الفهرس 
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Abstract
Justice is the most important subject that has been received great attention during long time. Justice is a positive and good moral being for changing the life of human being. All societies are depending on justice; therefore, any discussion about it is one of the first necessities of human life. Justice is a base of human wisdom (Jamshidi, 2001). Any progress and efficiency of organizations is mostly based upon correct application of human force. Greater organizations will face with greater problems for this purpose (Esmaeili, 2001).
Promotion and maintenance of justice behaviors in organizations and among employees are really necessary for increasing positive attitudes of employees, respect, and trust in management, they also experience greater job satisfaction and commitment to the organization (Najaf et al 2012).
Organizational commitment is widely described in the management and behavioral science literature as a key factor in the relationship between individuals and organizations (Laka-Mathebula, 2004). If managed properly, organizational commitment can lead to beneficial consequences such as increased effectiveness, and productivity, and decreased turnover and absenteeism, at both the individual and organizational levels (Fiorito et al., 2007).
The present study was carried out with the aim of assessing the organizational justice, trust and commitment in three hospitals at Assiut University. And study the effect of organizational justice and trust on employees’ commitment at difference setting.
The subjects included in the study were 727 staff nurse. Three tools were used to collect the data: - 1- Organizational justice which is comprised two parts: Part I: Socio demographic data, Part II: Organizational justice Questionnaire: It was developed by (Johnson, 2007).The tools consisted of 18 items categorized into three domains of organizational justice: distributive justice, procedural justice, and interactional justice. 2- Organizational trust Scale, developed by (Boe, 2002). Consisted of 34 items. 3- employees’ commitment Scale. Modificated by (Jaros, 2007). The scale included three dimensions of Commitment (Affective, Continuance and normative), each one of them comprising eight statements.
Data collection: An official approval to carry out the study was obtained from the responsible person in the hospitals. Oral agreement was obtained from all the participants in the study. After preparation of the tools a pilot study was done to test the questionnaires clarity, feasibility, and applicability it was carried out on seventy two staff nurses from Assiut University Hospitals and necessary modification were done. After that the researcher started to collect the data which took about thirty minute with each participant, data collection took about six months from June to November 2012.
The following were the main results of the present study
- The majorities of the study subjects were females (92.0%) and (76.3%) married, aged less than 40 years old and slightly more than half of them had secondary technical nursing school diploma(53.0%).
- The nurses’ perception of interactional justice was the highest one in Pediatric Hospital (18.19 ± 6.19) compared to other justice dimensions in other hospitals.
- The nurses’ perception of continuance employees’ commitment was the highest (24.54 ± 4.42) in Pediatric Hospital, while affective commitment was the lowest (19.83 ± 6.22) in Woman Reproductive Health Hospital.
- In Pediatric Hospital nurses had the highest mean score as regard organizational justice (46.63 ± 14.41), organizational trust (107.11 ± 19.80) and employees’ commitment (68.97 ± 11.32).
- A significant positive statistical correlation was found between nurses’ perception of organizational justice (distributive, procedural, interactional justice) in the first hand and the organizational trust and employees’ commitment in the other hand.
- A significant positive statistical correlation was found between nurses’ perception of organizational trust, and employees’ commitment (affective commitment, continuance commitment, normative commitment).
- A significant positive statistical correlation was found between nurses’ perception of all study variables in relation to organizational justice, trust and employees’ commitment.
The study recommended that:
1- Give the opportunities to all nurses to participate in decision making.
2- Develop a ”climate of fairness and trust” through making every one contribute.
3- Create a competitive salaries system (e.g. payment based on performance).
4- Nurse managers and nurses must work together to develop a climate of mutual trust and enhance commitment toward organization through:
Guiding staff nurses with feedback, and using open communication.
Develop policies for staff recruitment and performance appraisal.
Staff nurses must be included in organizational committees.
5- Applying leadership and management training for nurse managers.