Organizational justice affects the payment satisfaction, responsibility towards the organization, and the desire to quit the job by employees. The justice in payment includes two aspects: external and internal. The purpose of career classification system is to practice internal justice. The internal and external references play a crucial role in the process of the compensation of fairness of the employees' wages and bonuses. Findings of this survey imply that the variances of simultaneous employment at several jobs, and the level of education correlate positively with the application of external references. While no considerable correlation was considered between the applied internal references and age, career type, career experience, and organizational rank.
., .. (2004). Professional Labor Force and the Compensation of Fair Service:
a Review on the Theory of Justice and Equality. Methodology of Social Sciences and Humanities, 9(37), 148-163.
MLA
. .. "Professional Labor Force and the Compensation of Fair Service:
a Review on the Theory of Justice and Equality". Methodology of Social Sciences and Humanities, 9, 37, 2004, 148-163.
HARVARD
., .. (2004). 'Professional Labor Force and the Compensation of Fair Service:
a Review on the Theory of Justice and Equality', Methodology of Social Sciences and Humanities, 9(37), pp. 148-163.
VANCOUVER
., .. Professional Labor Force and the Compensation of Fair Service:
a Review on the Theory of Justice and Equality. Methodology of Social Sciences and Humanities, 2004; 9(37): 148-163.
)