Introduction: Organizational justice is the employee perceptions on fairness and justice in work relationships and behaviors in the organization. Organizational commitment is individual’s participation in organization and their sense of belonging to the organization and job. This study was conducted to identify the relationship between organizational justice and organizational commitment from the view of administrative and supportive personnel in teaching hospitals of Ahvaz Jundishapur University of Medical Sciences in 2012.
Methods and Materials: This was a cross-sectional study which was conducted on two teaching hospitals. The sample was all administrative and supportive personnel that were working in these hospitals (n=300). Staff viewpoints were investigated using Moorman and Niehoffs organizational justice questionnaire and Mc Gee & Fords organizational commitment questionnaire. Results were analyzed using One Way Anova
and Pearson correlation test in spss18 software.
Results: The organizational justice score was relatively low (45.3 7.8).The mean of organizational commitment score was in medium level (45.49  8.9). There was a positive correlation between organizational commitment and procedural justice (p</0.05) and there was no significant relationship between both distributive and interactional justice dimensions and organizational commitment. Also the variables including age, employment type, education and experience had significant relationship with organizational justice and commitment.
Conclusions: According to the study results it is essential that hospital managers improve organizational justice in particular procedural justice among personnel. In this regard setting the organizational procedures accurately, providing correct and reliable information and preparations for stability of organizational procedures could be helpful.