العدالة التنظيمية لدى رؤساء الأقسام في مديريات التربية والتعليم في جنوب الضفة الغربية وعلاقتها بالولاء التنظيمي
ولاء يعقوب أيوب قريع شنتير
Walaa Yaqoub Ayoub Qurae Shanteer
The study aimed to identify the reality of organizational justice among department heads in educational directorates in the southern West Bank and its relationship to organizational loyalty from the point of view of their employees. The researcher developed a questionnaire as a main tool for collecting data, and the study used the descriptive and analytical approach, and the study population consisted of workers in these directorates and those at the level of without a department head, whose number was (604) male and female employees, and a stratified random sample of (235) male and female employees was selected. After collecting the study data, it was analysed using the Statistical Packages Program (SPSS). The study reached several results, the most important of which are: Organizational justice among department heads in educational directorates in the southern West Bank is high, and the areas of justice came in order of importance (distributive and interactive justice, then procedural justice, then restorative justice). The study also found that there are no statistically significant differences in the degree of organizational justice among department heads from the point of view of employees in the educational directorates according to the variables: (gender, academic qualification, nature of work, directorate, and years of work). The study also found the existence of a statistically significant correlational relationship in the averages of the organizational justice score of department heads in educational directorates in its various dimensions (distributive justice, procedural justice, interactive justice, evaluative justice) and the degree of organizational loyalty from the point of view of employees. The results also indicated that the degree of organizational loyalty of employees working in education directorates in the southern West Bank was high. The results also indicated that there were no significant differences in the degree of organizational loyalty of employees according to variables: (educational qualification, nature of work, directorate). While it was found that, there are significant differences in the degree of organizational loyalty among employees according to variables: (gender and in favor of males, years of work, and in favor of those whose service was 15 years or more). The results also indicated that organizational loyalty changes according to organizational justice, so that as organizational justice increases by one degree, organizational loyalty increases by (0.447) degrees, and vice versa. The study concluded with a number of recommendations, the most important of which are: Department heads in education directorates continue to apply the organizational justice approach because of its positive impact on enhancing organizational loyalty. The need to evaluate employees objectively and transparently, and provide incentives to employees, especially those with outstanding performance. Opening the door wider for employees to participate in decision-making and express opinions and observations regarding their jobs and the work assigned to them.