The study of the relation between organizational justice and knowledge management

Introduction Effective human labor is credit for every organization. Almost all of analyst state that human resources is very basic for organization and they believed that this resource should be improved and with using proper policies we can induce for work in staff, Caldron believes that having qualities human resources in one of competitive advantages not just as a asses, Technology or product with long life cycle. In fact, staffs are potential value of one company,( Chan & Thomas,2003) in contemporary world. Human labor is one the important factor to grow and reliability of organizations. But what kind of human resources? Consumptive human resources, and unpleasant or egar and responsible. Understanding of role and the actual position of organizations always helps to find an answer for the question that why some of organizations are always successful. Realization of this problem that what factors makes such continuity that it create the possibility of a allegro survival for organizations, depends closely to understanding of knowledge concept and method of application and use of that in the organization (Davoport et al., 2001). So managers of the organizations with emphasis to smart wisdom can pursue more reasonable decisions in important topics and they can improve performances based on knowledge. Therefore, wisdom managing is more important category than wisdom and it follows how to transfer information and individual and organization learning to knowledge and individual and group skills (Probdt, 2000). Organizational justice has relationship with proper behavior of staff, so we can interfere it as a part of limited social justice; this concept with philosophers was challenged many years ago. Organizational justice it is a beneficial concept for board spectrum of organizational subjects test. Stated that justice is the first characteristic of social institutes. (mehdad, 2007). Organizational justice Organizational justice considers staffing understanding from industries in payment and business relationship in organization environment. Although challenges and study in justice at organization environment has long history and go back to Adams theory in 1960s, researches in this field after 1990s increased, such that important findings captured related to organizational justice. (Cherish & Spector, 2001). In 1980s considering to researches on justice on trends with such outcomes Tibat and Walker(1975) and Lontal (1980) are important researcher in procedural justice domain, they show that in many cases, such procedures that we allocate outcomes has more important effect than outcome itself, and maybe a person can’t receive good outcomes. But they believed that this procedures for allocating outcomes are according to justice and base on correct principles, and they have pleasant sense from outcomes (Charash, Spector, 2001). In 90s studies on social aspect of justice began. Baiz and Movag (1986) introduce interactional justice that show relationship and interaction quality between decision makers in organizations with staff in conducting organizational procedures. Like distributive justice and procedural justice there are some documents related to interactional justice on view and behavior of staff. There are many challenges on interactional justices and some people know it as a procedural justice and other know it as a independent part of procedural justice, so we summary outcome in table 1. (Chester & Todd, 2007). Greenburg (1993) introduce some grouping for kind of justice he believed that each of them have determinants on structures and society. Structural determinant consider to interactions between people and consider to people behaviors with social justice. So interactive relation determine as a dominant in justice so, treat with other peoples is based on open and trust social justice.