 40-item questionnaire. The survey measures job involvement using Kanungo’s 10-item 5-point rating scale and organizational commitment is measured based on Mowday’s 15-item 5-point scale. The study uses different statistical techniques including Pearson Product Moment Correlation Technique and Multiple Regression Analysis. The results indicate that job involvement is strongly associated with organizational commitment. The paper therefore suggests that managers must put in all their efforts to promote job involvement in their companies.