الفهرس 
IntroductionOnly 14 pages are availabe for public view
Abstract
Organizational justice has become the center for many studies as it is related to the success of every organization. Organization that is fair in its procedures, policies, distribution systems and interactions, its employees give better response to the organization in terms of productivity and positive behaviors (i.e., organizational loyalty, organizational citizenship behaviors, job engagement and job satisfaction) (Akanbi, Ayobami, Ofoegbu and Eugene, 2013).
Moreover, organizational justice perceptions have been identified as an important factor related to social exchange relationships in the workplace as the previous studies have revealed that organizational justice plays a critical role on employees‟ perceptions of leader-member exchange (LMX) (Williams, Scandura, Pissaris and Woods, 2016). LMX represents the social exchange process between an employee and his/her supervisor. Based on this reciprocal relationship, the subordinates are labeled as in-group (high quality LMX) or out-group (low quality LMX). In-group exchange goes beyond the formal contract which is characterized by reciprocity, extra-contractual behavior, mutual trust, respect and support. While out-group exchange is characterized by task- based relationship (Chernyak-Hai and Tziner, 2014; Jordan and Troth, 2011).
Furthermore, organizational justice literature proposes that emloyee‟s perceptions about fairness in organizational procedures, outcomes, and interpersonal exchanges may influence their work-related attitudes, behaviors and the way they react to performance of organizational activities (Choudhry, Philip and Kumar, 2011). Also, Jones (2009) revealed that organizational injustice is the main antecedent of any negative behaviors caused by the employees towards their organizations compared to any other feelings.
Therefore, the employees who are unfairly treated in their organizations, become annoyed, frustrated and sometimes disoriented
2
which result of inappropriate behavior in the organization (Akanbi et al., 2013). Besides, they no longer remain satisfied and loyal with their organizations. Such employees are not committed and do not provide services to their organization for a long time. Hence, they prefer withdraw at any time; the concept withdrawal behavior is an attempt to avoid or escape a situation, an individual might wish to rectify injustice or situations that induce negative emotions. In addition, withdrawal behaviors can be very costly to organizations (Spector, Fox, Penny, Bruursema, Goh and Kessler, 2006).
This current research goes more in-depth into the concept and the application of organizational justice, LMX and withdrawal behaviors and discovering the effect of organizational justice on LMX and withdrawal behaviors; this research is applied on the employees and the managers of Ain Shams University in an attempt to help ameliorate the job performance and quality of work life there.
2- Research Problem:
The organizational justice is considered a fundamental requirement for the effective performance of any organization. Moreover, the way in which leaders treat their employees will affect the job performance. However, injustice may lead to many drawbacks and in return will negatively affect success and performance of any organization. Therefore, it would be worth examining the influence of organizational justice (distributive justice, procedural justice and interactional justice) on leader-member exchange (LMX) and withdrawal behaviors.
This problem can be manifested in these research questions:
1. What is organizational justice? What are its dimensions and importance? To what extent organizational justice is applied in Ain Shams University?
2. Is there any effect of organizational justice (independent variable) on leader-member exchange (LMX) (dependent variable)?
3
3. What do withdrawal behaviors mean? How do employees perceive it?
4. Is there any effect of organizational justice (independent variable) on withdrawal behaviors (dependent variable)?
5. Is there any significant difference between employees and leaders in terms of organizational justice and withdrawal behaviors in Ain Shams University?
6. Is there any significant difference among the responses of research sample -of different demographic variables-with regards to their perception of organizational justice, leader-member exchange and withdrawal behaviors in Ain Shams University?
3- Research Objectives:
1- Exploring the levels of organizational justice dimensions as perceived by employees in the work environment and its effect on leader-member exchange (LMX)(from both perspectives: subordinates and leaders).
2- Examining the effect of organizational justice dimensions on withdrawal behaviors.
3- Highlighting whether or not and to what extent there is significant difference between the demographic variables and (organizational justice, leader-member exchange and withdrawal behaviors).
4- Identifying the differences between employees and leaders in terms of organizational justice and withdrawal behaviors.
4- Research Importance:
Importance for the Academic Field
The current research includes three variables (organizational justice, leader-member exchange and withdrawal behaviors) as the researcher knows that no researches combine the three variables together. Therefore, this research is considered an addition to the academic field by exploring whether there is an impact among the research variables, as shown in the research objectives.
4
Importance for the Application Field
The researcher in this research chooses Ain Shams University as it is one of the main universities in Egypt, besides its important and vital role in the Egyptian development. Thus, the researcher aims in this research to reach results that could be used in developing and improving the University‟s job performance.
Importance for the Researcher
The researcher believes that this research will give a better understanding of the effect of organizational justice on both leader-member exchange and withdrawal behaviors in order to avoid any behaviors that may act against the interest of the University. Also, this research will provide some directions and recommendations for future researchers.
5- Research Model:
This research contains three main variables:
The independent variable:
Organizational Justice
The dependent variables:
1- Leader - Member Exchange (LMX)
2- Withdrawal Behaviors