The Extent of Having Interactive Justice in Jordanian Private Universities in the Fields of Communication and Leadership

The present study aimed to explore the extent of having interactive justice in Jordanian private universities in the fields of communication and leadership. The sample consists from 220 faculty members. Those faculty members were selected through using the stratified random sampling method. The descriptive survey-based approach was adopted. To meet the study’s goals, a questionnaire was developed. The validity and reliability of the questionnaire were measured. It was found that the extent of having interactive justice in Jordanian private universities is moderate. It was found that there are statistically significant differences – at the statistical significance level of (a≤0.05)- between the respondents’ attitudes which can be attributed to gender. The latter differences are for the favor of females. It was found that there isn’t any statistically significant difference – at the statistical significance level of (a≤0.05)- between the respondents’ attitudes which can be attributed to faculty. It was found that there isn’t any statistically significant difference – at the statistical significance level of (a≤0.05)- between the respondents’ attitudes which can be attributed to academic rank. The researchers recommend providing much attention to interactive justice by the management of Jordanian private universities. They recommend conducting studies in a periodical manner about the work conditions of faculty members. They recommend conducting studies in a periodical manner about the social, psychological, and developmental problems faced by faculty members.

dominant organizational models in Jordanian universities and organizational justice. It was found that there is a statistically significant difference between the respondents' attitudes towards the dominant organizational model which can be attributed to the type of university. The latter difference is for the favor of ones working in private universities. Muzumdar (2012) aimed to explore the impact of interactive justice on the behavioral decision. He conducted a comparison between procedural, distributive, and interactive justice in terms of impacts. He used a survey to collect data from several organizations. He conducted MANOVA analysis and distributive analysis to assess the impacts of the types of justice.
Al- Sukar (2013) aimed to analyze the impact of interactive justice on job performance from the perspective of managers who work at Jordanian ministries. A descriptive analytical approach was adopted. The sample consists from 173 managers. It was found that the respondents have moderate attitudes towards interactive justice. It was found that the respondents have moderate attitudes towards job performance. It was found that there is a positive relationship between interactive justice and job performance. Dawood (2015) aimed to explore the reality of organizational justice and its dimension. He aimed to explore the reality of job performance and its dimension. He aimed to explore the levels of organizational justice and job performance from the faculty member's perspective at Kafer Al-Sheikh University. The sample consists from all the faculty members who work at the latter university (n=725 faculty members). It was found that the extent of giving financial and moral incentives to the faculty members is moderate. It was found that the extent of engagement of faculty members in setting academic plans and developing curricula is moderate.
Al-Omari and Al-Hawamdeh (2015) aimed to explore the extent of promoting organizational justice by the administrative bodies and academic leaders in Jarash University. The sample consists from 128 administrators and 124 faculty members. It was found that the extent of promoting organizational justice is moderate from the administrators' perspective. The latter result doesn't apply to distributive justice. For instance, it was found that the extent of promoting distributive justice is low. It was found that the extent of promoting organizational justice is moderate from the faculty members' perspective. It was found that there are significant differences between the respondents' attitudes which can be attributed to the position. The latter differences are for the favor of the faculty members.
Al-Sharbaji (2015) aimed to explore the relationship between organizational justice and organizational commitment. He aimed to explore the relationship between organizational, distributive, procedural and interactive justice from one hand and organizational commitment from another hand. He aimed to explore the relationship between organizational, emotional, ongoing and normative commitment from one hand and organizational justice from another hand. The sample consists from 285 faculty members. It was found that emotional commitment has been receiving much attention by faculty members. It was found that the relationship between the study's variables are positive. It was found that the higher the organizational justice level is, the higher the organizational commitment shall be.
Darawsheh (2017) aimed to explore the organizational justice level in Jordanian universities. He aimed to explore the relationship between the organizational justice and organizational trust in Jordanian universities. The sample consists from 378 faculty members. A thirty-two item questionnaire was used for collecting data. It was found that the organizational justice level is moderate. It was found that the organizational trust level is high. It was found that there are significant differences between the respondents' attitudes towards organizational justice which can be attributed to faculty and academic rank. The latter differences are for the favor of the professors and the ones who work in public universities. It was found that there isn't any significant difference between the respondents' attitudes towards organizational justice which can be attributed to gender. It was found that there isn't any significant difference between the respondents' attitudes towards organizational trust which can be attributed to faculty, gender and academic rank. It was found that there is a positive significant relationship between organizational justice and organizational trust. Khan and Kamal (2017) aimed to explore the impact of the perceived organizational justice on employees' performance, commitment and motivation. It was found that organizational justice plays a significant role in raising employees' performance, productivity and commitment. It was found that the perceived organizational justice plays a significant role in improving the outcomes of the processes. Arqawi (2018) aimed to explore the level of interactive justice in the Palestinian Technical University. He aimed to explore the relationship between the interactive justice and organizational commitment among the staff of the latter university. A questionnaire was used for collecting data. It consists from 22 items. The sample consists from 105 employees. It was found that interactive justice has a statistically significant impact -at the statistical significance level of (a=0.05) on the organizational commitment among the staff of the latter university. The latter researcher recommends exerting more effort by the latter university to promote interactive justice among the heads of departments. He recommends employing democratic mechanisms for making decisions related to faculty members.
Al-Hadad (2018) aimed to develop a proposed vision for promoting organizational justice in Ibb University.
Journal of Education and Practice www.iiste.org ISSN 2222-1735 (Paper) ISSN 2222-288X (Online) Vol.11, No.8, 2020 He aimed to explore the reality of organizational justice in Ibb University. He aimed to explore the significance of promoting organizational justice. He aimed to explore whether there are significant differences between the respondents' attitudes towards reality and significance which can be attributed to gender, academic qualification, job level and experience. The sample consists from 192 faculty members. It was found that the organizational justice level is low. It was found that the significance of promoting organizational justice is high.
The similarities and differences between the present study and the aforementioned studies The aforementioned studies assisted the researchers of the present study in determining the methodology, variables, and statistical methods of the present study. They assisted the researchers of the present study in developing the theoretical framework and the instrument of the present study. To be specific, the study's instrument was developed based on the studies conducted by Darawsheh (2017), Al-Sharbaji (2015) and Al-Hadad (2018). Similar to the present study, several studies target a similar population. Similar to the present study, Darawsheh (2017), and Dawood (2015) target similar variables (e.g. gender, and academic rank). However, the present study is the only one that sheds a light on interactive justice in Jordanian private universities.

Method and procedures
The survey descriptive approach was used to achieve the study objectives. Study Population: The study population consisted of all faculty members in private Jordanian universities, whose number is (3166), and Table (1) shows the distribution of the study population according to the variables of the study.

The study sample
According to the Stephen Thompson equation, the minimum size of the random stratified sample representing the community was calculated at the significance level (α≤ 0.05), and it was (215) faculty members. In anticipation of the waste in the sample, the actual sample size was determined (220) faculty members. The researcher distributed the questionnaire to the study sample, which is present in six Jordanian private universities distributed over three regions, namely: the northern region and includes the University of Jedra, the University of Jerash, the Central Region and includes the University of Applied Sciences, the Arab University of Amman, the southern region and includes the Isra Private University, and the American University In Madaba, (220) questionnaires were retrieved from (300) questionnaires, and Table (2) shows the distribution of the representative study sample, which was extracted according to the Thompson equation according to the study variables.  (2015), in order to achieve the study goals and answer its questions. The study instrument initially consisted of (32) paragraphs, and in its final form it is (29) paragraphs distributed in two areas: the communication field and it consists of nine paragraphs, and the field of leadership style and is fourteen paragraphs. To verify the validity of the instrument, the content validity has been applied, As Journal of Education and Practice www.iiste.org ISSN 2222-1735 (Paper) ISSN 2222-288X (Online) Vol.11, No.8, 2020 it was presented in its initial form to (10) of the arbitrators specialized in the educational administration, and they were asked to express an opinion in the paragraphs of the study instrument in terms of drafting the paragraphs, and the extent of their suitability for the field in which they were placed, either by agreeing to them or modifying their formulation or deleting them because they are not important, and it was taken Their comments regarding the amendment, deletion, addition, and merging of paragraphs, as they counted paragraphs to (29) paragraphs .
To verify the stability of the instrument, the internal consistency coefficient was used according to the Cronbach Alpha equation to extract the stability of the study instrument according to the fields, and Table (3) shows the coefficients of the stability of the instrument fields:  Table (3) shows that the stability coefficients were acceptable. To judge the degree of availability of interactive justice in private Jordanian universities, the following measure was adopted: a low degree of availability (2.33 or less), an average degree of availability (2.34-3.67), and a high degree of availability (3.68 or more).

The results of the study and its discussion
Results related to answering the first question, which reads: What is the degree of interactive justice in private Jordanian universities from the viewpoint of faculty members in light of communication and leadership? To answer this question, arithmetic averages and standard deviations were calculated for the responses of the study sample members in general and for each field of study, and Table (4) shows that.  (4) that the degree of availability of interactive justice prevailing in private Jordanian universities was medium, as the arithmetic mean (3.57) and a standard deviation (0.71). The first rank came in the field of communication, with an arithmetic mean (3.79) and a standard deviation (0.81), and the last rank came the field of driving style with an arithmetic mean (3.55) and a standard deviation (0.91). As for the paragraphs for each field, the results were as follows: 1. Field of Communication: The arithmetic mean, standard deviations and ranks were calculated for the paragraphs of this field, and Table (5) shows that:  (5) that the degree of availability of interactive justice in private Jordanian universities in the field of communication came high, with the exception of one paragraph that was medium, as the arithmetic mean (3.82) and a standard deviation (0.77), and the paragraphs of the field came high, as the arithmetic mean ranged between (3.95 -3.57), paragraph (3) stated in the first rank which states "Administrative communications in the department are flexible" and in a high degree, and in the last rank paragraph (7) which states "It is possible to contact the higher administrative levels without obstacles" and attributes The researchers attributed this to the confidence of the department head in the faculty members in his department, and their ability to Interaction with him, and that contact applies in all directions horizontally, as well as provide a high degree of affection and intimacy between the head of the department and faculty. 2. The field of leadership: Arithmetic mean, standard deviations, order and degree of availability for the paragraphs of this field were calculated, and Table (6) illustrates this.  (6) that the degree of availability of interactive justice in private Jordanian universities from the viewpoint of faculty members in the field of leadership style came average, as the arithmetic mean reached (3.44) and a standard deviation (0.57), and the arithmetic mean ranged between (3.98 -2.44) Paragraph (2) stated in the first rank, which states, "The academic leadership in the department behaves as a representative of the faculty at external meetings." The researchers attribute this to the academic leadership in the department having the ability to act and the good management of matters and their wide knowledge of their conditions in the department, which has generated confidence among the faculty members in the ability of academic leadership in the department to represent them and claim their rights, and in the last rank paragraph (6) which states "Academic leadership in the department is a time-consuming discussion by a faculty member on academic work issues", Results related to answering the second question, which states: Are there statistically significant differences at the level of significance (α≤ 0.05) between the arithmetic mean for the responses of the study sample individuals towards the degree of availability of interactive justice in the private Jordanian universities due to the variables (gender, college type, and academic rank) This question was answered as follows: a. Gender variable: Arithmetic mean and standard deviations were calculated, and a t-test according to the gender variable. Table (7) shows that. To determine whether the differences between the means were statistically significant at the level of significance (α≤ 0.05) t-test was applied, as the results in Table (7) indicate the presence of statistically significant differences at the level of significance (α≤ 0.05) depending on the gender variable Based on the calculated value of (T) as it reached (2.559) and the level of significance (0.011), and for the benefit of females with evidence of their high arithmetic mean, the researchers attribute this to the need of women in the department for a higher degree of interaction and respect for their views, and the department's conviction of the woman's ability to do With the duties and duties entrusted to her as a faculty member. B. College type variable: arithmetic mean, standard deviations, and (t-test) were calculated according to the college type variable, and  Vol.11, No.8, 2020  To determine whether the differences between the means were statistically significant at the level of significance (α≤ 0.05) t-test was applied, as the results in Table (8) indicate that there were no statistically significant differences at the level of significance (α≤ 0.05) according to a variable The type of college is based on the calculated value of (T) as it reached (-1.284) and the level of significance (0.200), as the difference was in favor of the scientific colleges with evidence of their high arithmetic mean, and the researchers attribute this to the prevailing leadership style that is characterized by democracy and consultation, which was reflected in the high level of participation The faculty members of the scientific colleges in communication, in addition to the permanence of Alto Pray the faculty members in the academic department of the scientific colleges, because their courses intersect with each other, which forces them to avoid complexity in communicating and interacting with each other on the one hand and with the department's administration on the other hand, which makes the department's administration be more knowledgeable about the level of difficulties and obstacles that are exposed She has a faculty member in the department, which calls for her -Department of the Department -to take care of a faculty member and provide him with the capabilities and allow him to participate in seminars and external courses through the placement of a faculty member for such matters, which contributes to the advancement of his academic and living standard A. Academic rank variable: The mean and standard deviations were calculated according to the variable of the academic rank, and Table (9) shows that.  (9) that there are apparent differences between the arithmetic mean, according to the variable of the academic rank, as those in the category (professor) got the highest arithmetic mean of (3.69), and those in the category (associate professor) came second with the Arithmetic mean (3.61), and in the last rank came from those in the (teacher) category, where the arithmetic mean was (3.46), and to determine whether the differences between the averages were statistically significant at the level of significance (α≤ 0.05), a variance analysis was applied ( One Way ANOVA), and the results of the analysis of variance as shown in Table ( Vol.11, No.8, 2020 (10) that the difference came: for the benefit of the members of the teaching staff who are in the category (associate professor) when compared to the members of the teaching staff who are in the category (teacher).

Recommendations:
The researchers of the present study recommend: 1) Providing much attention to interactive justice by the management of Jordanian private universities. The researchers recommend conducting studies in a periodical manner about the work conditions of faculty members. They recommend conducting studies in a periodical manner about the social, psychological, and developmental problems faced by faculty members. 2) Improving the systems of financial and moral incentives. The researchers recommend rewarding the employees who make distinguished achievements. They recommend valuing the employees who exert much effort.