Investigating the Relationship between Employee Empowerment in Terms of Knowledge and Specialized Skills and Organizational Justice and Job Insecurity at the Tabriz Tractor Manufacturing Company

Human resources are pivotal and differ from material and structural resources. The most important organizational assets are human resources. This is why giving importance to peoples’ needs and values constitutes the most significant step to meeting organizational goals. This study aims to investigate the relationship between employee empowerment and organizational justice and their job insecurity at the Tabriz Tractor Manufacturing Company.

The present study is an applied study and to determine the relationship; this article uses a standard Maslach questionnaire which includes a standard Job Insecurity Scale which includes two sections qualitative job insecurity and quantitative job insecurity. Also, to determine the organizational justice, it uses the standard Niehoff and Mormon Questionnaire which includes distributive, procedural, and interpersonal justice. Here, the criterion of action for the employees is their knowledge and specialization capacity. The statistical population consisted of 700 people including 350 ones working in the parts-making division with an average education level of diploma (low empowerment) and 350 more working in the administration division with an average education level of M.A. (higher empowerment), out of whom 248 people were selected via stratified random sampling and use of the Cochran formula at an error rate of 0.05. Results showed that there is a significant relationship between the variable of employee empowerment and quantitative and qualitative job insecurity and procedural organizational justice. Employee empowerment has a significant inverse relationship and quantitative job insecurity. Also, employees’ empowerment has a significant direct relationship with qualitative job insecurity and procedural and interpersonal justice.