THE ORGANIZATIONAL JUSTICE IMPLICATIONS IN ENHANCING THE INTEGRITY OF ADMINISTRATIVE LEADERSHIP

Abstract

This research aims to explore the nature of the impact of organizational justice on the integrity of administrative leadership, for a sample of employees at the College of Management and Economics at the University of Al-Qadisiyah, through distributing a questionnaire totaling 60, of which 50 were valid for analysis and 10 were invalid, with a response rate of 83%. Organizational justice was expressed as an independent variable through three dimensions: distributive justice, procedural justice, and interactional justice, based on the scale developed by Niehoff & Moorman (1993), while the integrity of leadership was expressed as a dependent variable through five dimensions: courage, humility, fairness, rationality, and humanity, based on the scale by Wang & Hackett (2015). Several measurement tools were used in the practical aspect, relying on SPSS statistical analysis software to calculate means, standard deviations, linear regression analysis, and correlation, in addition to using the T-test. The research concluded with a number of findings, the most important of which indicated that the level of organizational justice enjoyed by the officials in the researched organization was at moderate levels according to the opinions of the research sample. The research also provided a set of recommendations, the most important of which emphasized the necessity of enhancing all dimensions of organizational justice, including distributive, procedural, and interactional, in organizations due to their significant role in creating sound administrative leadership that fosters a positive and constructive work environment, ensuring the existence of an integrated organizational unit.